#AdamWritesBlog

Equality, diversity, and inclusion (EDI) are pillars of the modern workplace, with most brands now aware that if they don’t embrace people from all walks of life, they’re going to fall behind. So, why then, are women and ethnic minorities still more likely to be let go of?

Ok, we admit that’s a clickbait-y title. We don’t think D&I is dead. But it has most certainly taken on a new form. First we saw the shift to DEI – diversity, equality and inclusion. Then, as awareness grew, the ‘E’ evolved in to ‘Equity’.

The modern workplace is undergoing a revolution. No longer dominated by a single generation, our offices and teams now hum with the energy and experience of a multigenerational workforce. From tech-savvy Gen Z to seasoned Baby Boomers, this rich tapestry of backgrounds, perspectives, and talents presents both challenges and opportunities for businesses. But how can we harness the power of this diversity and ensure everyone feels valued and engaged?

Every year in England, a quarter of the population experiences mental health problems. From anxiety to PTSD, these once-taboo issues are becoming a commonplace part of life, including in the workforce. Fortunately, as the number of cases of mental illness rise, so too does our understanding of how to live with them. 

The business landscape is ever-evolving; driven by globalisation, technological advancements, and shifting consumer demands. In order to thrive, businesses must cultivate a workforce that reflects the diversity of the society they serve. While there has been significant progress in addressing diversity and inclusion (D&I) in terms of gender, race, and disability, the impact of socioeconomic background on career opportunities remains a largely overlooked area.

In this economically uncertain landscape, it’s easy for leaders to hone in on growth and financial stability. But this laser focus to protect our businesses can blind us to the potential damage seeping into our culture. Stress and pressure spread like wildfire, engulfing employee after employee until the entire company grinds to a burnt out holt.

Did you know that almost half of all UK employees feel emotionally drained due to their day-to-day work? Fatigue is the new epidemic sweeping across countries, putting both businesses and the staff who keep them afloat at risk. But this doesn’t have to be a no-win situation. Identifying that workplace fatigue is a problem can push employers to learn how to deal with it, helping their team stay happy, healthy, and productive.

​Soaring inflation. Sky-rocketing energy bills. Crippling food prices. Obscene fuel costs. Ridiculous mortgage rates. Rumoured recession. The future is looking financially bleak for many.

In Part 1 of our leave policy blog series, we navigated the sensitive side of leave policies by exploring menopause, menstrual, pregnancy loss and domestic violence leave. Whether you are wondering what all the fuss is about or considering implementing these policies yourself, we’d suggest heading over there and taking a look first.

Giving employees MORE paid time off? Leave it out!

​In 2021, we should all be looking at how to make our businesses more equitable and accessible to everyone. Equity, Diversity and Inclusion is the talk of HR and management teams up and down the country, but it is so much more than race, gender, or sexuality.

​"None of us is as smart as all of us."   - Ken Blanchard 

A meritocracy is defined by the Oxford Dictionary as ‘a society governed by people selected according to merit.’ The example sentence given is this: ‘Britain is a meritocracy, and everyone with skill and imagination may aspire to reach the highest level’.