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Parliament launches new enquiry into sexism & misogyny in the City
Barbie set to topple Oppenheimer with $110m US opening

LET'S GET INTO IT

Italian Judge's 10-Second Groping Rule Sparks Outrage

What is happening?
A student reported Antonio Avola, a caretaker at the school, for groping her without her permission in April 2022. Avola acknowledged the behaviour but insisted it was a joke. The Rome public prosecutor sought a three-and-a-half-year prison term for him. Due to the incident lasting less than 10 seconds, the judges determined that it did not qualify as a crime.

How does the public feel?
The victim, the general public, and sexual harassment campaigners all expressed outrage towards the school as well as the legal system. The victim felt betrayed and concerned that this decision would deter other victims from reporting their crimes. In Italy, people started posting videos of themselves touching their private areas for 10 seconds in order to highlight how uncomfortable and inappropriate such actions are as a result of the ruling.

Representation does not always guarantee racial justice

What's the context?
British politics has become increasingly diverse in recent years, with more minority ethnic politicians being elected to positions of power. The number of minority ethnic MPs in the UK has increased significantly over time. In 1987, only four minority ethnic MPs were elected, but now there are 67 MPs from a minority ethnic background.

Should we celebrate this progress?
This progress is seen as a symbol of diversity and social progressiveness, and should be celebrated, but it's important to recognise that representation does not always guarantee racial justice. As we’ve seen numerous times, many minority ethnic politicians can push for policies that are cruel to immigrants and ignore the legitimate concerns of minority ethnic citizens.

Neurodiversity in the workplace; an asset, not a liability.

It is estimated that around 1 in 7 people (just over 15% of people in the UK) are neurodivergent. This means that the brain functions, learns and processes information differently from what is considered 'neurotypical'. 

Why do organisations need to consider this?
Working styles, structures and processes developed with only neurotypical people in mind will not best serve a neurodiverse workforce. This means that people may be struggling to perform, contribute and feel their best at work without reasonable adjustments.

What kind of adjustments can be made? 
It's best to ask neurodivergent colleagues what they need. This may be something as simple as a standing desk or more flexible work hours. Normalising asking colleagues what they need actually benefits the entire workforce, and creates better conditions for everybody.

So neurodiversity at work is a good thing? 
Absolutely! By fostering conditions for everyone to thrive, companies will actually get more out of their employees by making space for different ways of thinking and doing. It's time for employers to embrace neurodiversity as an asset, not a liability.

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