Pearn Kandola LLP

Ageism has been reported as the most common form of workplace discrimination. Half of adults over 50 in England have experienced age discrimination in the last year, with work appearing as the most common domain, and this is despite age being a protected characteristic under the Equality Act 2010. Launching today, we have brand new research from Professor Binna Kandola that explores the attitudes and experiences of age discrimination in contemporary UK workplaces. The Age Discrimination At Work report found that 38% of people have witnessed someone discriminating against another person because of their age, with only 12% reporting the incident to a manager or HR department and 31% stating that the issue was not resolved, followed by 23% who said the action was ignored. With a third of the workforce in England aged over 50, and predicted to reach 47% by 2030, ageism is a pressing issue that organisations need to understand and act upon. To read the research in full, and for ten key recommendations on how to prevent age discrimination in your business, download the report for free at https://lnkd.in/ent7qjhQ #AgeDiscrimination #Ageism #HR #DiversityandInclusion #DEI

Tackling age discrimination in the workplace. All too often, people at either end of the age spectrum bear the brunt of discrimination in the workplace, facing bias about their stage of life or unwanted help or attention, as their skills are deemed inferior due to their age. This important topic is something that's discussed in a recent article from law firm Shoosmiths, featuring expert opinion from Professor Binna Kandola. The conversation defines what age discrimination is and how employers can fall foul of the law, as well as the steps they need to take to avoid age discrimination claims. You can read the article in full at https://lnkd.in/eF4KrUhk #Ageism #AgeDiscrimination #HR #DiversityandInclusion #DEI

Empathy isn’t a trait - it’s a skill. Workplace exclusion often stems from a lack of understanding about the lived experiences of others. When leaders and team members cultivate empathy, they begin to see the workplace through diverse lenses, leading to stronger connections and greater collaboration. But how can empathy be developed? A crucial point is to be aware of your own biases and how your opinions might be affecting your understanding of others. It may not be comfortable, but this self-awareness is a key step in starting to develop better cultural intelligence and empathy towards others. Increased empathy will create impactful change by improving your daily interactions and helping to build an inclusive team that doesn't just coexist, but thrives together. #InclusiveTeams #HR #DiversityandInclusion #WorkplaceCulture #DEI

Empathy is at the heart of real inclusion. It's about understanding and sharing the feelings of others, which is key to creating a connected and inclusive workplace. But here's the catch: the further we are from someone else's experience, the harder it is to understand its impact. We naturally tend to bond with those who have similar experiences to us, which can sometimes mean we miss out on understanding others. This can lead to in-groups and out-groups in the workplace, leaving some voices unheard. To change this takes real, daily effort. Learn to listen actively. Seek out different perspectives and encourage people to share their unique viewpoints. Push yourself to step out of your comfort zone and try to understand what others go through. By doing this, you can build a more empathetic and inclusive team where everyone’s voice is heard and valued. #InclusiveTeams #HR #DiversityandInclusion #WorkplaceCulture #DEI

How do you know your workplace is inclusive? Many teams fall short because they don’t recognise exclusion when it happens. This might be as subtle as forgetting to include diverse perspectives in decision-making or failing to challenge a biased comment. Everyone is capable of micro incivilities, so it’s key that business leaders recognise their own bias and need to learn, whilst building knowledge and awareness amongst their employees. Establishing this will build an inclusive team that can flourish because they create environments where everyone feels valued. They’re better equipped to innovate and adapt in a diverse world. Let’s help your team recognise the gaps. Through evidence-based tools and actionable strategies, our inclusion training programmes give you the knowledge and tools to spot bias and build an inclusive team. Learn more at https://lnkd.in/eQ_SfbVd

Despite its significance to so many employees, and being a protected characteristic under the Equality Act 2010, religious belief and expression are often overlooked. Professor Binna Kandola recently appeared on the HR Coffee Time podcast, joining Fay Wallis to discuss why religious expression is important in the workplace, and sharing insights from our most recent Antisemitism and Islamophobia in the Workplace report. Discussing the challenges and benefits that workplace inclusion poses, the episode also offers practical guidance to help employers and HR professionals better understand how they can support their colleagues of faith, and create more inclusive environments. You can listen to the full episode of the podcast at https://lnkd.in/eA54iQ64 #ReligionAtWork #HR #Inclusion #DEI #WorkplaceCulture #HRPodcast

What does inclusion look like in your day-to-day? Recognising acts of exclusion isn’t just about spotting overt discrimination; it’s also about seeing the subtle ways people are sidelined. Consider the colleague whose ideas are ignored in meetings or the jokes that reinforce stereotypes. The small things matter and can build into much bigger problems. Building an inclusive team is one of the best things you can do for your business. Small changes like acknowledging your own bias and working on team awareness of those micro-moments of exclusion can lead to big shifts in workplace culture. If you can’t see it, you can’t change it. #InclusiveTeams #DiversityandInclusion #WorkplaceCulture #DEI #HR

Do you always recognise the moments when bias shows up in your workplace? Our research shows that micro-incivilities often go unnoticed. Subtle behaviours or environmental signals that make others feel unwelcome, like failing to acknowledge your colleague’s suggestions or repeatedly forgetting someone’s name, can have a profound impact. Over time, the behaviours contribute to lower job satisfaction, decreased innovation, and weaker team performance. Unconscious bias can undermine inclusion without us even realising it. Spotting micro-incivilities in the workplace is a key step towards building a more inclusive team, where everyone feels valued and motivated. #InclusiveTeams #DiversityandInclusion #WorkplaceCulture #DEI #HR

The theme of ‘Disability, Livelihood, and Employment' for #DisabilityHistoryMonth2024 shines a light on the barriers faced by disabled people in the workplace. Whether it’s requests for assistive technology or equipment, or flexibility needed on hours or where they work, disabled employees are still the ones having to push for the adjustments they need. According to the Great Big Workplace Adjustments Survey 2023: - 78% of disabled employees said they had to initiate the process of getting adjustments.  - 56% of disabled employees said there are still disability-related barriers in the workplace after adjustments have been made.  - 1 in 8 disabled employees are waiting over a year to get the adjustments they need.  - Only 37% of disabled employees feel their employer is genuine about removing all disability-related barriers and making the workplace inclusive for disabled employees. Developing a more inclusive workplace, with built-in flexibility, benefits all employees, and helps to remove the barriers disabled people face. This is just a first step though – organisations need to put policies in place that support a more equitable workplace and work with all employees to build their understanding of the challenges their disabled colleagues face, leading to more productive, and inclusive teams. #UKDHM #InclusiveWorkplace #DisabilityAwareness #Inclusion

Religion at Work: The #Link Between #Religious #Freedom and #Economic #Success [#Podcast] In Pearn Kandola LLP's latest episode of their Religion at Work podcast, host Professor Binna Kandola OBE is joined by Brian J. Grim, President and Founder of the Religious Freedom & Business Foundation to discuss: -Brian’s personal journey of faith in the workplace, -How years of data and research prove a link between economic sustainability and freedom of religion or belief for all, -Examples of workplace faith in action and the benefits to society as a whole. We hope you enjoy listening! https://lnkd.in/e7kk8-Dc