Diversity UK debates good karma and unconscious bias in the workplace

Diversity UK Panelists for the Good Karma & Unconscious Bias debate.

Diversity UK Panel, from L-R: Dilip Joshi MBE, Nishma Gosrani, Farzana Baduel, Lopa Patel MBE and Harish Bhayani.

Diversity UK hosted a panel debate on 5th November 2014 in London to discuss the issues of good karma and unconscious bias in the workplace. Diversity consultant and executive trainer Harish Bhayani set the context by outlining some of his research into unconscious bias before allowing Nishma Gosrani, who is responsible for the Diversity and Inclusion client proposition for Deloitte and a Co-sponsor of the Deloitte Multicultural Business Network, to explain how her firm is embedding these concepts into their change management programme. Farzana Baduel, Founder and Managing Director of Curzon PR and the AMA Media Professional of the Year 2014, spoke about her experiences in the media industry and described how she is developing a diverse workforce within her company. Farzana also outlined the work of Creative Access and The Taylor Bennett Foundation. >> read more

How advertising portrays a diverse Britain

The Whole Picture Report Cover

The Whole Picture report from the Advertising Association

The Advertising Association has released its latest report 'The Whole Picture' examining how advertising portrays a diverse Britain. "The diversity and size of the UK's population is growing. Naturally, an increasing number of advertisements reflect this, and while there are those who think advertising should be required to reflect the UK's ethnic mix more accurately, we think that advertisers should want to. It's not only good for people, it's good for business. The Whole Picture is the advertising industry's response to changes in the ethnic profile of the UK. In this report we’ve attempted to reflect the views of a diverse population and give guidance to the industry on how best to reflect – and engage with – people from different backgrounds." Karen Fraser, Director, Credos. >> read more

2095: The Year of Gender Equality in the Workplace, Maybe

World Economic Forum

WEF Global Gender Gap Report 2014

In nine years of measuring the global gender gap, the world has seen only a small improvement in equality for women in the workplace. According to the Global Gender Gap Report 2014, launched today, the gender gap for economic participation and opportunity now stands at 60% worldwide, having closed by 4% from 56% in 2006 when the Forum first started measuring it. Based on this trajectory, with all else remaining equal, it will take 81 years for the world to close this gap completely. The Nordic nations dominate the Global Gender Gap Index in 2014; Nicaragua, Rwanda and the Philippines all make the top 10 - United Kingdom falls eight places to 26th place. read more

Britain on the brink of becoming a divided nation

Alan Milburn

Alan Milburn

The second annual State of the Nation Report which is published and laid before Parliament today (20th October 2014) from the Social Mobility and Child Poverty Commission (SMCP), shows that Britain is on the brink of becoming a permanently divided nation. The Report says that while a strong economic recovery and a record number of people in work are welcome, the social recovery needed to get Britain back on track to abolish child poverty has not happened. Instead it predicts 2020 is set to mark the end of the first decade since records began without a fall in absolute poverty. >> read more

New study reveals public sector less diverse than private sector

Raj Tulsiani

Raj Tulsiani

A groundbreaking new survey, by executive recruiters the Green Park Group, into the diversity of staff working in the top 5,000 leadership roles within the public and voluntary sectors reveals that ethnic minorities and women remain significantly under-represented. Strikingly, the statistics also reveal that despite the legal obligation on public bodies to promote equality and diversity in their staff, their performance is actually worse in many areas than FTSE 100 companies. Other key findings include the fact that ethnic diversity in local authority leadership is so low that it defies analysis. read more

Lord Mayor challenges City institutions to capture diverse talent

Fiona Woolf

Fiona Woolf

On July 7th 2014 two hundred leaders from the City’s ethnic, gender, sexuality and disability minorities met to debate and develop a Talent Manifesto to progress the diversity agenda of Fiona Woolf CBE, only the second woman to hold the position of Lord Mayor of the City of London in over 800 years. Entitled ‘AudaCITY – Talent Rising’ the conference hoped to kick start the Lord Mayor’s talent revolution by asking City firms’ Affinity Group leaders to challenge the status quo. The 'AudaCITY - Talent Rising' conference was chaired by the BBC’s Evan Davis. >>  read more

Cabinet Office promotes diversity in Public Appointments

Lopa Patel MBE, Founder & CEO of Diversity UK with The Rt Hon Francis Maude, Minister for the Cabinet Office

Lopa Patel, Founder of Diversity UK with Francis Maude MP.

The Rt Hon. Francis Maude MP, Minister for the Cabinet Office, hosted a networking reception at Admiralty House in London on Monday 31st March 2014 to promote diversity in Public Appointments. Attendees included Chairs of Public Bodies, executive recruitment consultants and potential board members drawn from a diverse group of communities. The Minister outlined the Cabinet Office’s remit to appoint the very best people to the boards of public bodies. In 2011, as Minister for the Cabinet Office he established the Centre for Public Appointments which works across Whitehall, as well as with the private sector to modernize recruitment practices and to attract a talented and diverse field of candidates. >> read more

Busting the ‘meritocracy’ myth about Public Appointments

Diversity UK 'Beyond the Glass Ceiling' Report CoverThe 'Beyond the Glass Ceiling: Representation in Public Appointments' report by Diversity UK busts the myth that Public Appointments are made solely on the basis of merit. The survey, which for the first time collected the views of ethnic minority individuals, particularly women, found that the majority had not applied for a public appointment despite being aware of these appointments and despite 60% expressing a wish to apply in the future. Overly detailed application forms, requirements for sector-specific and previous board experience, poor feedback and a lack of cultural knowledge from executive recruitment consultants were all cited as reasons for detracting respondents from applying. read more

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