12 Feb 2024
Diversity Lens - Issue 210
IN COLLABORATION WITH THE INCLUSIVE WORKPLACE 🤝
Hello 👋 and welcome to Diversifying x Inclusive Workplace newsletter takeover! I’m Ursula, co-founder of the Inclusive Workplace.
I'm fighting for a better world of work because I believe everyone deserves to choose how they work with equal access to opportunity so they can earn a living. I care deeply about this work and it’s one of my life’s greatest privileges – it also requires A LOT of energy.
So for me, moments of joy are essential energy sources. On an early train into London today, surrounded by people on devices, I watched the sun rise over the Winchester countryside, and a blanket of mist created the most stunning postcard outside the window. Even on a packed train, (which to me is pretty much the opposite of a moment of joy) joy snuck in and found me. I hope you find your moment of joy today!
QUICK FIRE NEWS 🧨
LET'S GET INTO IT 🤓
How to be a vulnerable leader 🌻
What does a leader look like? Traditionally, strong leaders have often been thought of as being assertive, with unshakeable confidence and always having the answers. In recent years as work has evolved this has changed, yet the concept of being vulnerable – especially at work – can seem at odds with what many of us have been taught about what is valued in the workplace.
Let's change that! Vulnerability is a vital aspect of work. It shows our humanity and helps us to build trust and stronger relationships with people, which supercharges our wellbeing and performance. When we show vulnerability by talking about our mistakes, our ideas, experiences and areas for growth, we encourage and inspire others too which leads to a culture of openness, creativity, innovation and embracing change. It's also important to find the right balance for you between being authentically vulnerable and avoiding oversharing.
✍️ Let's prepare for the flexible working changes ✍️
What's the latest? A recent report by the CIPD showed that more UK businesses are now offering flexibility from day one of employment (39% in 2023 vs 36% in 2022). The same report found that 14% of companies now plan to introduce this before the legislation changes in April.
Additionally, research by Timewise suggests that 49% of jobseekers are considering taking advantage of the new Day One Flex rights in a new role and 40% said they would consider using the new rights in an existing role.
What does this mean for you? For employers, Timewise shared this helpful article with some great suggestions to help you start planning ahead of the changes becoming law. For employees, make sure you know your new rights.
The outcomes of the UK four-day week pilot programmes
Our friends at The Four Day Week Global have now worked with dozens of organisations across the globe to pilot a reduced working week – and the outcomes are compelling:
EVENT: The power of neurodiversity 🔋
Leaders can transform the way they lead to become more inclusive of neurodivergent colleagues and their families.
If you want to learn:
📣 What neurodiversity and other language you keep hearing means.
📣 How to implement quick wins to help neurodiverse people thrive at work
📣 Why empathetic leadership is crucial to positive cultures
📣 How to support carers of neurodiverse people and children
“What do we do when life gets hard? When our world is in peril and things feel out of control?" In this wise and inspiring book, bestselling author Julia Baird reflects on her encounters with phosphorescence, a luminescent phenomenon found in nature, and how she was able to cultivate her own ‘inner light’ in the face of a life-threatening illness. A rich and luminous meditation on navigating periods of adversity, Julia Baird’s intimate study of phosphorescence contains hard-won wisdom for these unprecedented times.
A huge thank you to Ursula and the Inclusive Workplace for curating this issue of Diversity Lens ❤️ What did you think of this issue? Let us know!