Welcome to Make a Difference News, offering employers and employees across the globe the most progressive news on mental, physical, financial and social wellbeing, as well as workplace design.
June is Pride month globally, where the experiences of LGBT+ people are recognised and celebrated. It signifies that human lives matter, in our workplaces, in our communities, on our streets. As Michelle Obama said this week in response to the death of George Floyd, and fitting to kick off Pride month: “It starts with self-examination and listening to those whose lives are different from our own. It ends with justice, compassion, and empathy that manifests in our lives and on our streets.”
Whether we differentiate from one another because of our cultural background, our sexuality, religious beliefs or our physical or mental health—all our stories, all of our lives matter. Workplaces must find ways to nurture cultures where our diversity is appreciated. It makes business sense, and human sense.
There are employers who are fortunately helping pave this path for us. Such as the law firm Bryan Cave Leighton Paisner in London where Daisy Reeves is Partner. For this week’s Pride issue, Daisy shares her thoughts on what it means for companies to have truly inclusive cultures around both sexuality and mental health.
Bob Annibale, Global Director at Citi UK gives us an insider view into the high priority the bank’s Diversity & Inclusion agenda places on LGBT+ inclusivity, employee mental wellbeing (especially during Covid-19) and what it’s taken to earn them a number 7 spot in Stonewall’s 2020 Workplace Equality Index for LGBT+ Inclusion.
In these days where across the world people are rallying in support of the Black Lives Matter movement and for LGBT+ inclusion, Alex Storer, Executive Director of Diversity Pride gives us ideas on how to combat unconscious bias.
One of the most impactful ways of delivering a successful diversity and inclusion strategy – and supporting workplace wellbeing – is through peer to peer support in employee resource groups (ERG’s). Claire Farrow outlines approaches to making these work.
ERG’s also came into our #Covid-19 roundtable conversation with HR leaders from Zizzi, McDonald’s, Thomson Reuters, SNC Lavalin Atkins, Farfetch and Clear Review; sharing tips to support colleagues’ wellbeing as they transition back to the workplace.
And finally, in the ‘new normal’ of managing remotely, many managers are struggling to know how best to communicate with their teams. Renée O’Drobinak outlines what to prioritise with virtual communication.
We hope you find this week’s issue enjoyable and valuable!
Online Editor, Make a Difference News