Edward Wilson-Smythe’s Post

Quick question...Why do we often limit “equity and inclusion” to race and gender? There’s more to inclusive recruitment and equity work than just visible characteristics. Race and gender are incredibly important, but they’re not the only factors at play. Inclusive recruitment goes beyond what people look like. Here are a few other dimensions that need focus in today’s workplaces: • Disability Inclusion: Are we accommodating both visible and invisible disabilities? Inclusive workplaces provide equitable access to resources, tools, and support for everyone, regardless of ability. • Economic Background : Financial circumstances impact access to opportunities and influence how candidates navigate the hiring process. Equity means considering how education, internships, and unpaid opportunities are more accessible to some than others. • Neurodiversity: Recognizing different ways of thinking, learning, and processing information enriches teams. Are hiring practices flexible enough to welcome diverse cognitive profiles? • Age Diversity: Ageism can affect both younger and older employees. Are we creating pathways for all age groups to thrive, from early career to seasoned professionals? • Cultural Diversity & Language: Are we supporting multilingual candidates or those with unique cultural backgrounds? Inclusion means valuing diverse communication styles and perspectives. How do you see equity showing up in ways beyond race and gender? Let’s discuss! 👇 #EquityInclusion #InclusiveRecruitment #DEI #EquityFirstHR

What if you got the position because you're a woman? I'm not denying that in the past, certain people were discriminated against, nor that people still are. But let's be honest: things have changed. There are more opportunities for women, colored people and trans people than ever before. I've even seen cases where companies openly admit they refused a male candidate on the base of his gender. Instead of complaining, make use of it. A friend of mine who is African-American and encountered racism in the past described it like this: "doors are opened for me that were closed before." And he's right. It's a dog-eat-dog world. Every era has its oppressed and advantaged groups. Until the tables are turned again. And can you blame the companies? When abilities and experience are equal - and with many job openings, promotions and freelance jobs this is the case - you can't help but choose people on other characteristics. As a man, you shouldn't whine about this but see it as an opportunity to grow further. Maybe you have to work that little bit harder to stand out. But from my own experience, I know that adversity makes you stronger. And every unjustified advantage comes with the burden of proof. I got my first internship because my father worked for one of the clients. Maybe you got a certain position or job because of your gender. It's okay. But don't tell me you're a victim of an unjustified society. #diversity #empoweringwomen #inclusion #careergrowth #newjob

In the year 2024, I've had it up to here with ageism. Haven't you? It's high time we cultivate a workforce that celebrates the unique contributions of everyone – from neurodivergent individuals and LGBTQIA2S+ professionals to people with disabilities and women in STEM. We must ensure that jobs, apprenticeships, internships, returnships, and micro-internships are accessible to all, regardless of age, gender, disability (seen or unseen), or background. Individuals aged 40 and above possess a wealth of experience and wisdom that remains underutilized in the workforce. Furthermore, intergenerational collaboration, communication, and training foster mutual learning and enrich our workforces. Can we get with the program? However, the prevalent issues of age discrimination, hiring bias, and barriers to opportunities in the current job market are impeding workplace inclusivity. -->For instance, a staggering 78% of older workers encounter ageism, alongside biases faced by neurodivergent and LGBTQIA+ employees, professionals, and women in tech. -->Astoundingly, but predictably, only 8% of internship and apprenticeship programs are open to individuals over 40. Seriously? -->Moreover, this substantial gap also affects neurodivergent individuals and people with disabilities, making it unduly challenging for them to break into professional spaces (National Skills Coalition, 2023). -->Another exasperating issue is when companies espouse inclusivity but confine their hiring to their own age group, background, or generational cohort. Are you for real? How does a company expect to distinguish itself and provide diverse products and services if everyone resembles and thinks alike? To my point, we need to shake things up and be impartial in our hiring practices, not only to foster workplace inclusivity but also to eradicate ageism for good. If this resonates with you or has struck a chord, ask yourself: Is your company's traditional work environment holding you back? Explore my carousel below if you want to dispel the ageism habit or more of an inclusive workplace. -->Utilize tips for dismantling hiring biases to create equitable opportunities with a touch of academic insight and a bold flair. 🌍💼 Image Description: The image depicts an animated character with long, wavy blonde hair and vibrant green eyes. She is dressed in a white shirt complemented by a blue vest and a bright yellow tie. She cradles a small French Bulldog wearing a blue-collar. #InclusiveFuture #WorkplaceDiversity #EmpoweringProfessionals #ContinuousLearning #Neurodiversity #LGBTQIA2S+ #LGBTQIA2SInclusion #EquityInTech #MarketResearch #TechForInclusion

#TheSTEMReturnersIndex2024 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗮 𝗦𝗧𝗘𝗠 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝘄𝗵𝗼 𝗵𝗮𝘀 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗮 𝗯𝗿𝗲𝗮𝗸 𝗶𝗻 𝘁𝗵𝗲𝗶𝗿 𝗰𝗮𝗿𝗲𝗲𝗿? Our fifth annual 𝗦𝗧𝗘𝗠 𝗥𝗲𝘁𝘂𝗿𝗻𝗲𝗿𝘀 𝗜𝗻𝗱𝗲𝘅 𝗦𝘂𝗿𝘃𝗲𝘆 is open and we need your help. The survey is anonymous and asks a range of questions including reasons for a career break and what challenges were faced when attempting to return to work. The results will enable STEM Returners to further understand the barriers people face, track the progress UK STEM industries are making, and shine a light on the change needed to create fair opportunities for all. 👉 Participate now by following the link or scanning the QR on the image below: https://lnkd.in/eybMvimP #ReturntoSTEM #STEMReturnersIndex2024 #returntowork #STEMReturners #STEM #careerbreak #returntoSTEM #diversity #inclusion #inclusiverecruitment #returners

Amaliah-Saffron O. shares with us her last day on The 10,000 Interns Foundation internship. We asked Amaliah about her experience and her top tip for next year's 10KI cohort... read more below 👇 👀 🧡 What's the most important thing you learnt during your internship? "With drive and dedication, anyone can develop and progress in a career in professional services. Being authentic and willing to learn is key." 🧡 What makes Osborne Clarke special? "Osborne Clarke is special because of their amazing work culture with significant efforts to promote diversity, including gender equality and mental health awareness." 🧡 What is your top tip for next year's 10KI cohort? "Don't be afraid to ask - ask to shadow, ask for work, ask questions. The worst you could get is a no, you will open so many doors for yourself and learn so much if you just ask!" #10KI #10000BlackInterns

Looking to Close Gender Gaps, Skills Gaps, and Improve Workplace Diversity? If the answer is YES, it’s time to explore our STEM Returners Australia Programs. We’re tackling these industry-wide challenges head-on by connecting businesses with highly qualified, mid-senior level professionals eager to restart their careers in #STEM. This incredible talent pool often faces barriers and biases tied to career breaks, keeping them out of reach through traditional hiring methods. By partnering with STEM Returners, you’ll unlock access to hidden talent ready to bring fresh perspectives, advanced skills, and diverse experiences to your team. DM me today to learn how we can help you build a more inclusive and innovative workforce! #stemreturners #hiddentalent #opportunities #returntowork #careerbreaks #engineering #technology #australia #innovation #gendergaps #skillsgap #diversity #inclusiverecruitment

One of the most common pushbacks HR leaders face in driving diversity is the concern: "We want to hire diversity, but only on merit." It sounds fair at first glance, right? After all, shouldn’t merit always be the defining criterion? I used to think so too. As a college student, I saw hiring as purely a numbers game—if there aren’t many women applying for certain roles, or studying certain fields, it’s simply the outcome of fair competition. But after a couple of years of working, traveling, and connecting with people from all walks of life, I’ve come to understand something deeper and more uncomfortable: the dearth of women in specific fields isn’t a merit issue—it’s an opportunity issue. From preferences that prioritize male children’s education over female children’s, to reluctance in sending daughters to other cities for higher education—these barriers exist not just in rural or underprivileged communities, but even in affluent and educated families. While not every family engages in this, the trend is significant enough to skew the very pipeline from which companies hire. The question then is: How do we expect diversity if we don’t first acknowledge the inequity that holds it back? Until we recognize that the playing field isn’t level, and until we act to provide equitable opportunities, we can’t expect to see truly diverse workforces, nor benefit from the rich inclusivity that diversity brings. To those who’ve experienced these challenges or seen them up close, how have they shaped your views on hiring, merit, and diversity? Let’s have a conversation—share your thoughts below. Together, we can find a path that values both merit and the opportunities that make it possible. #Diversity #Inclusion #Equity #Leadership #Hiring #OpportunityForAll #curlyhrtales

Here's what 10 years worth of data tells us about women in the workplace, courtesy of McKinsey & Company: 👉 Progress is slower at the entry and manager levels, with only a 3 percent and 2 percent increase in the past decade. This bottleneck is coined as the "broken rung," and leaves women underrepresented from the beginning of their careers. 👉 Parity in representation in the workforce for ALL women is still 50 years away. 👉 From 2022 to 2024, sponsorship, career development, internship, and recruiting programs have seen a staggering multi-points difference, especially for women of color, who stand to benefit the most from these initiatives. 👉 49 percent of women under 30 say their age has negatively impacted them at work and they are twice as likely to say their gender will make it harder for them to advance, despite being more ambitious (8 in 10 seeking a promotion). This figure is disproportionate when compared to older men, older women, and younger men. You can read our full breakdown of the report here: https://lnkd.in/dnG6rreD

Making an introduction is one of the simplest, but most impactful things we can do to support women (and men) in the workplace. In so doing, we not only share our connections, creating the possibility of a new relationship forming, but we also vouch for someone. For someone new, more junior, from a diverse background etc, that vouch can be very useful indeed. So this week at work, I want you to think about who you can introduce to one another. Think about people who’s paths might otherwise not cross, or a person who is on the lookout for a new opportunity. Now hook them up. View post on instagram: https://lnkd.in/gq-EQYbJ #introductions #nicetomeetyou