Welcome to this month’s HTVB newsletter with the latest resources, concepts and links that made me reflect and learn this month.
Survivors and workplace advocates say many organisations still fundamentally misunderstand the long-term impact of cancer. This article introduces the first Cancer-Friendly Workplace Index, built around what employees living with and beyond cancer say they need most from their employers.
Featuring insights from organisations including Disneyland Paris, this guide shows how accessibility can be embedded from the very beginning of a project. While written for the attractions industry, the same principles apply to workplaces, events and services.
Bosses take remote work less seriously when it’s geared toward parents, research has shown. Some managers fundamentally view flexible arrangements through a biased lens.
Fear of retaliation, concern about career impact and a lack of confidence that anything will change remain the biggest barriers to reporting misconduct.
This balanced piece explores both the potential benefits and unintended consequences of menstrual leave. Some say the topic of menstruation is so taboo that women do not take advantage of leave when it exists…
Researchers from Google, Harvard, Yale and Oxford recently found that AI-mediated conversations reduced disagreement between participants, whereas discussions without AI did not.
While it’s still early research, I find it fascinating. As organisations continue navigating difficult conversations around inclusion, there may be opportunities for technology to help structure conversations, surface shared priorities and encourage more constructive discussion, while recognising that trust and relationships will always need to be built by people.
This month I’ve shared a new guide: Why EDI speaker events flop and how to fix them.
I love planning and speaking at events focused on DEI. But if we’re honest, many don’t create the impact they could. I have stopped going to so many events as these things always play out and leave me frustrated.
I know I am not alone, so this resource brings together the practical ideas I’ve collected from attending and delivering countless events over the years. If you’re planning a panel, keynote or awareness event, I’d love to hear what you would add!
Have you ever worked somewhere where people stop raising concerns because they don’t believe anything will happen? 🙋🏽♀️ Amy Edmondson calls this a Cassandra culture: an environment where people do speak up, but their concerns are dismissed or minimised. Over time, people learn that raising challenges isn’t worth it.
The term is rooted in Greek mythology. Cassandra was given the gift of prophecy but cursed so that nobody would believe her warnings. She could see what was coming but couldn’t convince others to act.
Inclusive cultures depend on people feeling their voice has value. Do people feel listened to? Are concerns explored with curiosity? Does anything change?
Credit: Edmondson, A. C. (2019). The fearless organization: creating psychological safety in the workplace for learning, innovation, and growth. John Wiley & Sons, Inc.
This free self-assessment from Ave Design looks beyond websites to consider the accessibility of everything organisations produce, including documents, videos, social media, signage and language.
Developed by Sistren Collective, this community legal toolkit helps people understand their rights and options when navigating workplace race discrimination in England and Wales. Save it and share it.
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