included

The fact that six of the ten initial candidates who launched formal bids to become leader of the Conservative party, and the next British Prime Minister, have Black or Asian heritage should be welcomed. On the face of it, this is a success story for ethnic diversity within the heart of the British establishment. And not an overnight success either. Most of the candidates have track records in cabinet or high-profile positions and are serious contenders for the role. Looking back to the 2019 contest, when only one of the ten candidates who made it to the MPs vote was from an ethnic minority, or 2016 or 2005 when there were no candidates from ethnic minority groups we could assume that in 2022 we have now levelled the playing field for leadership diversity within the Tory party. But is that true?

This week the US Supreme Court overturned the constitutional right to abortion. A number of companies have confirmed they will be covering travel costs through their health insurance. For example, Disney employs 80,000 people in Florida where the governor has signed a law to ban abortions after 15 weeks. Disney has stated it will ensure “comprehensive access” to healthcare for its employees, no matter where they live.

Age is a protected characteristic under the UK’s Equality Act, but it is often not discussed in the same manner as other characteristics. Older workers can be overlooked for training and development, or subjected to assumptions about their skillsets.

Pride month is an opportunity to reflect on how far the hard-fought battle for LGBTQ+ rights has come, as well as acknowledging the work still to be done. Legal gains have been made, as well as a cultural shift. Many increasingly view LGBTQ+ inclusion as a positive norm, with more organisations taking part in Pride activity than ever before. Whilst bias still exists, we are more aware of it than before and are learning how to tackle it.

Recent news has covered the experience of Aviva’s CEO, Amanda Blanc, being subjected to a number of sexist comments during the business’ AGM. Additionally, new analysis by the Chartered Management Institute (CMI) has found that despite ongoing efforts towards workplace gender equality, there is passive and even active resistance to gender equality, particularly from male managers.

Many of us were brought up with the Golden Rule: ‘treat others as you would wish to be treated.’ However, in order to be truly inclusive, we should try to adapt to others.

The theme for this year’s Mental Health Awareness Week (9-15 May) is loneliness. One in four adults experience loneliness, and if experienced for a prolonged period of time, this can lead to mental health problems.

Inclusion has to happen by design. Making small tweaks to organisational processes can have a significant positive impact on D&I.

‘Greenwashing’ is the overstating or masking effect of climate advocacy, or the understating of a product’s negative impact on the climate. In response to rising popular interest in sustainability, some brands use environmental sustainability buzzwords misleadingly. Consumers are not exclusively purchasing based on price and quality, but are interested in who they are purchasing from. Therefore, positioning a brand or product as ‘green’ can be profitable. A UN group has recently been set up to tackle greenwashing and brands are increasingly being held accountable for their claims.

Part of being an inclusive leader is practising empathy in the workplace. For example, recalling times when you have felt excluded, for example, and using this to deepen your relationships with your colleagues and clients and build trust.