13/05/2012
Is maternity leave the millstone to entrepreneurs?
According to an opinion piece by Eleanor Mills the UK is on the wrong side of the maternity leave line and its latest offerings are detrimental to both women returning to work and business trying to provide for the absent and then returning mother.
Split maternity leave as endorsed in the Queens speach is an attempt to provide equality for men and women and deter the bias against women in recruiting rinks if men could be ‘off’ as women are.
Mills argues that maternity leave increases in an ailing economey is foolhardy, lip service as very few men will take it and for women taking any longer than 6 months is detrimental to their careers. Studies show that Germany with 3 years and Sweden with 17 months that there are fewer women coming back and making it to the top.
It seems to therefore work in contradiciton to the countries committment to increase women in the boardrooms and the debate still circles about whether to mandate to ensure that numbers improve.
Small business have always been central to the debate and the debilitating costs of maternity leave do impact signficantly. Its cited as both the cost and the uncertaintity. Mills questions whether more assistance to smaller businesses and to women wanting to start up businesses would be more beneficial. Teheresa May was quoted as saying that if women started up business at the same rate as men there would be 150,000 extra start ups a year which would contribute an extra £42 billion to the econmey.
13/05/2012
Barack gets behind another Minority – political play and a huge step for gay rights
It must have felt to many gay Americans like the moment the suffragettes won their right for the vote.
The battle in America has been long and hard toward awarding gay relationships equality with hetrosexuals and to legalise marriage. The biggest step change was from the gay marriage issue being included in political debates and elections as a polarising vote making and breaking tool now marched to a different tune. Barack whose stance on gay marriage has been previously unclear now in an empathetic and heartfelt manner spoke of seeing the devotion of gay couples in his daugthers schools and his time spent with his gay staffers. Its hard to remember or apprecaite the onset of HIV and the shunning and ‘plague years’ as people who essentially loved ‘other people’ were demonised.
Gays are Baraks equals. A long time coming but a hard won political and personal evolution.
13/05/2012
The Grad Game – Social Mobility Plays its role in a constricting Grad Market
Once the days for a newly graduated student were filled with dreams of globetrotting deal making swagger are now filled with confusion, panic and compromises. Graduate jobs are down to a figure lower than in 1996 and graduates are now competing against their own conetmporaries and those of two years prior and all in a market where the grad intake is in decline as middle management do more of their own ‘grad’ work in an attempt to keep costs down and retain their own job currency.
Whilst grads of the oxbridge calibre with first class grads will still find work they are more likely to go into roles in more diverse industries than the more glamerous and highly desirable M and A work in top firms. Social mobility is on the decline as many grads are faced with taking year long internships at either no pay or very limited pay and therefore rely on parents to support their first few years in the city to cover their living costs.
Some see the fact grads are having to look at industries outside of financial firms a positive. More moving into tech companies, charities and even M16 and M15.
11/05/2012
5 Things Never to Say to Muslim Colleagues
With 1.6 billion muslims world wide and the widespread sub conscious bias at play its important to be mindful of what not to say.
1. Why can’t Muslims decide when Ramadan starts?
- its lunar so provide flexible hours and be sensitive
2. Why can’t you eat today?
- embarrassing for all parties so lay off work ‘parties’ around the month of Ramadan
3. But you don’t look/dress like a Muslim
- boggling in its badness and madness. Islam is a private an personal religion and people dress in a variety of ways
4. I didn’t know you were Arab
- a cultural clanger. Muslims are black and white with beads and without, robed and unrobed. Only 20% of Muslims worldwide are Middle Eastern
5. Why can’t you pray on your lunch break?
- muslims must pray at specific times. Praying is preferred in a group so designated rooms are very helpful.
23/04/2012
Nice to hear we are making a difference
Bird and Bird comment on Sasha Scott and
Inclusive Diversity
” A very clear presentation, Sasha is very talented and dealt with a difficult subject with real clarity”
“thought provoking – thank you”
“Helpful to have a opportunity to consider and think about these issues. Interactive?discursive nature of this session was very helpful way to cover the issue.”
16/03/2012
Women on UK boards reach record high!
Marking a turn around in attitudes to gender diversity at senior level.
There were 98 female appointments to the FTSE 250. The largest ever.
16/03/2012
University drive for diversity has failed?
Recent research reports that all attempts to increase students from poorer socio economic backgrounds to attend university have failed. In the last 15 years despite many initiatives there has only been a 5% increase in students from working class backgrounds.
16/03/2012
Women are their own worst enemies
It’s a line thrown around with increasing regularity when it comes to broad discussions on the hurdles to really providing a more balanced and representative workforce. Women are considered their own enemies for a myriad of sins including not promoting themselves, not recognizing goals, not seeking promotion, not self promoting their achievements but now they are really letting not just themselves but the whole working sisterhood down…
14/03/2012
“Exclusion based on social class is still something we have to work on” Susan Belgrave
Social exclusion in the bar just as damaging as racism is to football. Susan Belgrave, a barrister at 9 Gough Square, points out the slow but certain changes that have come to chambers in her career…
14/03/2012
Social Mobility Toolkit
Social mobility is well understood and the commitment displayed by 23 firms signing up to the initiative ‘Prime’ in 2011 shows commitment but as with many aspects of diversity translating ‘willing’ into real change is the challenge. Breaking the ‘who you know’ culture of work experience and mentoring children from a less privileged background are viewed as the keys to change.
Read the rest of this entry…
13/03/2012
If you like banter you’re an idiot
Banter is often referred to as being at the centre of an organization culture and work ‘likeability’. There are industries that thrive on how ‘funny’ their workplace is because there is so much banter. Is it really the lifeblood that keeps the employees fueled, engaged and turning up to work?
Read the rest of this entry…
13/03/2012
4 ways to ensure women on boards without mandates
Sir Roger Carr succinctly gives his opinion on the 4 essential tools to ensure women on boards without imposing a quota.
Read the rest of this entry…
12/03/2012
Social Mobility Program by Slaughter and May
Career insight events, one to one tutorials and workshops are at the core of the project for Central Foundation Boys School in Islington and the aim is to help state educated students gain a better chance of winning places at university.
12/03/2012
Coming out at a City law firm – career suicide or an unnecessary worry?
It is the first day of your training contract and like anyone taking their initial baby steps on the career ladder you have an endless list of worries. Are my shoes sufficiently shined? Will there be a spontaneous, but rather likely, Tube strike? Should I say goodbye to any form of social life now or in a week? Luckily each of these worries will be erased as your first day flies by. However one remains a persistent niggle, and may stay as such for the rest of your career: How and when do I tell these people I am gay?
18/02/2012
One for the women – how to get yourself promoted to the board
1. Don’t be afraid to ask for a plum assignment
2. Find a sponsor with influence who will really advocate for your visibly
18/02/2012
Recruiters are showing their racial bias??
The gloves are off and the two in the ring are the ‘recruiter industy’ and the ‘equality campaigners’. Apparently a report shows that recruiters are showing racial bias by offering 445% of white applicants jobs rather than only 29% of ethnic minorities.
Read the rest of this entry…
18/02/2012
David Cameron – will he won’t he set boardroom targets
It seems from Australia to China, to our nordic neighbours and back to us…ecomonists the world over are concurring that ‘not’ exploiting womens full business potential is like having all six numbers on the lottery ticket but not validating it! Its a huge opportunity missed and a massive economic oversight. David Cameron said as much as ‘its failing our whole economy’.
Read the rest of this entry…
18/02/2012
Appointing more women directors drops company value?
In the interests of a balanced debate we forward this recent finding. Inclusive Diversity have published many stats from Norway on the health of the bottom line as more women are taken to the boardroom by our nordic neighbours…but apparently we are being contradicted and women lead to a drop in stock price.
Read the rest of this entry…
21/01/2012
Its January – don’t work too hard!
Could it happen in your office? The New York Times reported that a dedicated employee of 30 years was dead at his desk for a week before anyone noticed. Apparently such a hard worker that his early starts and ‘constant’ presence at his desk was no cause for alarm. It wasn’t until the weekend that a cleaner smelt a rat!..well what she thought was a rat.
Read the rest of this entry…
14/12/2011
Women Don’t Want Pink Phones – nokia gets 31% are senior women
Harvard Business Review states that women represent the worlds biggest economic opportunity. Within five years womens income will have increased by 5 trillion dollars. Their triggers for spending and the lens applied to them is however different and whilst this is not ‘knew news’ it is the smartest of companies that are investing in making sure their products fit the women…and it aint about pink phones!
Read the rest of this entry…
14/12/2011
Top Tips for a Risk Free (and potentially fun free) Xmas Party
- Remind employees that the office party is no time for fun
- Tell them again you’re serious about not having fun – circulate anti-harassment policy before event
- To make sure its really joyless, invite spouses
- Ban anatomically correct chocolate – it may invite a sexual harassment suit
- Kill the slow dance music – enhances grope opportunities. Many think safer still is to ban all dancing.
- Snip the mistletoe
- Unplug the zerox machine – if possible avoid liability and do not have a photocopier within 5 miles for the temptation to photocopy ones body parts is hard to resist
14/12/2011
When social media and politically incorrect firms combine?
A US firm has gone to the wall following leaked photos of staff that specialize in repossessing homes dressed up as homeless people for Halloween. The controversary bas plaid out over the NY times but used to the spotlight they have already faced allegations of bullying vulnerable homeowners. Long shot is that 89 staff lose their jobs as misguided idea of fun turns sour!
14/12/2011
Duke Law school has run a controversial seminar entitled ‘what not to wear’
Have a run through and see if you would make it through the dress and hygiene challenge?
- underwear – spanx are a great foundation garment, get yourself fitted for a bra
- makeup – you ‘do need to wear it’ with light hair consider a brown mascara, never wear eyeliner on the bottom lid..it makes you look old and tired (may need to tell Kate and Pippa Middleton???)
- no short skirts or stillettos as that would distract an interviewer from the job at hand
- do wear deodorant, we like Dove ultimate unfragranced, no perfume and stilettos are too exciting as are patterned tights!
14/12/2011
68% of barristers and 70% of high court judges are privately educated
Nick Clegg delivered a speach urging the legal sector to stamp out nepotism. The whole..’represent people in court represent the community in membership’. Its not a new one. With 9 out of ten QC’s being male and 19 out of 20 being white its not without considerable statistic background that the lack of social mobility in the legal sector has been so widely targeted.
Initiatives like PRIME are working to stop that by giving kids from underprivledged background the opportunity to do work experience at law firms. Some feel the entire set up is wrong and that kids are forced to get perfect results at GCSE and A-Level and make specialised choices earlier than is necessary and potentially there is an opportunity to intervene early rather than try and re-correct the balance at a later point.
15/11/2011
Womens Issues Removed from Controversial Bar Association Dubai Conferance
Controversary and bewilderment follow the International Bar Associations conference held in Dubai after rumours circulated about changed agendas before a formal email was sent alerting delegates that topics including the death penalty, migrant workers and womens issues was to be removed. There was no sessions covering lesbian, gay, bisexual and transgender issues even though previously approved. The topic ‘Women and Islam’ was tweaked and then totally removed and there was hoop jumping for the Israeli delegates to enter the country and a last minute bank on music and alcohol. There has been questions raised as to why a more progressive and non political country was not chosen to host. One that welcomed a productive and current agenda and world wide delegates.
www.thelawyer.com/11-153/article.
30/10/2011
The Call for Mandating Pro Bono Discussed
With the US in recession the documented figure of 80% of low income Americans being without access to a lawyer has grown to 90%. Pro Bono institute chief Esther Lardent points out that for a country that holds its access to law in such high esteem for these 90% of people they have a better chance of winning the loitering that finding justice. Studies indicate that the backlog grows and 90 to 99% of those coming to court to face eviction do so alone. To review the many options that can be taken before the mandating of pro bono work in the US please view.
http://www.law.com/jsp/nlj/PubArticleNLJ.jsp?id=1202514274834&slreturn=1
30/10/2011
When is a partner not a partner?
Its an ambigious question and rife with unseen potholes. A recent Employment Appeal Tribunal has found that a solicitor that was both held out as a partner and remunerated as a partner was infact entitled to bring an employment claim against the firm on leaving the firm. The grey area has really been born of the new-tiered forms of partnership. With an unsteady economic environment combined with the desire to progress employees careers. Some of these new ‘tiered’ partners remain salaried and others taking a fixed share of profits so there is much debate about where the law sits on these new breed of partners? For a list of factors deemed influential in determining the legal status of lawyers please view.
http://www.bluefinprofessions.co.uk/news/when-is-a-partner-not-a-partner
30/10/2011
Men will not concede boardroom without quotas senior women concur
Janice Turner attended a forum of 200 senior women to discuss Lord Davies report to discuss whether FTSE 100 companies be forced to have a quota of women on the boards? This first hand insight filled with both anecdotal fact finding and womens perspectives entwined with statistics outlines the complexity of the issue makes fascinating reading. In the first instance the women were asked to vote and 68% were against quotas. Senior women such as Penny Hughes who became president of Coca-Cola at 34 were asked to comment on what stops women reach board level. The audience participated and the results were arresting. 74 % of women believed that ‘lack of women in senior levels is down to misogyny. Others called it ‘unconscious male prejudice’ and there was a real sense that men employed other men, as it seemed the ‘safer’ choice. It called to question why women always worry they are not up for the promotion whilst men rarely express doubt yet women aim to get repaid by virtue and team praise rarely do. Scandinavian countries have imposed board quotas of 40 and seen profits remain stable. At the tale end of the discussion they were asked to vote again and the stats were reversed with 70% in favor of quotas. It appears that women don’t like to be kept waiting.
30/10/2011
Chavs and change – Finding a way forward
The debut of Owen Jones controversial book The Chav – Demonization of the Working Class arrives with the added contextual currency that the London riots added to his look at the social fragmentation of British Society.
Owens research is extensive and informed as he charts through Westminster lobbies, political opinion formers and workers and outlines the changing face of industry in Britain and resulting emergence of a white underclass. He highlights the widespread and often media launched acceptability to sneer at and ridicule a perceived class of people. His book highlights a serious barrier to social justice and a ball and chain for progressive change.
The fact that people have questioned, and the dialogue has been opened as to whether this is the last remaining ‘acceptable prejudice’ speaks volumes as to the precarious state of our growing class divide. I keep staring at the two words coupled together…’acceptable prejudice’. Can there ever be such a thing?
How has a segment of society once revered, respected and relied upon have fallen so far. ‘Salt of the earth to scum of the earth’. The ‘backbone of Britain’ now be so readily the source of ridicule and derision. What was once reported as an under privileged group in society that once suffered from middle class contempt are now stigmatised by a wider circle and have collectively been branded ‘chavs’.
People can argue the semantics of the word ‘chav’, and contest its origins, its definitions, who’s out and who’s in, but what cannot be argued, is the fact that there is widening inequality in Britain and an increase in class segregation and discrimination.
The London riots in August were what many believed an overdue catalyst for the countries leaders and the community at large to reassess social stratification, pressures and the role of state and family in raising communities. Much soul searching continues as the buck was ultimately passed from the government, to the education system and often falling back on the ‘role of family’, structure of responsibility, community and parenting.
Each area of the community has thus been asked as the push for social mobility widens to participate in the righting of the imbalance. Due to pretty lack-luster results there seems to be an increasing requirement in professional services for mandating of diversity figures, gender boardroom figures and university intake figures. The great consensus and understanding that ‘yes’ we all want progressive change is failing to gain substantial foothold when it comes to delivering ‘real’ change.
But what can be done.
The startling and often quoted under-representation of pupils from under-privileged backgrounds at university is an alarming one. Despite ‘unregulated’ but repeated attempts to boost participation just 2.17% of full time undergrads at Oxford were from disadvantaged areas which is even more damning when you realise that’s 75 students from a possible 2875. Now of course this is an elite university but the stats play out across many of Britain’s universities with over 23 institutions taking less than 5% of underprivileged students.
Many of the universities shy away from quotas and aim to continue to ‘widen participation’ and look at all ‘performance indicators’ irrespective of background’. Others increase outreach activities and hold more open days for six formers from state schools and introduced mentoring schemes. Oxford spent a reported £2.8m on outreach activities. Again where there seems to be ‘willing’ the results are not reflective.
There has always been an undercurrent of resistance to ‘institute’ what many refer to as ‘social engineering’ but the reality is that as the government have allowed university to charge higher fees they must therefore rise to the responsibility to improve social mobility.
The Legal profession is one area that is working hard to rid themselves of the title of being ‘socially exclusive’ and are combining forces to expedite social mobility in the legal sector with a novel and innovative new work experience initiative.
Understanding that it is almost impossible for children from underprivileged backgrounds and with no family history of going to university to enter the legal profession 23 UK and Irish Law firms have collaborated.
The initiative called PRIME will target school students between 14 and 18 and will provide an average of 32 hours relevant work experience. And it aims to provide 2500 work experience places annually by 2015. Its object is to influence students and their families to consider what was until recently deemed ‘unrealistic’. This step change of perception and possibility are the key stones of PRIME.
The job to increase social mobility, inclusion and diversity has been taken on by a multitude of government, international and industry specific organisations covering almost every sector of law and professional services. The talk of mandating to ensure gender numbers in the boardroom to meet a pre ordained and as yet unrealised rate is the constant talk of the media. The focus seems to be on ‘we can see the carrot but require more whip‘ as the results are on the large disappointing. However, initiatives such as PRIME highlight how with willing and collaboration large steps can be taken in relatively short periods of time.
As Laura King Clifford Chance People Partner so aptly said ‘We will have to wait and see but surely it is better for us to all work together to try and achieve something than doing nothing at all”
11/10/2011
The Blokey Culture in Australia is Alive and Well – Sexism makes bad economics
Australia considers itself a trailblazer in progress but has it really moved on from the blokey culture that was depicted by Paul Hogan with only 8.4% of women on boards it lags most English speaking countries. Julia Gillard (the first female prime minister) said last week “that it’s not acceptable to me in the modern age that we look at boards of major corporations and not see one woman”. Women earn 17% less than men and narrowing this gab by 1% could boost GDB by 4.4 billion.
Goldman Sachs estimates that this bias costs the 1.3 trillion economy 13 percent in lost annual production. It would seem its cultural caricature is still a reality that needs addressing fast to half the losses and ensure long-term growth.
www.smh.com.au/business/a-blokey-culture-that-costs-the-country-billions-in-wasted-resources-20111007-1ldba.html
27/09/2011
Modest improvements in diversity in the legal profession USA
Despite many undertakings, imperatives and best practice diverstity within the legal institute are still lagging expectation and certainly targets.
A recent report by the Institute for Inclusion in the Legal Profession states that the percentage of minorities has moved from 9.7% to 11.6% in the last nine years.
The New York Law School Professor states that whilst there is so much written on diversity and such a commitment to installing its best practice what she believes is missing is communication and co-ordination.
Lets hope that the UK can abandon the pitfalls of well intentioned ’solo missions’ and work collectively to advance our diversity figures and meet our goals.
27/09/2011
Grads recruited by City Law Firms to drop following new scheme
It’s not sounding like great news for grads (or parents of grads or soon to be grads!) …but its not all bad news.
This new scheme is backed by the SRA.
Under the new model Acculaw will recruit the trainees from post grad law firms and then ‘second’ them to firms as deemed appropriate thus the number of training contracts can be reduced.
The trainees will benefit from 3 months with each firm and potentially three firms of legal department.
The trainees will expect to be paid about £20K but the real hope is that this scheme will provide some consistency in the market and safeguard trainees from the volatile market pressures that have historically reduced contract numbers by 23 percent since mid 2008.
The significance of this program is underpinned by the staggering cost to a firm of recruiting and training one graduate which is reportedly £175K!
27/09/2011
Anti-white bias at American Law University
An equal opportunity study has uncovered some surprising findings that are causing a stir. The University of Wisconsin admitted a higher proportion of blacks than whites and Asians with the same academic cred or lower grades.
The schools response is to defend its position and support the ideal that the school benefits from a diverse student body.
The courts have deemed that race could be considered during the admissions process as long as it is one of many factors.
These findings fuel the campaign to re-address the University Affirmative Action Policy which is gaining momentum via the first federal case Fisher v. the University of Texas. There is a fear that many universities are showing a preference for black or hispanic candidates.
One wonders whether these are a few individual universities trying to re-address historical bias and right the balance or a more widespread aim to expediate change whilst the principles of equality and meritocracy get somewhat shelved in the process.
13/09/2011
Black Football Players Challenge the Glass Ceiling
Following on from the Rooney Rule there is a renewed call to expand the interviewing process, remove the blinkers and interview more diverse and representative candidates for management jobs within the Premier League.
www.telegraph.co.uk/sport/football/competitions/premier-leagues-dysfunctional-family-must-smash-black-managers-glass-ceiling.html
13/09/2011
Ground Breaking Diversity Initiative Targeting State Educated Children
Work experience scheme aims to breakdown the old school tie and increase social diversity in law. The scheme called PRIME aims to target kids from non privileged and non private school background. Its a first initiative of this scale and with the calibre of law firms involved its definately one to watch.
http://www.legalweek.com/legal-week/news/2108264/23-major-law-firms-ground-breaking-diversity-initiative
13/09/2011
Unconscious Bias – what does it mean?
Beliefs and attitudes that we all have that are hidden beyond regular perception of ourselves and others. Unconscious bias influences decisions making and often in a way that the individual is unaware. Decisions are based on stereotypes and form much of the barrier to diversity and inclusivity. Discrimination is often unconscious. Raising understanding of it aids people’s self-awareness and ability to override their bias which effects every area of business.
Unconscious behaviour effects organisational culture so these deep-seated characteristics are hard to change but the challenge has been struck.
For a full list of what organisations should be doing to educate their workplaces on unconscious bias see us!
13/09/2011
Females earning more than males??
Female managers are earning more than their male counterparts for the first time since records began. It’s encouraging…but it’s also just the junior’s…wages for male executives are still persistently £10K more than their female colleagues. The CMI estimates it will take a century for average female executive salary to even out with males.
www.telegraph.co.uk/finance/jobs/8731575/junior-female-executives-reverse-pay-gap.html
13/09/2011
US Gets a handle on Quantifiable diversity statistics
A study which surveyed 52 fortune 500 companies and 391 of the US largest law firms have finally managed to put some figures behind what has largely been anecdotal evidence. The study showed that 12.5% surveyed had changed relationships with a law firm because of a lack of diversity. Of those that ‘changed it’ 16.6% terminated it.
01/09/2011
Our New Website
The team at Inclusive Diversity are proud and excited (and just a tad relieved…) to re-launch our new brand website!
We understand that inclusion and diversity can be a somewhat muddy, confusing and un-substantiated area.
Our aim was to change that.
Capitalising on our combination of professionalism and personality we have developed a comprehensive website to guide professional services through the role that Inclusive Diversity can play in training and integrating diversity and inclusiveness into all professional services workplaces.
We made it simple.
Offering a suite of training and consulting services and combining it with our unique ability to work side by side with the clients we can cherry pick from these and tailor other to ensure that every training course is tailor-made and specific to each business. This ensures we are providing the most compelling, engaging and effective inclusion and diversity solutions.
Its what we do.
www.inclusivediversity.co.uk