FRESH THINKING

Global feminism should be inclusive, recognising the diversity of women's lives.

The idea of being ‘merit-based’ is appealing – but can do more harm than good. Here’s what leaders, coaches and organisations should know.

Menopause can have a significant impact on women at work. How can we better understand and support colleagues through this life stage?

How do we facilitate more open, honest, and productive conversations about diversity, equity & inclusion?

What does it mean to lead inclusively, and how can we support people in positions of leadership to develop this capacity?

As coaches, how can we approach diversity in a way that helps to build connection, equity, and inclusion? Here is a 3-part approach...

To be truly inclusive in multi-national contexts, we need to interrogate how our DEI work translates across cultures.

DEI intersects with wellbeing in a way that is sometimes overlooked: It can affect the wellbeing of the individuals doing the work.

Both natural and artificial intelligence functions by identifying patterns in data it is “fed”. Where the data is biased, so is the outcome.

A number of our posts and articles contain downloadable PDF guides. We have brought these together within this post for ease!

If we are all familiar with unconscious bias, why do most of us do nothing when we see it in action? Here is what I think.

So how do we begin to talk about Race in a way that is non-threatening, non-defensive and constructive?