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, Fiona discusses her decision to launch WOB UK, the leadership and company culture issues that hinder diversity in the boardroom and why data is so important in achieving greater diversity and inclusion in the workplace.

The Equal Group has developed the EQIA Tool, a digital platform designed to improve the effectiveness of Equality Impact Assessments (EQIAs) in public sector organisations. This article highlights the shortcomings of traditional EQIA approaches, which are often inconsistent, time-consuming, and perceived as a "box-ticking exercise," leading to non-compliance and negative outcomes for the public. The EQIA Tool aims to address these issues by providing a guided, end-to-end process with features such as a step-by-step wizard, integrated learning, real-time collaboration, mitigation monitoring, advanced analytics, a template library, and an audit trail. The goal is to transform EQIAs from a compliance exercise into a transformative process that drives fairer outcomes. The Equal Group is inviting public sector organisations to join a pilot program to refine and customise the tool, allowing participants to shape its features and align it with their compliance requirements. Interested organisations can visit www.eqiatool.com or email contact@theequalgroup.com to learn more about the pilot.

The perceived "death" of Equality, Diversity, and Inclusion (EDI) is actually a transformation. EDI fatigue and a backlash against "wokeism" is real, but awareness of inequality is permanent and that EDI work is ongoing and critical. What is dying is performative, box-ticking EDI, and genuine EDI is about systemic change, challenging power structures, and embedding inclusive principles into organisational culture. This period is a "reckoning" that will distinguish true EDI leaders from those who merely followed a trend, real EDI is uncomfortable, complex, and transformative, moving beyond empty pledges and superficial efforts.

This article features an interview with Kate, Head of Operations at The Equal Group, about her experience returning to work after maternity leave. Kate shares her initial anxieties, emotional journey, and renewed perspective on work after becoming a mother in 2024. She emphasises the importance of self-care, letting go of "mum guilt," and being patient with oneself during the transition. Kate advises other new mothers to advocate for their needs and recognise that they may not operate at their pre-baby pace initially, but will likely return stronger and more focused.

There has been a recent shift in the conversation around Equality, Diversity, and Inclusion (EDI). Initially, there was a significant push for EDI initiatives in businesses, with an emphasis on inclusivity and systemic change. A noticeable silence has descended upon the EDI movement recently. This silence is attributed to several factors, including fatigue among employees and leaders regarding mandatory training and ever-changing policies, and a sense that the movement has been hijacked by a vocal minority with rigid agendas. There needs to be a reset of the EDI conversation, emphasizing the need for understanding, dialogue, and practical solutions over division and performative gestures, arguing that EDI must evolve to remain relevant and effective.