Well-chosen questions can kickstart powerful conversations that lead to healthier, happier and more inclusive workplaces for everyone.
We cannot always avoid working in close quarters with people we don’t particularly get on with. But what if that difficult relationship is with your boss? Let’s explore the impact of personality clashes at work and what you can do to mitigate them.
Have you ever questioned what it's like to work with you? It's an important question to ask ourselves; most of what we want in life depends on our reputation. Whether you get hired or fired, whether you get promoted or overlooked — it all depends on how others perceive you and what their experience of you is. Take this quiz to find out which ‘tricky’ work stereotype you fall into…
We’re all responsible for calling our biases, but what if the person showing microaggressions is your line manager?
- In this issue we outline the latest thinking from the D&I space which lead to the creation of the everywoman Global Summit. We also speak to Lavinya Stennett, founder of The Black Curriculum.
- In this issue we explore how two of our partners have been forging ahead with their commitment to inclusion
- We profile a role model you won’t forget. Judge Jasmine Twitty has already smashed several ceilings — being appointed to the bench at the age of just 25, and at the intersections of gender and being a woman of colour. But she’s not stopping there...
Thought leadership and gender diversity news from everywomanReview.
In this issue of the everywomanReview we’ve asked three leading futurists in their field to share their own re-written vision of a post Covid-19 world. Their insights are fascinating.
- We are delighted to share with you our quarterly roundup of what’s happening at everywoman, as well as all the latest news from our corporate partners, and current thinking from the world of gender, leadership, diversity and inclusion.
New research by everywoman finds that when women have regular access to both female role models in business, and quality learning and development, they advance further into senior positions, are more engaged with their organisations and are more likely to view their futures with their existing employers.
A major report launched by everywoman and resourcing solutions provider Alexander Mann Solutions, based on research involving 400 female middle managers and 200 senior HR leaders, explores the views of both groups and provides valuable insights into the common ground they share and striking differences in perspective on certain issues.
In Practice, Spotlight and Male Agents of Change
As founding members of the United Nations’ HeForShe campaign, Barclays has tasked its male workforce with making a commitment to the advancement of women across the bank.
What would happen if Baby Boomer Oprah Winfrey, Generation X frontman and record boss Jay-Z, UN Goodwill Ambassador and Millennial representative Emma Watson, and Burberry photographer and poster boy for Generation Z, Brooklyn Beckham, sat around a table to do business? If we’re to believe the results of one survey, “tension” is the answer.
“Because it’s 2015!” was Justin Trudeau’s response to a journalist querying why he felt it so important to create a gender-balanced cabinet. But while the argument for gender diversity as “the right thing to do” has grown in volume over recent years, a compelling and substantial body of research presents another case for gender balance—one anchored in clear business benefits.
We know that diversity leads to increased innovation, better talent attraction and employee engagement—and benefits the company’s bottom line too.
One of the top 30 men tackling gender diversity in the UK workplace discusses his commitment to changing cultures.
In this month’s Incognito, one woman discusses the intersectional tensions of being a first-generation British-South Asian from a low socio-economic background — and the challenges of finding balance and celebrating all parts of her identity in the workplace.
Menopause can be debilitating, and result in all sorts of symptoms, such as depression, but for me it was mainly characterised by hot flushes and increasingly irregular periods, some of which were extremely heavy. They started coming every couple of weeks and I would think “I’ve just been on a three-week period, when is it going to end? And then I wouldn’t get one again for three months. My menstrual cycle became very very erratic before tailing off and my last period was nearly a decade ago.”
A senior male executive talks to us about a culture of fear in financial services
It wasn’t long before I noticed a different dynamic enter into our relationship. Conversations became emotive and there appeared to be some bitterness coming in. Her tone was different and abrupt. We would have short exchanges and even go for periods of time in the office when it was entirely silent, which when there are only two of you is quite suffocating. I was confused, but she had always been a prickly individual to deal with, so I buried my head in the sand, and got on with my job.
In this edition of the Incognito series, a transgender senior manager shares her experience of transitioning in the workplace, and the incredible support she received from her employers and colleagues.