Recognising women’s achievements and integral success

Review, Reflect and Learn

What does equity look like in the construction, energy and transport sectors?

A world renowned transgender advocate

In this episode Sharon MacArthur shares her story as the founder of Miss Menopause and her work with employers to support employees going through menopause.

In this episode, Cherron shares her insights on the benefits staff networks bring to organisations and discusses her top tips for successfully establishing a staff network.

In this episode, Suzy shares her thoughts and experiences of working in the EDI space.

Kiran Everix is a public speaker and a Diversity, Inclusion and Equity advocate. In this episode, Kiran shares their gender identity journey.

In this blog post by Bronte Smith, The Equal Group unpack the use of terms like white privilege, male privilege and able-bodied privilege - "Privilege: The Word That Started a Culture War," is the first piece in The Equal Group's new series, Beyond the Buzzwords: EDI Unpacked, which aims to clarify misunderstood language in equality, diversity, and inclusion (EDI).

In this reflective blog post, Mac explores what his #BHMHeroes taught him about meaningful corporate commitment, why performative celebration harms inclusion, and how Black History Month should drive structural, not symbolic, change.

This blog explores how companies should respond to flag protests that have become prominent in social media and news. It argues that while these protests are political and often tied to far-right and nationalist groups, organisations do not need to overtly pick a side. Instead, the focus should be on how these movements impact employees, customers, and communities. Companies should ask questions such as: How might these protests make staff feel unsafe, excluded, or under pressure? Are employees seeing these flags as a symbol of identity, or as a threat? What policies, training, or support structures are in place if tensions spill over into the workplace? While neutrality is generally the healthiest approach in the workplace regarding political views, silence is not. Leaders have a responsibility to ensure personal politics, prejudice, or bias do not negatively affect the work environment. To achieve this, leaders should: Reinforce standards of respect, clarifying that political opinions stop when harm or exclusion begins. Train managers to identify early signs of bias, even in "banter." Provide safe reporting channels for employees to voice concerns about discomfort or discrimination. Maintain consistency in rules, regardless of the political issue at hand. Ultimately, an organisation's role is to protect its staff and the people it serves by creating a culture of respect, inclusion, and employee well-being. There are various resources to help build awareness and strengthen culture, such as EDI Audits, Leadership Development Frameworks, the EQIA Tool, and a Microaggressions Worksheet. These tools aim to equip leaders with the insight to create workplaces where people feel respected, providing clarity and safety during uncertain times.

AI can be a powerful tool, but it can’t replace human experience, insight, or critical thinking in EDI. When misused, it risks creating generic, biased, and performative “solutions” that do more harm than good. Done well, and guided by genuine expertise, AI can help cut through the bullsh*t and drive real impact.