During National Inclusion Week 2020, can you put your hand on your heart and say that, your organisation takes a holistic approach to inclusion? Is it embedded into organisational values, people management practices and employee behaviours? Does your organisation give your employees fair opportunities to contribute and develop?
The whole world has been rocked by the appalling murder of George Floyd in Minneapolis. His sad death has been the catalyst to unlock the world’s feelings about the cruelty, overt discrimination and racial injustice against black people. This is not just a US issue, which is why protests are taking place globally. Racism is abhorrent and although as an organisation we do not normally comment on world events, in this situation, as we did with the Covid-19 pandemic, we feel we must speak out to counteract the apathy and indifference that allows this intolerance and prejudice to exist.
In the last two decades, many employers have shown enthusiastic commitment to gender diversity. Women have made enormous strides in being able to compete on the same playing field as men at work. This is where initiatives such as mentoring and sponsor programmes have been really successful in helping erode this gender imbalance and create more gender equity. Gender equity means fairness of treatment for women and men, according to their respective needs. All the research strongly confirms this as being an important factor in developing more women leaders. So let us consider:
- What are the outcomes from introducing mentoring for women into your organisation?
- The outcomes of mentoring which support gender equity for women.
- And what is different about female talent mentoring today?
In collaboration with Professor David Clutterbuck‘s Coaching and Mentoring International (CMI) we have pleasure in inviting you to a unique webinar series which brings together some of the world’s leading mentoring experts to share their mentoring knowledge and experience.
The first webinar is on diversity mentoring programmes.
Interestingly in the same week as David Clutterbuck and Kirsten Poulsen have published their new book, “Developing Successful Diversity Mentoring Programmes: An International Casebook”, I have been given an assignment to support a disability mentoring programme in Higher Education with a remit to look at exactly what is going on within the programme and work with the team of mentors to make it more effective for everyone involved. Continue reading
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