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About half the population will experience the menopause at some point in their lives, and it often has a significant impact on work. So why is it so often unacknowledged in the workplace?
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About one in seven of us has a condition that causes us to think differently – it’s called neurodiversity. What does it mean and how can organisations make the most of neurodiverse employees?
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Workplace disability adjustments such as special chairs for bad backs have proven benefits. Extending the service to all staff – not just disabled employees – helps everyone to become happier and more productive.
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Disability consultant Graeme Whippy MBE explains why your organisation’s disability data might not be telling you the full story, and gives you some pointers on how you can improve on this.
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D&I professionals: if you really want to build a culture of inclusion in your workplace, stop putting people in condition-specific boxes and start looking at their actual needs, says Helen White-Knight.
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Diversity and inclusion (D&I) isn’t done by HR in a dark room. Marjorie Strachan, Group Head of Inclusion at RBS, talks about how she and her team are using D&I to shape a new kind of culture at the bank.
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Eva has a non-visible condition that regularly leaves her dealing with pain, exhaustion and disruption. Yet as someone who doesn’t ‘look ill’, she had to push to get the support she needed at work.
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Never mind millennials, what about generation 50+? As working life extends, it’s going to become vital for employers to adapt to an ageing workforce, here are ten ways to help you do so.
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For a long time, employee mental health sat in the ‘too difficult to fix’ pile, but employers are finally beginning to search for solutions. Helen White-Knight explores ways in which they can find them.
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Disability consultant Simon Minty talks about the benefits of reasonable adjustments, the importance of employee networks, and five ways to better manage employees with disabilities.
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