Prioritising employee development and fostering a diverse and inclusive workplace is something that modern employers of today are striving for. But how can this be achieved in a demanding environment where it’s absolutely essential to deliver the highest quality of services to clients? Sirva is an example of a company which has managed to find a balance between both. We spoke to Daryna Kosse (Global L&D Manager) and Erika Skulavikova (Client Finance Manager) about Sirva’s recipe for excellence both as a business and an employer.
Last month, we organised a panel discussion that covered why neurodiversity is important in the workplace, what best practices at work can help support neurodivergent individuals, and what concrete steps can people take to cultivate a neuroinclusive workplace. We heard from Héloïse Thon (Neurodivergent Coach), Ashley Sigmon (Sr. Career Specialist at CareerFoundry), and MK Kirigin (Diversity, Equity, & Inclusion Expert). Here are some key takeaways they shared for making your workplace more inclusive for neurodivergent colleagues.
The gender pay gap has gained considerable attention in recent years, particularly in the Western world. Governments and organizations are actively working towards closing this gap, but there are several misconceptions surrounding the issue, leading to a focus on areas that have minimal impact on the actual figures. In this blog post, I want to dispel five common myths about the gender pay gap and shed light on its root causes.
Grief, loss, and death are inevitable parts of life, yet they remain largely unspoken in the workplace. This silence not only deprives employees of the support they need during challenging times but also impacts the overall well-being and bottom line of organisations. In this blog post, we will delve into the compelling business case for normalising conversations about loss and grief in the workplace.
Have you heard of the term “returnship” before? It refers to the return-to-work program that supports professionals who want to return to workplaces after a prolonged career break. The program is available to everyone, but most often to women through a female returnship program supporting mothers keen to come back to work. What is a successful returnship program for women, and how to properly design it? Let’s dig deeper to understand.
Our DEI Palette Club recently organised a panel discussion on how to be an authentic ally with Magda Stega, Kimberly Johnson, and Rana Oszeker. During the discussion, many insightful tips were shared on what it means to be an authentic ally, how people can avoid performative allyship, what concrete steps people can take to be an authentic ally, and how authentic allyship can benefit the organisation. Inspired by our discussion, I put together an authentic allyship checklist to help you assess your own authenticity as an ally.
Are you interested in being a better ally to women in the workplace? Good news – you're in the right place! We know that it can be tough to navigate the world of gender dynamics and inequality, especially if you're not used to thinking about these issues on a regular basis. But don't worry – we've got your back!
Benefiting both individuals and organisations, ERGs provide a sense of belonging to underrepresented employees, help companies recruit top talent, improve employee retention, and potentially attract investors. Our DEI Palette Club recently organised a panel discussion on getting ERGs Right with Christine Engel, Ekaterina Syromyatnikova, and Irina Veligan. During the discussion, many insightful tips were shared on how to start an ERG in your organisation, what to do when your company does not have a system and/or a budget for ERG initiatives, and what activities you can do as an ERG.
The topic of 2023’s International Women’s Day is #EmbraceEquity. The aim of this year’s theme is to make it clear that equity isn’t a nice-to-have, it’s a must-have. In this International Women’s Day blog post, we asked four women from the Femme Palette community to share what equity means to them and how they practice embracing it.