Intel, Dell, Nasdaq, NTT Data and Snap have all got together to create a new Alliance for Global Inclusion in the sector. But where is ‘Big Tech?
People from black, Asian and other minority ethnic (BAME) communities are more than twice as likely than the UK average to be out of work as a result of the ongoing coronavirus pandemic, according to new analysis from think tank IPPR.
Toby Mildon discusses how workplace diversity could influence the way that individuals perceive minority groups, via dinner table conversations
Toby Mildon’s book Inclusive Growth details how businesses can truly implement diversity and inclusion
This sounds really obvious but when organisations talk about diversity and inclusion they often forget to include disability. They talk about the importance of women in leadership and the gender pay gap, the need to include people from an ethnic minority background especially following the Black Lives Matter movement. And June just gone was dedicated to LGBT+ Pride month.
Toby Mildon explains how talking about race can be difficult but overwhelmingly necessary in the era of #BlackLivesMatter and ongoing police brutality
Diversity fatigue describes the uphill struggle that equality, diversity and inclusion professionals face everyday.
Since the killing of George Floyd in Minneapolis racism has jumped up the corporate agenda. But this comes with individual and organisational discomfort. If we don't get comfortable with the uncomfortable, we will never embed sustainable change. Toby Mildon offers practical tips on how to do this
The killing of George Floyd has put Diversity & Inclusion firmly on the CEO agenda, but how is the tech sector responding in terms of meaningful and lasting change?
On 25 May there was yet another incident of police brutality where an African-American man, George Floyd, was killed by police officers in Minneapolis.
Workplaces play a really important role in challenging inequalities and racism. Workplaces educate employees on creating a fairer society, which they take back to their families around the dinner table after work.
Focusing on individual strengths and minimizing weaknesses is key to creating a thriving workplace for both neurodivergent and neurotypical employees.
More LGBT+ leaders and heterosexual allies are needed if equality is to be achieved in the workplace, according to a report from professional services company Accenture.
As part of Pride Month, Toby Mildon underlines the importance of inclusive communication.
A culture of empathy is not only ethically right; it makes good business sense, too.
Addressing racial inequalities can bring up feelings of individual and organisational discomfort.
Diversity and inclusion haven’t disappeared during the pandemic, so businesses shouldn’t be excused for thinking it.
Covid–19 is a virus that doesn’t discriminate and does not respect international borders. The spread of the virus is actually showing us that we have a lot more in common than we usually admit. The effects of the virus are impacting everybody – from health to economics – without prejudice, as Toby Mildon finds out
COVID-19 is a virus that does not discriminate and does not respect international borders. The spread of the virus has shown us that we have a lot more in common than we usually appreciate. The effects of the virus are impacting everybody — from health to economics — without prejudice.
Toby Mildon on why diversity and inclusion is a C-suite imperative
Diversity and inclusion initiatives are key Ingredients of organisational resilience, So businesses must ensure they are not forgotten amid coronavirus disruption
Toby Mildon, a Diversity and Inclusion expert and author of Inclusive Growth, a business book, ordered a Connected card to help his support workers pay for everyday supermarket shops. He was born with Spinal Muscular Atrophy, a neuromuscular condition that affects his mobility. Most of his shopping can be done online but he needs assistance for local supermarket shopping. “I was really pleased to see Starling had created the Connected card - it gets around a problem a lot of disabled customers face,” he says.
One of my favourite things about the Equality Act 2010 is the provision of reasonable adjustments for disabled employees. Reasonable adjustments are designed to “remove or minimise disadvantages experienced by disabled people”. However, I believe that reasonable adjustments should be made available to all employees so that everyone can have the tools they need to thrive in their job.