Source:https://hrnews.co.uk/why-diversity-equity-and-inclusion-remain-essential-in-business/

In recent months, we’ve seen a number of organisations begin to withdraw, either quietly or openly, from their ongoing commitments to diversity, equity, and inclusion (DE&I). For some, the political and social discussion around it has become uncomfortable. For others, DE&I initiatives are viewed as “complete” or, in some cases, no longer essential in a more cost-conscious environment.

But DE&I is not a passing trend. Neither is it a programme to be switched on and off depending on external pressures. It’s a core part of how successful, sustainable businesses operate, and the data backs this up. A recent study demonstrated that gender-diverse firms are 25% more likely to have higher profits, increasing to 36% for ethnically and culturally diverse companies. The bottom line is that diverse teams perform better. Inclusive cultures retain talent longer. Equity. Builds. Trust.

Across my career, and especially in the fast-moving technology sector, I’ve seen how DE&I directly impacts organisational outcomes. This is not just about fairness, though fairness should never be sidelined. It’s also about business performance, innovation, resilience, and reputation.

The Role of Meaningful Measurement

There’s a common misconception that DEI equals quotas. It doesn’t. At least, it shouldn’t. But we do need to measure it. Measurement isn’t about optics; it’s about accountability. It shows whether the steps we’re taking are making a real difference. At our organisation, we track gender representation, gender pay equity, and ethnic diversity, not for vanity metrics but to guide strategic decisions and benchmark progress. This kind of measurement is essential. In 2024, the ONS reported the gender pay gap for full-time employees at 7%, meaning it could be 2065 before we see the gap close entirely. And that’s why these insights matter. It helps us see clearly where we’re moving forward and where we still have work to do.

Challenges Are Not Excuses

In technology, it is no great secret that the talent pipeline itself isn’t balanced. The ratio of male to female graduates entering tech roles continues to skew heavily male. That reality can’t be ignored, and it can’t be used as an excuse for inaction. Instead, it’s a challenge that demands creativity, long-term thinking, and genuine commitment to making a positive change.

When I joined our company, women made up just 26% of our workforce. Today, we’re over 30% – a modest, steady improvement, but a signal that progress is possible when it’s intentional.

Culture is the Long Game

The most valuable DE&I outcomes aren’t always visible in a spreadsheet. They show up in the way people feel. In our organisation, one of the most common things we hear from new starters is how inclusive and welcoming the culture is. That matters. Belonging isn’t a side effect of good culture – it’s a core ingredient that leads to growth and success.

An inclusive culture is built through countless small decisions, such as how meetings are run, feedback is gathered, and policies are shaped.

We talk a lot about “moments that matter” in our employee experience. These are represented as key points in a person’s journey where inclusion must be felt, not just promised at the application. Whether that’s onboarding, a promotion conversation, parental leave, or returning to work, those are moments that matter, where fairness, empathy, and belonging have to show up in meaningful action.

We’ve created employee-led resource groups that review and help evolve our people policies, ensuring that what’s written reflects the needs and realities of the people it impacts. This kind of funnelling-up involvement creates policies that are not only inclusive but also effective.

Embedding DE&I Into Leadership

One of the most overlooked parts of DE&I, and one of the questions I get asked most, is the role of inclusive leadership. It’s not enough to hire diversely. We have to lead inclusively. That means making a space for different voices and communication styles, being aware of unconscious biases, and creating psychologically safe environments where people feel comfortable speaking up.

These aren’t “nice-to-haves.” They’re leadership essentials in today’s world of work.

A Non-Negotiable Business Requirement

The case for DE&I has been well-established. But now, more than ever, it requires sustained leadership. We operate in an increasingly complex and connected environment. If we want to attract the best talent, build adaptable teams, and foster innovation, then inclusion can’t be an optional strategy.

As an organisation, we remain completely committed to our DE&I goals, not just in principle, but in action. That includes dedicated initiatives such as our female leadership programme, designed to support the progression of women across the business and to ensure that our pipeline of future leaders reflects the diversity we value. This matters, particularly in the tech sector, where women still hold just 32% of senior roles – even when they make up half the leadership. Representation at the top needs just as much focus as progress at the entry level.

DE&I has to be embedded in how we hire, how we lead, how we listen, and how we measure success. Because when DE&I is part of an organisation’s fabric, not a side initiative or a tick-box exercise, it delivers real, lasting impact.

Source: https://www.sjp.co.uk/individuals/news/from-assumptions-to-understanding-financial-inclusion-for-the-lgbtq-community

Is inclusion for the LGBTQ+ community still a distant dot on the horizon? Or are we moving closer to a situation where we celebrate our differences, and accept that everybody has a right to live the life they want? The nuclear family is still the UK’s dominant household, but we live in a society of blended families, single parents, civil partnerships – every shade of the rainbow.

In April, the UK Supreme Court ruled that, for the purposes of the Equality Act 2010, "sex" refers to biological sex, not self-identified gender. Has progress towards a more inclusive, accepting society stalled? And what can we do to embrace our growing number of clients who identify as LGBTQ+?

Is the ‘normal’ family a thing of the past? “Today’s concept and definition of ‘family’ is incredibly different to 25 years ago,” says SJP Partner Rachel Toseland of Simplicity Financial Planning, who is herself married to a transgender woman. “There are so many blended families or same-sex partnerships.” One of the key drivers towards a more inclusive and accepting society is never to make assumptions about someone’s personal relationships. “Family doesn’t always express itself in parent-child relationships anymore. Which is why at our practice we never use language that puts labels on people or makes assumptions about someone’s lifestyle or partner." Advising with kindness One of Rachel’s clients is an elderly lady in her 80s, with three children as trustees for her investment. One of her children is transitioning from male to female. She needed someone to talk to that she could trust – just as much as she needed practical financial advice. “We worked through the practical side, changing documentation, but with compassion and understanding.“ “I don't think you need to be a member of the LGBT community to create that empathy, but I think there needs to be more education and understanding around how best to support LGBTQ+ clients and understanding different scenarios they might be experiencing.” Many SJP practices now have specific LGBTQ+ pages on their websites, so the community knows that they are allies. “Tell me who you are, not who you were born. Does that make sense? Because ultimately gender's just gender.“ - Danni Watts-Jones

Understanding is key Like Rachel, SJP Partner Danni Watts-Jones runs a successful financial services business that practices what it preaches; a fully inclusive and safe space for every client, no matter how they identify: “Tell me who you are, not who you were born". she smiles. Danni is passionate about inclusion, and the right for everyone to have good financial advice. Now, she has a large number of LGBTQ+ clients – referrals spread fast in this community. “People were taken aback I think when our Practice was sponsoring a same sex Strictly Come Dancing event!“, she says. “But we love that our clients feel comfortable here to be themselves when they walk through the door.“

The LGBTQ+ community and financial advice An LGBTQ+ person might have quite similar goals to a straight or cisgender person such as starting a family or retiring at sixty. But their path may not be as straightforward, as Danni points out. “Some of those goals are common to us all – but for the LGBTQ+ community, there can often be higher hidden costs. Surrogacy can cost couples thousands extra. Transitioning is an expensive procedure, and even planning legacies becomes more complicated if families are estranged."

Celebrating Pride Month at SJP During Pride Month, SJP's LGBTQ+ network, SJPride, is actively engaged in organising events to honour and support the LGBTQ+ community. We are proud to sponsor and attend the main Pride event in Cirencester, located near our head office, to demonstrate our solidarity with the LGBTQ+ individuals in our local community. While not all of our advisers are specialists in advising LGBTQ+ clients, we will always take the time to get to know you, your lifestyle and circumstances. This Pride month, we're offering additional training and webinars on Trans and non-binary inclusion, as well as exploring the challenges that the financial services industry still faces and how we can address them. We also provide support and learning for our advisers on how to offer more inclusive services for LGBTQ+ clients and help them understand the barriers they may face in achieving their financial goals.

The role of compassion in financial advice It’s not simply that being LBGTQ+ can cost more – it can also make it doubly hard to look after your finances. “Many of our LGBTQ+ clients are battling inside with their heads about who they really are,” says Danni. “They haven’t always got the headspace to deal with it, or think about their long term future, when just dealing with the day-to-day reality is hard enough.“ That calls for empathic as well as practical financial advice, and many are still understandably wary of sharing sensitive personal information with a financial adviser. Financial planning is a deeply personal experience, and as SJP’s recent Real Life Advice highlighted, trust and understanding in the relationship is key.SJP is committed to raising funds for MindOut, an essential charity dedicated to providing mental health services tailored specifically for LGBTQ+ individuals. The generosity of SJP advisers, employees, and the SJP Charitable Foundation has significantly contributed to supporting MindOut through fundraising and grant initiatives in recent years.

Advising with an open mind, an open heart and an open door Rachel and Danni agree that, although the inclusion gap has narrowed, it still exists. “People are making fewer assumptions than they did,” says Rachel. “But making assumptions is, for me, one of the biggest issues facing us.” Sometimes, Danni remind us, we simply overthink it. “Just be the person your client needs you to be,” she says, as we celebrate Pride 2025. "We’re not there yet but as we celebrate Pride this month, compassion, understanding and kindness will get us a long way.“

Source: https://www.humanresourcesonline.net/malaysia-outlines-ongoing-efforts-and-gaps-in-tackling-workplace-discrimination

Workplace discrimination in Malaysia remains prevalent and complex. Despite efforts to address the cause through various policies and laws, this phenomenon still persists.

In a recent newsletter, the Department of Statistics Malaysia highlighted some of the ongoing challenges in this area and outlined the nation’s efforts to address them.

Malaysia has implemented several measures to address the issue of workplace discrimination. However, there are still various challenging discriminatory issues in employment, such as the following:

Gender discrimination

A survey titled "Women's Voices in Malaysia on Discrimination & Harassment at Work" by the Women's Aid Organisation and Wase.ai revealed that 56% of women in Malaysia have experienced at least one form of discrimination at work, including being asked about their marital status or family planning during interviews, as well as being denied promotions despite being more qualified.

Racial discrimination

Racial discrimination remains a sensitive issue in Malaysia’s multi-ethnic society, particularly in employment. It can manifest in hiring, promotions, rewards, training, and biased workplace policies.

According to the Architects of Diversity (AOD), 51% of Indian respondents reported facing discrimination during job searches—the highest among all ethnic groups.

Another study, "Discrimination of High Degrees: Race and Graduate Hiring in Malaysia", found clear bias in the hiring of university graduates. Using over 300 mock applications with identical qualifications across Malay, Chinese, and Indian names, researchers found Chinese applicants received the most interview calls, followed by Malays, then Indians.

These findings point to systemic and implicit racial bias in recruitment, likely influenced by entrenched societal stereotypes.

Religious discrimination

Religious discrimination in Malaysia often occurs when employees are treated unfairly or barred from fulfilling religious obligations. A study found that male Muslim employees face higher rates of discrimination, particularly under non-Muslim employers.

The AOD reported that 36% of respondents experienced religious discrimination during job searches or in the workplace — highlighting its ongoing prevalence.

One notable case involved several international hotels banning Muslim female staff from wearing the hijab at front desks. Following public backlash, 13 hotels lifted the ban and signed an agreement with the Ministry of Human Resources to end such discriminatory policies.

Malaysia’s efforts to comply with ILO Convention No. 111

The ILO Convention No. 111 was adopted in 1958, and emphasises the importance of equality of opportunity in employment and treatment without discrimination on the grounds of race, colour, sex, religion, political opinion, national or social origin.

Malaysia has taken several steps to align with ILO Convention No. 111, which addresses discrimination in employment and occupation. Key initiatives include:

1. Federal Constitution of Malaysia: The Constitution contains key provisions promoting equality and protecting citizens' fundamental rights—serving as the foundation for addressing discrimination in the country.

2. Employment Act 1955: This Act governs private sector employment in Peninsular Malaysia and Labuan. The 2022 amendments strengthened worker protections and aligned the Act with international labour standards, reinforcing Malaysia’s commitment to fair and equitable employment practices.

3. Industrial Relations Act 1967: This Act regulates the relationship between employers, employees, and trade unions. It provides a structured mechanism to resolve industrial disputes while promoting harmony and protecting the rights of all parties involved.

4. Sabah Labour Ordinance (Chapter 67): This ordinance applies to private sector workers in Sabah. A 2025 amendment introduced Section 18A, which empowers the Sabah Director of Manpower to investigate and resolve discrimination-related employment disputes. The amendment ensures consistency with Peninsular Malaysia's labour laws and supports compliance with ILO Convention No. 111.

5. Sarawak Labour Ordinance (Chapter 76): Similar to Sabah’s, this ordinance governs private sector workers in Sarawak. The 2025 amendment introduced Section 19A, giving the Sarawak Director of Manpower authority to handle discrimination complaints. It also aligns Sarawak’s labour protections with those of Peninsular Malaysia and international standards.

Challenges in compliance with ILO Convention No. III in Malaysia

Despite taking several legislative steps, Malaysia still faces various challenges in ratifying the ILO Convention No. 111 and implementing it in the country's legislation. Among the challenges are:

• Absence of comprehensive anti-discrimination laws

• Dualistic legal system

• Lack of data & reporting

• Support from employer

• Absence of legal responsibility without ratification

• Social and cultural sensitivity issues

In short, discrimination in employment in Malaysia, although prevented through various policies and laws, remain a complex and persistent issue. With the ILO Convention No. 111 providing clear guidelines in the effort to achieve equality of opportunity and treatment in employment, the government, employees, employers and trade unions need to work together to create a work environment free from discrimination and towards wellbeing in employement in line with the convention.

Source:https://www.psychologytoday.com/us/blog/disability-is-diversity/202507/the-liberating-power-of-disability-pride

Every July, Disability Pride Month celebrates the passage of the Americans with Disabilities Act (ADA). This year marks the 35th anniversary of this landmark civil rights law. This month honors the achievements of the disability community in their ongoing fight against ableism.

What is Ableism?

Have you ever seen messages in society that suggest people with disabilities are "less than"? That's ableism in action—a pervasive system of stereotyping, prejudice, discrimination, and social oppression directed toward disabled individuals.

When these harmful societal messages start to seep into our own beliefs, it becomes internalized ableism. This can lead to feelings of shame and unworthiness. It's no surprise, then, that both ableism and internalized ableism are linked to low self-esteem, anxiety, and depression.

What is Disability Pride?

Disability pride is a movement to challenge ableism, a reaction to a long history of shame and exclusion. Disability pride is about feeling positive about your identity as a disabled person and feeling solidarity with others in the disability community. It’s about appreciating the unique strengths, creativity, and perspectives that come from living with a disability.

It’s not about toxic positivity or an overly optimistic outlook. Life with a disability involves very real challenges. And, yes, every person with a disability will have moments of frustration or times when internalized ableism sends them into a shame spiral.

The key insight is that many of these challenges aren't inherent to the disability itself but are caused by ableism—societal barriers that can be changed. This realization was a driving force behind the ADA.

How Does Disability Pride Help Mental Health?

My research suggests that disability pride can act as a protective factor for mental health. In one study of people with multiple sclerosis, for example, disability pride was associated with lower depression and anxiety.

Another study compared individuals born with mobility disabilities to those who acquired them later in life. Findings indicated that people born with disabilities often reported better mental well-being, possibly driven by higher levels of disability pride.

While people who are born with their disabilities go through their initial development learning about themselves and the world alongside their disability, people who acquire disabilities must relearn how to navigate the world and often report feeling a loss of identity. Building disability pride takes time, and those with congenital disabilities may have a head start.

article continues after advertisement

Disability pride also seems to fortify self-esteem against the impacts of ableism. One study found that experiencing ableism was associated with greater disability pride, which in turn was associated with greater self-esteem.

It's a powerful testament to how social barriers can galvanize people to challenge them. Indeed, people with disability pride are more likely to engage in advocacy and activism. Efforts like these led to the passage of the ADA.

How to Build Disability Pride and Mental Health

• Self-reflection is key. Reflect on your own experiences with disability, acknowledging the challenges and the unique strengths and perspectives it brings. Examine your own beliefs about disability for any signs of internalized ableism and question where those views originated. It’s time to reframe the narrative that disability is shameful.

• Seek professional help. If you are struggling with anxiety, depression, or other mental health symptoms, look for a therapist with specialized training or experience in disability. Our research finds that most psychologists do not receive sufficient training on disability. Those who are trained as rehabilitation psychologists or health psychologists, or who have sought extra education in disability affirmative therapy, are more likely to be savvy about disability issues. Don't hesitate to use free initial consultations to inquire about therapists’ experience with disabled clients and familiarity with ableism.

• Educate yourself. Learn about the history of the disability rights movement, the ADA, and current advocacy efforts. Explore disability culture, including disabled artists, creators, and writers.

• Connect with the disability community. People with disabilities are at a higher risk of social isolation, which is a predictor of depression and anxiety. While the majority of people with a disability lack even one friend with a disability, just one disability friendship is associated with increased well-being. Seek out support groups and conferences (even virtual ones!) and find role models and mentors within the disability community. These connections offer invaluable companionship and emotional support.

• Become an advocate. Get involved! Join a disability organization or advocacy movement. Dismantling barriers and challenging ableism doesn’t just benefit you personally; it creates a better society for everyone.

Ultimately, disability pride isn't just about individual well-being; it's a powerful force for changing society’s views about disability. By celebrating disability as a form of human diversity, we can collectively work toward a society where everyone is valued, understood, and included. Through disability pride, we celebrate the history of the ADA and the value of people with disabilities in our society.