When you’re looking to make an inclusive hire, and indeed the best possible hire, your secret weapon is evidence.

Learn why building your hiring process around evidence-based decisions makes life easier for your hiring managers and more equitable for your candidates.

Bias towards names and ethnicities are still responsible for negative hiring experiences in 2025.

This article uncovers how your organisation can stamp out bias in your recruitment so that diverse talent can shine, not be shut out.

A clarification to one small part of the law has quickly ballooned in many places into a justification for bigotry and transphobia under the guise of legal compliance.

Explore how your organisation can maintain an inclusive culture that empowers your people, whilst advocating for dignity and respect for everyone, regardless of their gender.

It’s our mission to change the recruitment status quo with the power of inclusive hiring, but we can’t throw out the entire rule book. Recruitment needs to remain legally compliant, so let’s explore positive action, positive discrimination and affirmative action.

A neuroinclusive workplace is one that has the systems in place to support its neurodivergent individuals through its policies, processes, training and beyond.

This article outlines five key areas of focus that will support everyone better, not just your neurodivergent people!

Simply addressing the gender pay gap as a female issue, or taking a one-dimensional approach to tackling gender issues, will only solve a small proportion of the problem.

We unpack how a successful approach to tackling the gender pay gap in 2025 must be a holistic one.

When inclusion is not at the forefront of your leadership strategy, your organisational culture and employee engagement can suffer the consequences.

We’ve outlined our five telltale signs that you could be heading in the wrong direction, and the proactive steps to take to reaffirm the importance of an inclusive workplace, ensuring that every team member feels valued and heard.  

Many companies send their top executives on expensive leadership programmes only for their employee engagement surveys to show high levels of dissatisfaction, which leads to more programmes and the vicious cycle continues. What are the benefits of also including DEI in these programmes?

As a result of the cultural and structural impact of racism, Black voices and representation have been diminished, cut out and disempowered, leading to history missing the incredible contribution, impact and effects of Black people worldwide.

This article investigates the cost to workplaces and society as a whole, and what we can do to counter it.

Black History Month (BHM) in the UK is celebrated every October and is a time to honour the contributions of Black people to British culture and society.

We explore its history and its significance in the workplace.

In October, changing legislation means employers will have an increased duty of care towards employees to better prevent sexual harassment. In a society where women in particular already face sexual harassment online, on the streets and even in their own homes, it’s vital that the workplace is not another addition to that list.

There's a fine line between harmless banter and harmful bullying, yet the impact on your workplace culture can be vast.

We explore the distinctions and effective actions to ensure a psychologically safe, inclusive culture for all.

One leadership intervention alone will not build a new culture, so what do we need to do to embed culture change?

Having worked with more than 2,000 leaders in 2023 alone, our director shares her reflections on impactful do’s and don’ts for leaders.

From June's Virtual Diversity Forum, this was the number one takeaway when thinking about an Inclusive Hiring process. Our fantastic guests Faye Kennedy, Mark Lomas, Chartered FCIPD and Pauline Miller (Chartered, FCIPD) shared their insights on what has truly been important for embedding Inclusive Hiring as a sustainable practice in their organisations.

During national campaigns that celebrate LGBTQ+ inclusion or campaign for equality within society, we often see organisations swapping to a rainbow-coloured version of their logo and rolling out positive campaigns.

When these marketing practices don’t reflect your values or commercial practices, you risk alienating the very communities you claim to support.

In June 2024 we hosted an intimate forum in Newcastle on the topic of cultural transformation, in partnership with Sharon MacArthur - Menopause in the Workplace and Recite Me. Read on for our top tips and takeaways from the day.

From October 2024, as an employer you will have a legal duty to take reasonable steps to prevent sexual harassment of your employees in the workplace.

Read on for how we can help.

To get the very best out of your HR team - for your organisation as well as themselves - we reveal our crucial areas to focus on.

When it comes to psychological safety in the workplace, knowing that non-inclusive behaviours will be challenged is paramount. A whopping 89% of employee respondents to one survey* said they believe that psychological safety in the workplace is essential. And that’s no surprise; it underpins everything from wellbeing and mental health to physical health and safety, as well as having a huge impact on how valued your employees feel.

Just like any other business strategy, impactful DEI initiatives are based on quality data.

And just like any other type of data-driven decision-making, DEI data has its own set of challenges. In our experience, the number one challenge our clients face are disclosure rates. Read on to learn the reasons why, and how to overcome them.