We interviewed Chris Whitehead of Seek UK, who are a not-for-profit organisation, helping refugees to find work in the UK.  Hi Chris! To start off, how was Seek UK founded, and what made you set up the company? Completely by chance really. The idea started back in April 2017 when one weekend I bumped into […]

Remember back in 2018, when companies with more than 250 employees published their gender pay gap figures for the first time? Their results confirmed what we already suspected: the gender pay gap is very much real.

We spoke to our good friend and Founding Director of Foundervine, Izzy Obeng, about their work helping diverse, underserved entrepreneurs build start-ups from scratch. 

A recent study discovered that 43 percent of women and nearly a quarter (23 percent) of men will leave their full-time STEM job after having their first child.  Supporting parents in the workplace isn’t just a fluffy, nice-to-have concept. It’s a key component of your staff retention strategy. 

It’s been a good time for women in sport. We celebrated the England Lionesses as they scored their way to the World Cup semi-finals; looked on in awe as 15 year old Coco Gauff beat her idol Venus Williams at Wimbledon; and cheered on the England netball team as they once again made it to the semi-finals of this year’s World Cup.  Yet there’s one goal that women in sport are yet to score: gender equality.

Earlier this year, we were delighted to co-host the launch of “The Chief Diversity Officer in 2019” whitepaper with Colorintech. Based on in-depth interviews with more than 30 diversity and inclusion professionals, CEOs and technology leaders across the UK and the USA, the report explores the evolution of diversity and inclusion in the tech industry. 

There’s a big difference in how mental and physical health is treated in the workplace. Here’s how to make sure it doesn’t happen in your office.

The beginning of June marked the end of Ramadan, a month of fasting, prayer and reflection for the Muslim community. We posted a thread on Twitter about how to support your Muslim colleagues during Ramadan, through means such as celebrating staff birthdays with something other than food and scheduling meetings to accomodate additional prayer time - and it got us to thinking.

How we’re addressed is a deeply personal issue that plays a key role in our identities. But everyday, we speak in a way that could easily offend those who don’t identify as male or female.

Marital discrimination in the workplace is, of course, illegal. But that doesn’t mean it doesn’t happen. As with many types of discrimination, proving you’ve been treated unfairly based on your marital status can be difficult or, in some cases, impossible. However, that shouldn’t mean it’s ignored.  Sharing anecdotal evidence and highlighting the implications of marital discrimination is crucial to prompting a shift in employers’ mindsets.