Listen to Oliver introduce the concept of Neurodiversity and the importance it has on attracting, selecting the best talent. Inclusion Crowd have created a range of training programmes, designed for recruiters, hiring managers & people managers... ask us for more information
Listen to Lisa Introduce the concept of Positive Psychology, the Power of Optimum Human Functioning. Positive Psychology underpins everything we do at Inclusion Crowd, because understanding human behaviour helps us manage change and speak to hearts and minds
Listen to Ben introduce the concepts of Privilege, Pronouns, The Law, being Non-Binary and all things LGBTQIA++. Inclusion Crowd offers a range of courses from Transitioning at Work, Policy Reviews, to Allyship and attracting and retaining LGBTQIA++ TALENT.
Listen to Micha talk about a range of issues around race, racism, and how we challenge institutional and systemic racism within organisations, and wider society. Inclusion Crowd offer a range of training courses designed to talk about race and ethnicity and the power of attracting & retaining talent, irrespective of the colour of their skin or their background.
How to get serious about diversity & Inclusion in the Workplace - TED Talk
Track all your live training courses and programmes, as well as access the Inclusion Academy Content Library
The Inclusion Academy blends gamification & social learning engaging and robust learning experiences Why it is revolutionary... - Encourages learners with customised praise badges - Drives healthy competition with experience points - Create leaderboards, and player vs player Battles ...and we can finely tune the training programmes with our dynamic reporting suite.
People don’t always say what’s on their minds. One reason is that they are unwilling. For example, someone might report smoking a pack of cigarettes per day because they are embarrassed to admit that they smoke two. Another reason is that they are unable.
A smoker might truly believe that she smokes a pack a day, or might not keep track at all. The difference between being unwilling and unable is the difference between purposely hiding something from someone and unknowingly hiding something from yourself.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report. The IAT may be especially interesting if it shows that you have an implicit attitude that you did not know about.
For example, you may believe that women and men should be equally associated with science, but your automatic associations could show that you (like many others) associate men with science more than you associate women with science.
Why take the survey? The VIA Survey is the only free, scientific survey of character strengths in the world. Take this simple, 15 minute character test and discover your greatest strengths. Research shows that knowing and using your character strengths can help you: Increase happiness and well-being Find meaning and purpose Boost relationships Manage stress and health Accomplish goals
Diversity wins is the third report in a McKinsey series investigating the business case for diversity, following Why diversity matters (2015) and Delivering through diversity (2018). Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. These findings emerge from our largest data set so far, encompassing 15 countries and more than 1,000 large companies
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.
It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations.
It sets out the different ways in which it’s unlawful to treat someone.
Equality Act provisions which came into force on 1 October 2010:
A workplace encouraging equality, diversity and inclusion can help:
Promoting and supporting diversity in the workplace is an important aspect of good people management - it’s about valuing everyone in the organisation as an individual.
However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone feels able to participate and achieve their potential.
While UK legislation – covering age, disability, race, religion, sex and sexual orientation among others – sets minimum standards, an effective inclusion and diversity strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee wellbeing and engagement.
The peoples of Europe, in creating an ever closer union among them, are resolved to share a peaceful future based on common values.
Conscious of its spiritual and moral heritage, the Union is founded on the indivisible, universal values of human dignity, freedom, equality and solidarity; it is based on the principles of democracy and the rule of law. It places the individual at the heart of its activities, by establishing the citizenship of the Union and by creating an area of freedom, security and justice.
This bill prohibits discrimination based on sex, sexual orientation, and gender identity in areas including public accommodations and facilities, education, federal funding, employment, housing, credit, and the jury system.
Specifically, the bill defines and includes sex, sexual orientation, and gender identity among the prohibited categories of discrimination or segregation.
Freedom and equality are fundamental American values. But today, millions of Americans lack basic non-discrimination protections just because of who they are or whom they love.
President Biden believes that every American must be able to live freely, openly, and safely. That’s why he continues to call on the Senate to swiftly pass the Equality Act, legislation which will provide long overdue federal civil rights protections to LGBTQ+ Americans and their families,
while strengthening some key civil rights laws for people of color, women, people with disabilities, and people of faith.
Although the titles address discrimination based on race, color, religion, national origin, orsex, the Civil Rights Act of 1964 was principally a legislative response to ongoing and pervasive conditions of racial segregation and discrimination in the United States. Such conditions included the enforced exclusion of black citizens from a host of services and establishments affecting much of daily life:
public libraries, public parks and recreation systems, public schools and colleges, restaurants, hotels, businesses, performance halls, hospitals and medical facilities, and any other setting designated as “white-only.” Legislative history reflects that Titles II,
The Civil Rights Act of 1964, comprised of eleven titles and numerous sections, has been called the “most comprehensive undertaking” to prevent and address discrimination in a wide range of contexts.
President Biden believes that every American must be able to live freely, openly, and safely. That’s why he continues to call on the Senate to swiftly pass the Equality Act, legislation which will provide long overdue federal civil rights protections to LGBTQ+ Americans and their families.
Copyright © TM 2022 Inclusion Crowd Ltd - All Rights Reserved.
Company number 12057950