included

‘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.

The financial services sector is uniquely placed to make a significant impact on D&I.

It’s been five years since the #MeToo movement was born. The news of Harvey Weinstein’s extensive history of sexual harassment was broken in the New York Times telling of decades of systematic harassment and assault. Tarana Burke coined the phrase ‘Me Too’ in 2006 and the movement forced conversation about the intersection of gender, power, and sexual assault and harassment.

As Russia’s invasion of Ukraine continues, it puts the safety of Ukrainian people and their right to determine their own future at stake. Russian citizens are also isolated through travel bans, barred financial transactions, and being shut out of a range of world events. Impacts have been felt globally, especially in neighbouring countries who have been most affected by the refugee crisis and Russia’s historical actions. Stories of racism experienced by Black people at the border and antisemitism are showing further divisions.

The gender pay gap (GPG) mandatory reporting deadline is fast approaching in the UK, and the possibility of mandatory ethnicity pay gap (EPG) reporting has been discussed by the government. Accurate and transparent data is essential for furthering equity and inclusion in the workplace. If we don’t measure the problem, we can’t see the problem. If we can’t see the problem, we can’t fix the problem.

This has been a tumultuous year – the first spent entirely in a pandemic in at least 100 years. For many of us, trying to find the silver linings in what has been undoubtedly a difficult time has meant trying new things or learning new skills – maybe we’ve really leaned into baking bread regularly, or finally decided to start learning a new language, or found that we really enjoy knitting!

Accessibility evaluates a product, event, or situation from the perspective of whether people with different abilities can easily use it. 6% of the world’s population is affected by deafness or hearing loss, 1% uses a wheelchair, 2.6% have an intellectual disability and 1.7% is affected by blindness or a visual impairment. Each of these areas are covered when we are talking about accessibility. Situational factors are also an accessibility consideration, such as affordability or the balancing of caregiving responsibilities.

We recently surveyed our newsletter subscribers to understand the pressing D&I topics at the top of our community’s agenda. Reviewing our practical experience, we’ve gathered guidance and insight from our team at Included.

In the aftermath of the brutal murders of Sarah Everard and Sabina Nessa in London this year, conversations on women’s safety have spanned across our homes, friendship circles, the media, and our workplaces. Reports showed Sarah’s killer being investigated for being in a WhatsApp group with five other police officers and sharing “discriminatory” messages – including misogynistic content. Such inappropriate, offensive and dangerous language and behaviours must be condemned not just by the Metropolitan Police but also by all employers and employees alike.