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: 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. 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. 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. 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. 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.

Source: https://www.thepinknews.com/2025/06/04/pride-month-migration-refugees-lgbtq-labour-uk/ When I arrived in the UK six years ago as an asylum seeker, I was stunned by how LGBTQI+ friendly the country seemed. Compared to Ukraine and Russia – where I had previously lived – it felt almost like time travel. I’ve known I was trans since I was four years old. But it was only here, in the UK, at the age of 24, that I finally felt safe enough to come out. Since then, much has changed. The political climate has shifted. Laws have shifted. In 2015, the annual Rainbow Map and Index by ILGA-Europe ranked the UK as the most LGBTQI+ friendly country in Europe. But in the latest rankings released on 14 May, the UK has fallen to 22nd place, with an overall score of just 46 per cent. That makes it the second-worst performer on LGBTQI+ rights in Western Europe and Scandinavia. Ayman Eckford is an refugee from Ukraine and a member of Rainbow Migration’s Refugee Advisory Panel This drop isn’t abstract – it reflects growing hostility, dangerous rhetoric, and policies that especially target trans people. The recent Supreme Court ruling that defines “woman” as “biological woman” under equality law is a particularly cruel institutional decision. Its consequences for trans, non-binary, and gender non-conforming people may not even be fully visible yet – but they will be far-reaching. Transmasculine people like me may soon be under direct attack as well. And then, as history shows, the broader LGBTQI+ community often follows. For people already facing multiple forms of oppression – like refugees and people seeking asylum – the danger is even greater. So as Pride Month begins, we must ask ourselves: What does Pride mean right now? How did we get here—and where do we go from here? What does this mean for LGBTQI+ refugees in particular, and why is it important for the community in general? The Cass Review: a turning point I knew something was deeply wrong when the Cass Review was published in April 2024, and the NHS began blocking transgender youth from accessing gender-affirming care. Outside the LGBTQI+ community, few people seemed to care. Even many liberals and left-leaning voices accepted it as “reasonable”. But this decision has already caused immense harm. The review was widely criticised by both UK and international experts, but the damage was swift – especially for transgender kids. As a former trans child myself, I know the mental health cost of being denied gender-affirming care. I still live with that impact today. And it always starts the same way: The first attacks come for LGBTQI+ youth, because they are not taken seriously because they are considered to be “too immature” to think for themselves. Just like refugees, who are seen as “barbarians” from less developed societies. Those at the intersection suffer the most. A dangerous shift in politics Despite its history as a progressive party, many trans activists now say Labour is doing more harm to LGBTQI+ people than recent Tory governments. Labour is even continuing the particularly dangerous for LGBTQI+ people anti-immigration policies introduced under Rishi Sunak. Prime minister Keir Starmer recently said the UK is considering sending rejected people seeking safety to third countries. As someone who has worked with LGBTQI+ refugees globally, I can say: This is extremely risky for trans people. Trans people seeking asylum already face daily harassment, even within refugee communities. Most third countries lack the legal protections they need. Deportation could cut them off from hormone therapy or vital healthcare. And all this is happening as far-right movements gain more support. The rise of the transphobic, anti-migrant Reform Party, the far-right riots last summer, and increasing global conservatism are life-threatening for LGBTQI+ refugees. “It should be not about past victories, but present dangers,” Ayman Eckford writes Sometimes the threat is physical – being attacked for looking non-White and gender non-conforming. Sometimes it’s quieter but just as harmful – denial of healthcare, legal protections, or safety. As an expert by experience for the mental health charity Rethink, I know how hard it is to access therapy even for cisgender, straight British people. Now imagine being a trans person seeking asylum. You’re under constant pressure, facing daily dehumanization – and if you finally reach out for help? The therapist might be transphobic. Or xenophobic. Or both. Maybe you can’t fully express yourself in English. Maybe the waiting list is too long. In the end, the suicide risk for trans and LGBTQI+ refugees is terrifyingly high. And still, much of the broader LGBTQI+ movement stays silent. Pride as Protest: What Must Be Done So what does it mean to celebrate Pride in this context? In recent years, Pride has become a celebration – of victories, of corporate support, of police apologies. But we must remember: Pride was born as a protest. Today, it must return to its roots. It must be about resistance. It should be not about past victories, but present dangers. Not “love is love,” but “the lives of our queer and trans siblings are at risk.” I know that for many people — even some within the LGBTQI+ community — lives like mine don’t matter. But history shows us: The erosion of human rights always begins with minorities. Just as the attacks on trans kids marked the start of broader attacks on LGBTQI+ people in the UK, the targeting of trans refugees and LGBTQI+ people seeking sanctuary is not the end of the story of oppression —it’s only the beginning. But we may change this story, and this is what Pride Month should be about.

Source: https://theconversation.com/adolescence-on-netflix-evidence-based-ways-parents-can-support-boys-around-masculinity-norms-253724 Since its release in mid-March 2025, Adolescence has been streamed almost 100 million times worldwide. The show tells the story of a 13-year-old boy who murders a female classmate after being radicalized by the manosphere. There has been mass public discussion about the series, including among parents. As stated by one commenter on the subreddit r/Parenting: “I have a fairly standard 15-year-old boy … After watching this on Netflix, I’ve got terrible anxiety about it all … ” As a developmental psychologist with a focus on adolescent boys, I believe this discourse is important, but the intense discussion can make it seem like these are new issues. Yet, psychologists and feminist scholars have been studying masculinities since at least the 1960s, including among adolescent boys. We have also learned how to create supportive spaces for boys through research on gender-transformative interventions. These interventions address issues like poor mental health, substance use and use of violence by focusing on how strict adherence to patriarchal masculine norms (such as emotional restriction, homophobia and aggression) can harm boys’ health and the health of those around them. Here, I offer three key takeaways parents and caregivers can learn from this research, and additional resources to explore. 1. Curiosity is key. Many gender-transformative programs use ideas of transformational learning, where the experiences, beliefs and perspectives of boys are used to support critical reflection and change. Put simply, this means when boys say they like “that Andrew Tate shite” (Episode 2), adults respond with curiosity and not condemnation (for example, saying something like: “Why does that idea feel true to you?”). Read more: 'Adolescence' on Netflix: A painful wake-up call about unregulated internet use for teens Curiosity, however, does not equal agreement. By demonstrating that we are authentically engaged with what our teen is sharing, we can also (gently) push them to consider how these ideas might harm themselves or others (for instance: “How do you think that idea might make the girls around you feel?”). It is also OK to express disagreement when ideas cross a line, but explain why (for instance: “I am not OK with you calling girls bitches. Do you know where that word comes from?”). Another thing we have learned is that this style of engagement — while effective — is not a one-and-done. Effective gender-transformative intervention strategies take time to work, and these conversations need to be consistent and ongoing, ideally starting well before adolescence (though it is never too late to start). Adolescents may also not be the first to engage, so it’s important to regularly and intentionally create space for them to share their ideas and experiences. If you get a wall of silence, try again another time. One idea is to look for natural opportunities for moments of conversation, like on the way to an extracurricular activity, or when eating a meal together (like the lead detective does with his son in the second episode). Also look for activities you can do alongside your child, and where they can teach you something (for example, playing a video game together). This is hard work, and so finding support among like-minded parents (whether in-person or online) can be helpful. 2. Masculinity is not ‘toxic’. Many pieces on Adolescence refer to “toxic masculinity.” However, this is a phrase to avoid, because for boys, this suggets there is something inherently flawed with a core aspect of their identity, making manosphere messages that celebrate misogynistic forms of masculinity all the more enticing. Instead, we can talk with boys about how they feel they are expected to act as a boy in their world, and the ways they might find some of these expectations restricting. For example, many boys want to share their emotions, and indeed do so until adolescence. But, as families, schools, peers and society start to place stricter expectations on the norm of boys suppressing their emotions, boys may retreat from this sharing. Yet, boys who are able to resist this norm — with the support of their families, peers and schools — do much better psychologically and socially. Parents and caregivers can support this resistance by actively asking boys about their emotions (and sharing our own), and giving boys words to label what they are feeling. For example, in Adolescence, Jamie’s dad does show emotional vulnerability several times, but never in front of Jamie. Instead, Jamie recounts a memory of his dad having a “proper rager” and the type of language we hear Eddie use when yelling at boys who tagged his van (“I’ll slap that f-king smile off your face … Listen to me, you little twat”) is mirrored by Jamie when he yells at the psychologist (“I don’t f-king wanna sit down! … Look at me now!”). In sum, what we say, do and share is key for boys’ positive development. 3. Boys are individuals. As one boy in our research shared: “To be a guy is to be human, it’s OK to be sad or upset or nervous and stuff. It’s also good to be happy so it’s OK to show how you feel and that.” Yet, that essential opportunity to be human is often curtailed for boys by the gendered expectations and pressures they feel. In Adolescence, we learn Jamie once loved to draw, but at some point he stopped. Comparatively, another detective, who is a woman, discusses how she was helped to survive a tough school environment when a teacher supported her drawing. Jamie’s dad talks about how he encouraged Jamie to be “sporty,” while, by contrast, Jamie relays he is not good at sports, and knew his dad was ashamed of this. The messages Jamie received told him that he needed to be a certain way, and when he failed to live up to those expectations, he turned to online manosphere spaces for acceptance. Similarly, in our research with former incels, we learned that participants found the community when they were looking for online help for their struggles meeting masculinity norms. So, if boys are struggling, parents can help them find supportive spaces that promote messages about the many ways to be a guy in the world, and that match their needs and interests. Resources for parents and caregivers • Gender-transformative interventions in the U.S. and Canada with evidence of effectiveness include Coaching Boys Into Men, Manhood 2.0 and WiseGuyz • Books: Masculinity Workbook for Teens; Raising Cain: Protecting the Emotional Life of Boys • Podcast: On Boys • Canadian non-profit Next Gen Men, dedicated to changing how the world sees, acts and thinks about masculinity. • Common Sense Media has great guides and information, though for some content, a paid subscription is required.

Source: https://policeprofessional.com/news/new-report-outlines-need-for-systemic-change-to-embed-anti-racism-in-policing/ A new report is calling for continued action to address systemic racism and embed anti-racist practices in policing. Delivered by the Institute for Educational and Social Equity, and funded by the Scottish Institute for Policing Research (SIPR), the report outlines key measures necessary to build a fairer, more inclusive policing system. These include comprehensive anti-racism training, strengthened community partnerships and a leadership commitment to integrate anti-racist principles. The research was commissioned by Police Scotland and the Scottish Policing Authority via SIPR as part of efforts to understand current evidence in relation to being an anti-racist and anti-discriminatory policing system. The report, Implementing Anti-Racism in Policing, followed an extensive and systematic review of literature about embedding anti-racist practice within policing and public services. Professor Liz Aston, director of SIPR, stressed the need for evidence-driven approaches to underpin long-term transformation: “I am delighted that SIPR has been in a position to support policing partners’ efforts to address institutional discrimination through this report which draws together important learning on approaches to implementing anti-racism in policing.” The report outlines several key considerations to embedding anti-racism within policing, including: Comprehensive anti-racism training: A robust and mandatory programme designed for all police personnel to address racial bias and discrimination. Strengthened community partnerships: Ensuring that marginalised communities play an active role in shaping policing policies and practices. Transparent accountability measures: Clear mechanisms to monitor progress, address disparities, and foster trust between the police and the public. Leadership commitment: A strategic, top-down approach to ensuring anti-racist principles are integrated across all levels of policing. As co-authors of the report, Dr Myrtle Emmanuel and Kenisha Linton urge the policing system to work towards implementing the report’s key considerations and stressed that: “Building trust and legitimacy in policing demands genuine, sustained collaboration between police and the communities they serve. “Our review shows that anti-racism cannot be effectively implemented without a values-based, trauma-informed approach – one that centres lived experiences, ensures accountability, and embeds anti-racism into everyday structures and practices. “True and lasting change will only happen when communities are not just consulted, but empowered as active partners in shaping and evaluating the policies and interventions that affect them. “Trust and legitimacy are not optional– they are essential to transforming policing cultures and achieving equitable, community-led policing.” Police Scotland’s Policing Together programme and implementation plan is driving work to become an anti-racist, anti-discriminatory organisation which fully reflects and represents the communities it serves.

Source: https://goodlawproject.org/crowdfunder/supreme-court-human-rights-for-trans-people/ We believe that the Supreme Court – which disgracefully refused to hear from trans people before handing down a decision with the profoundest possible consequences for trans lives – has placed or revealed the United Kingdom in breach of its obligations under the Human Rights Act. In a 2002 case called “Goodwin”, the European Court of Human Rights said: “A conflict between social reality and the law arises which places [a trans person] in an anomalous position, in which he or she may experience feelings of vulnerability, humiliation and anxiety” and found the UK in breach. Following that case, the UK introduced the Gender Recognition Act to make us compliant. The Minister introducing the Act said it was intended to alter the definition of man and woman in equalities legislation but the Supreme Court, because it refused to hear from any trans people, appears to have been oblivious to this critical fact and decided references to men and women were to “biological” sex. After the Supreme Court case, our so-called Equalities Minister, Bridget Phillipson, said “the ruling was clear that provisions and services should be accessed on the basis of biological sex”, and the Prime Minister, Keir Starmer, said he no longer believes that trans women are women: “A woman is an adult female, and the court has made that absolutely clear.” The decision and these statements shamefully deny the reality of trans existence and will lead to daily humiliation for trans people and for cis people who choose not to dress “normally”. And they will not make anyone safer, cis or trans. To use single sex services, trans people and “non-conforming” cis men and women will be required to “prove” their “biological sex”: goodness knows how. Trans women, and cis women who don’t abide by gender norms, will be “frisked” by men. Trans men will be forced to identify themselves to everyone as trans by using female services. Younger trans people will be humiliated at school and at university. The Nazis forced the LGBT+ community to identity themselves as “degenerates” by wearing pink triangles. Labour’s policy means that for trans people to move through the public sphere they will need, similarly, to identify themselves as trans in an increasingly violent and transphobic world. We believe the UK is now in breach of its obligations under the Human Rights Act and the European Convention of Human Rights and we plan to ask the High Court for a declaration of incompatibility. We believe the legal arguments are strong – but we must also point out that the Supreme Court has revealed a readiness on the part of our courts to disapply, in the case of trans people, normal legal and procedural safeguards. We have put together a legal team involving several KCs and at least one trans barrister. The legal team will be supported by heavyweight policy specialists in equalities law and will be informed by the lived experiences of trans people. We will publish the legal documents in the case as they become available and as the law permits. This is no small undertaking – but, for the trans community in Britain, it is literally existential. We would be grateful for your help.

Source: https://www.brixtonbuzz.com/2024/09/let-black-girls-be-girls-campaign-launches-across-london-to-raise-awareness-of-the-adultification-bias-of-black-british-girls/ Milk Honey Bees: See Us Hear Us, is an expanded research report from Milk Honey Bees, a creative and expressive safe space for Black girls to flourish. The report explores the experiences, perceptions and wellbeing of Black girls in London Secondary Schools. Through peer researchers, a survey and focus groups involving 121 girls from across London the report explores the question “To what extent do educators’ perceptions of Black girls impact their sense of identity and wellbeing of Black school girls in London’s Secondary Schools?” The report identifies 4 key findings: The negative perceptions of Black girls, many of which are rooted in historical constructions of Black femininity and shape Black girls’ daily experiences in the school environment. The excessive and disproportionate punishments they face compared to their white counterparts; particularly with regards to uniform, hair and assumed negative intent. Complex mental and emotional well-being needs are frequently overlooked and misinterpreted due to damaging perceptions of Black girls. Black girls told Milk Honey Bees how they find joy, safety, and support, namely through engaging in creativity, protection in isolation, and the positive aspects of certain relationships with school staff. Black girls’ experiences are marked by a harmful duality of being invisible when they need care and support, yet hypervisible in negative contexts, where stereotypes and punitive responses are amplified. Perceptions: Milk Honey Bees found that the Black girls in the study were adultified and stereotyped at school .Their emotions are misinterpreted as defiance rather than hurt, with adultification evident in teachers labelling them as immature or childish when displaying emotion or normal teen behaviours. Black girls’ behaviours and emotional expression are viewed through a lens of defiance and aggression. Punishment 60% of the girls felt they were unjustly punished, with responses to their behaviour deemed extreme compared to their peers. 60% also said their punishments were escalated to senior leadership, whereas only 14% received specialist support during or after, revealing a disproportionate emphasis on escalation of punishment rather than support. Emotional Wellbeing: 83% of participants reported experiencing a significant emotional event in the past three years, yet only 34% disclosed this to school staff and just 25% received support. Only 8% would approach a staff member if they were struggling, fearing misunderstanding or negative consequences as they feel their emotions are punished rather than recognised as needing support. Invisibility Black girls feel ignored or seen only through stereotypes rather than as their true selves. It also manifests in their desire to shield themselves or be shielded from those who view them negatively or fail to understand their perspectives, behaviours, or ways of communicating.

Source: https://www.fenews.co.uk/exclusive/edi-policies-are-under-attack-what-do-we-do-about-it/ From The US President to some of the world’s largest corporations, a battle is raging around EDI policies and principles. The impact will be felt everywhere, so for those of us who believe in the value and importance of equity, diversity and inclusion, how should we respond? First, we have to determine the audience. Are we addressing this threat internationally, nationally, locally or within the narrow sector of education? We have to work out for ourselves, on what level we can be effective, rather than wasting energy raging against an unlistening opposition. It will be vital to know what things we can impact and change, and to separate them from the rest of the noise around the issue. Speeches and statements of intent have their value, but hard evidence will always be more compelling. A powerful business case will always carry more weight than the moral arguments. For example, it’s easy to say, the gender pay gap is a bad thing. It’s rather more persuasive to point out using hard data, as the independent McGregor-Smith review did a whole eight years ago, that eliminating that gap would add a whopping £24 billion pounds to the UK economy – around £30 billion today. Change is Coming The Employment Rights Bill currently navigating its way through Parliament will have a significant impact on EDI policies and practice. Gender pay gap reporting for larger companies will now have to be accompanied by action plans, explaining how the business concerned intends to address the problem. Coming down the tracks will be an Equality (Race and Disability) Bill formalising a requirement for ethnicity and disability pay gap reporting. It would be odd if such a move was not also accompanied by a similar requirement for action plans. Companies are going to need support in how to implement both of these, and FE would seem to be ideally placed to formulate and offer such training. At Milton Keynes College we’ve been voluntarily conducting and publishing ethnicity pay gap reviews for the past three years, and the data is very revealing. A decade ago, it felt as if the desirability of EDI was largely unquestioned by the public at large and particularly, those in authority across the political spectrum. Things are very different now. When it comes to the voices raised against EDI initiatives, we can no longer expect them to be ignored and shouted down, and perhaps that’s actually a good thing. It is so easy in this space to listen to win, rather than listening to learn. If people in our communities or even in our institutions have objections, we need to understand them, rather than simply trying to win a debate. Opposition to EDI often comes from a position of weakness. People expressing it feel themselves disadvantaged. Our explanations of why EDI is a “good thing,” can no longer be about why it’s beneficial for particular sectors of the community, but why it’s of benefit to everyone, including those who are deeply sceptical – and then prove the case with hard data. But, to be able to make that argument and demonstrate its efficacy, we must first understand where their objections lie. A visit to social media will quickly reveal questions like, why are you talking about women all the time? Why are you talking about race? Why are you constantly talking about trans rights? We might instead talk about more equitable initiatives or policies that benefit everybody. To come up with change that can be effective and popular, we need to ensure that our organisations’ processes are transparent. We’ve all heard those complaints that so-and-so only got a job because they are black/a woman/have a disability (insert your preferred disadvantaged group here). Such resentment runs deep and feeds into the arguments against EDI as a barrier to progress for others. For processes to be transparent, there must be support across all areas of an institution and it is the responsibility of those at the top of the organisation to set the tone in clear terms. If an institution believes it would be right to ensure students and staff have access to both gender-specific and gender-neutral toilets, for example, there has to be buy-in at all levels, from marketing to security to curriculum and beyond. If finance don’t understand the value, they’ll say it’s too expensive. If estates management doesn’t get it, they’ll say there’s no space. Representation Representation is an area that can no longer be viewed as a matter of simple demographics and needs to be reexamined. The, “you have to see it to be it,” argument still stands, but there is also a deeper question of what does representation really mean. Visible representation is important, but so is the way different perspectives are “represented” within decision-making. Are the voices of those impacted by decisions considered, valued and ultimately influential in how those decisions are made within any institutions or organisation? An all-female leadership team at a girl’s school might look ideally representative, but if they are all middle-class and from a Christian background, how representative are they of pupils from a blue collar south Asian tradition? Equally, do we have leaders who really understand what it is like to grow up in a white working-class household with no books and a history of unemployment spanning three generations? These are not simple problems to solve, but they must be addressed if we are to prove the worth of our EDI policies. We mentioned earlier about deciding which was the battle in which we can have the most impact, and that the corporate and international spheres were probably harder to affect. All the headlines have been about one global giant rejecting the principles of EDI while another doubles down and insists it will go even further than before. This distracts from the fact that three out of five UK workers are employed by SMEs, whose policies don’t grab the headlines. As FE colleges we have direct lines into many of these, as well as their membership organisations like the Federation of Small Businesses and the local chambers. Influenced by the big-name companies, there is a risk that many of these will become quiet quitters, letting their EDI policies slide because it’s simply easier to do so in the prevailing climate. We need to keep explaining to those employers the commercial benefits of sticking with it. None of this is actually taking us very far away from the strategy we’ve been employing as a sector for a number of years. Fairer Futures for All The AoC’s EDI Charter commits us to, “listening to, and reflecting on our obligations to the communities we serve… and encouraging those with whom we contract to support our commitments.” The point is we need to be thinking about the whole of our communities, getting the message across that John F Kennedy was right when he said, “a rising tide lifts all boats.” The act of persuasion is not around telling people EDI is a “good thing,” but that it is a “good thing for them.”

Source:https://www.forbes.com/sites/yolarobert1/2025/02/27/meet-the-south-asian-women-reshaping-business-and-culture-in-america/ The rise in South Asian female leaders in America has grown across the C-suite, entertainment, academia, and entrepreneurship. Not long ago South Asian women were largely underrepresented in corporate boardrooms and creative industries, particularly in the United States. Over the last decade, especially in the previous five years, South Asian women have become some of the most influential leaders in society today, reshaping business and culture, and using their powerful voices to drive change. “South Asians have been an unstoppable leading force in the founder scene for centuries. We’re finally getting the recognition we deserve for our invaluable contributions as CEOs, innovators, visionaries & creatives,” shared Maneet Ahuja, Editor-at-Large at Forbes. “It’s important for the South Asian & AAPI community to keep championing our collective impact—by breaking down barriers we all rise together.” Organizations like Gold House, Female Founders Fund and The Asian Pacific American Taskforce have been instrumental in continuing to fund, conduct research, provide platforms, and create legislation that fosters the rise of South Asian American entrepreneurs, leaders and culture makers. Below are some of the top female South Asian American entrepreneurs, executives, entertainers and government. Leena Nair: Nair transitioned from engineering and human resources at Unilever to leading one of the world’s most prestigious fashion houses as the first South Asian CEO of CHANEL. The course of her remarkable career blends technical expertise and creative leadership in a manner that redefines modern business. Indra Nooyi: After kickstarting her career at Motorola, Nooyi became the first female CEO of PepsiCo in 2006. Nooyi led the soda giant for 12 years, driving initiatives that emphasized sustainability and more health-conscious products. Today she serves on Amazon’s Board of Directors and remains a powerful role model for all women. Revathi Advaithi:Advaithi, CEO of Flex, has been instrumental in fostering U.S.-India partnerships under the Biden administration, particularly in electric vehicle adoption and climate technology. Her leadership underscores the pivotal role of South Asian women in driving global impact. Anjula Acharia:As a master connector and brand strategist, Acharia wields her power across industries as the founder and CEO of A-Series Investments and Management. Acharia, who currently manages Priyanka Chopra Jonas, played a key role in successfully managing the global icon’s transition from Bollywood to Hollywood. Acharia also established a strong track record of mentoring leaders and has risen as a successful multi-unicorn investor. She has backed companies including ClassPass and Bumble, and the popular beverage startup Olipop. Payal Kadakia: Kadakia opened up a new world of possibilities as a startup founder. Her company, ClassPass, was the first billion-dollar company by a South Asian woman. Her vision revolutionized the wellness industry, offering flexible fitness options globally. Priyanka Chopra Jonas:Since her leap from Bollywood, Chopra Jonas has dazzled on American big screens. After making her debut on American TV with ABC’s hit show Quantico, Chopra Jonas has landed several leading roles in recent films, including Love Again and the upcoming Heads of State, where she stars opposite Idris Elba, as well as the Russo Brothers’ production The Bluff, both set for release this year. She is also set to lead Season 2 of Amazon’s Citadel. Chopra Jonas has firmly established herself as an international leading lady. Additionally, she has built a successful production company, co-producing multiple award-nominated projects, and is the face of major brands such as Bulgari, Johnnie Walker, and Victoria's Secret Mindy Kaling:Kaling another Hollywood icon, made a name for herself acting, writing, directing, and producing culture-shaping television shows, starting with The Office. Kaling has since become a champion of Indian women on-screen and introduced bright new stars on her popular shows Never Have I Ever and The Sex Lives of College Girls. Tack on a Tony Award and two bestselling memoirs, and Kaling has become a leading voice in entertainment. Most recently Kaling has gotten herself a Fame Star on the Hollywood Walk of Fame. Bela Bajaria:Bajaria exhibits the creativity and resourcefulness typical of modern South Asian women. As the Chief Content Officer at Netflix, she has exerted her influence by developing some of the most binge-worthy content to ever hit streaming. She oversees global programming, including culture-creating shows from Bridgerton to Stranger Things to Squid Game. Bajaria has become a prominent player in the industry for her groundbreaking work, and her name is consistently included across Most Powerful Women lists. Anjali Sud:Sud became the CEO of Vimeo at only 33 years old and turned the company profitable, underscoring that South Asian women make excellent business leaders. Today, Sud is the CEO of Tubi TV and continues to transform the industry and how people consume free content in the future. Padma Lakshmi: Paving other avenues in TV is Lakshmi, who introduced the world to immigrant foods that now influence Western cuisine. As the former host of Bravo’s Top Chef and the current host of Taste the Nation. Lakshmi shared her passion for food with others in ways that inspired them to try new things and experience new flavors through TV and her cookbooks, as well as based on her commentary as a judge on one of the most famous cooking competition shows. Lakshmi began her career as a model, where she was often the only Indian woman in the room. She has since loaned not only her face but her voice to others through works like her powerful memoir, Love, Loss, and What We Ate, and a children’s book, Tomatoes for Neela. Sharmeen Obaid Chinoy: Behind the big screen, Obaid Chinoy is leaving her mark. She is an Academy Award-winning director who spotlights critical global issues through her documentaries, including A Girl in the River: The Price of Forgiveness and Saving Face. Her latest work, Diane von Furstenberg: Woman in Charge, is currentlyfeatured on Hulu. With these successes, she has been tapped to direct the newest Star Wars film slated to release in 2026.

Source: https://www.personneltoday.com/hr/study-finds-uk-firms-are-not-ditching-dei/ Despite the backlash against diversity, equity and inclusion programmes in the US, UK firms are protecting DEI budgets and embedding DEI goals into their core business. A survey by employee experience platform Culture Amp published this week found that most UK firms saw DEI schemes as a valuable investment, and have sought to embed systemic change into operations at a time when DEI budgets are under pressure. The survey, of more than 1,000 UK organisations, found three-quarters of businesses (74%) had a DEI programme. A quarter of these firms (26%) had increased funding compared with the previous year, while one-third (33%) had a DEI programme with the budget remaining stable. More people disagreed with the statement that their employer was “too woke” than agreed, by 41% to 28%. Employees aged over 55 were less likely to view their company as woke than employees aged under 45. The 25-34 age group was most likely to believe their employer was woke. Four out of 10 companies had added DEI questions to their hiring processes while more than one third (36%) were adding diversity questions to engagement surveys to capture diversity demographics. A small minority (13%) felt their organisation invested too much time and money in DEI programmes. Other recent studies have provided a mixed picture of attitudes in the DEI arena. Channel 4 research found that nearly half of Gen Z men (45%) believed that “we have gone so far in promoting women’s equality that we are discriminating against men” and 44% said they thought women’s equal rights had gone far enough. A study by Occupational Health Assessment found evidence, from a small sample of executives, that 69% of senior leaders felt that changes of policy in the US was bound to influence UK thinking and spending in the DEI arena, with nearly four in 10 respondents (37%) agreeing with the rollback of at least some measures on this side of the Atlantic. This figure included 32% who feel that some aspects of DEI policies required change. A further 5% said that DEI had already gone too far in the British workplace. However, most UK employers (53%) said they continued to support equality and diversity policies, found the Occupational Health Assessment report. More than one-fifth (22%) said they would like to see DEI initiatives strengthened further, and 31% felt current initiatives were “about right”. Culture Amp’s equitable operations vice president, Aubrey Blanche-Sarellano, said the firm’s survey had found that “a big majority of UK companies are still committed to building workplaces where people are treated fairly and with respect.” She added that it was striking that support for DEI in UK workplaces was strongest among older age groups. These were more likely to be senior management and line managers who recognised the benefits of more equitable workplaces and could lead systemic change in their organisation. “While UK firms are facing pressures on DEI programme budgets, many are embedding equity into core business processes such as hiring, evaluating the employee experience and employee engagement, to drive structural change while staying within budget,” said Blanche-Sarellano. Under the Equality Act 2010, which combined many laws on discrimination into one Act, the UK has built up protections for minorities that prevent firms from fully endorsing the new US approach, as espoused by Donald Trump. Further legislation in the pipeline will also establish ethnicity and disability pay gap reporting.

Source: https://www.edtechinnovationhub.com/news/uk-government-unveils-digital-inclusion-action-plan-to-addr... The UK government has announced a new Digital Inclusion Action Plan, to address digital exclusion and equipping millions with essential online skills. The initiative is led by Members of Parliament Sir Chris Bryant MP and Peter Kyle from the Department for Science, Innovation and Technology. Addressing digital exclusion in the UK According to government research, one in four Britons faces barriers to digital access, with 1.6 million people living offline. Limited digital skills can result in higher costs for services such as home insurance, travel, and utilities, with some paying up to 25% more than those who are online. The government has highlighted digital skills as essential for accessing public services, managing finances, and improving employment opportunities. Technology Secretary Peter Kyle emphasized the urgency of the initiative, stating: "The technological revolution we are living in is not only transforming everyone’s lives but is advancing at breakneck speed, and will not slow down any time soon. Leaving people behind in the process could threaten our mission to maximize technology for economic growth and better public services, which is central to our Plan for Change." The Digital Inclusion Action Plan aims to bridge the gap by funding local initiatives that provide digital skills training and access to technology, particularly for the elderly and low-income households. The government will also partner with Digital Poverty Alliance to distribute laptops to those most in need. Industry partnerships to expand training and connectivity The plan has secured backing from major technology companies, which will provide digital skills training, affordable connectivity, and free access to technology: Google will collaborate with the Department for Science, Innovation and Technology (DSIT) to provide intensive digital skills training for adults with low digital proficiency. BT and Vodafone have pledged to connect one million people to digital services, including through discounted tariffs and donated devices. CityFibre is expanding broadband connections to 170 community sites across the UK, offering six months of free service. Virgin Media O2 will increase its digital inclusion efforts, providing connectivity and digital literacy programs for one million people by the end of 2025. WightFibre will provide free or discounted broadband to community organizations on the Isle of Wight to ensure public access to Wi-Fi. Telecoms Minister Chris Bryant underscored the importance of making digital access universal, stating: "Digital services are a key part of everyday life. Banking, parking your car, searching for the best value insurance, these are all part of modern life. But digital innovation cannot be a privilege of the wealthy or the young. From boosting digital skills to improving access to laptops, today we are setting out clear actions to give everyone across the UK the skills, confidence, and opportunity to make the most of the digital world and thrive in our modern society." Debbie Weinstein, President of Google EMEA and Interim Head of Google UK, said: "It’s essential that we bridge the digital divide and equip everyone with the skills they need to harness the opportunities of the online world. We’re excited to be a part of the Digital Inclusion Action Plan — building on our legacy of training over 1 million Brits in digital skills. Ensuring that everyone benefits from helpful, productivity-boosting AI-powered technologies is key to growth and to what we do." Local Authorities to play a key role. The government will provide funding to local councils and mayors to implement community-driven solutions that reflect the specific digital challenges faced in different regions. Mayor of Greater Manchester, Andy Burnham, welcomed the approach, saying: "There is still too much digital exclusion in the UK. Technology should be accessible to all, and I welcome the recognition of Mayoral Combined Authorities as leaders in driving locally-led solutions." Similarly, Mayor of the Liverpool City Region, Steve Rotheram, highlighted the broader impact of digital inclusion efforts: "Digital inclusion is not just about providing access to technology; it’s about unlocking opportunities for everyone. In the Liverpool City Region, we’ve seen firsthand the transformative power of ensuring that nobody is left behind in the digital age." Helen Milner OBE, Group Chief Executive of Good Things Foundation, emphasized the importance of local partnerships:

Source: https://www.gov.uk/government/news/the-uk-supports-disability-inclusion-to-drive-innovation-in-uganda#:~:text=World%20news%20story-,The%20UK%20supports%20disability%20inclusion%20to%20drive%20innovation%20in%20Uganda,over%203%2C000%20children%20with%20disabilities. High Commissioner perspective: a society transformed Lisa Chesney MBE, British High Commissioner to Uganda, said: the International Day of Persons with Disabilities observed globally on December 3, reminds us of the critical importance of disability inclusion. Last week, I attended a celebration in Uganda for the International Day of Persons with Disabilities, organised by the Ministry of Gender, Labour, and Social Development. I was deeply moved by the stories of resilience and achievement shared by the disabled people I met. Disability inclusion strengthens businesses and uplifts nations. Research shows that investing in disabled people’s health, education, and employment could boost Uganda’s GDP by 3%. When society includes everyone, we all benefit, creating a stronger, fairer, and more productive nation. Uganda has made great progress, with policies like the Persons with Disabilities Act 2020 and initiatives such as the UK-funded Inclusion Works, which have empowered disabled individuals to start businesses and gain independence. However, more work is needed to turn laws into action. For example, I heard from some members of the parliamentary forum on disability and activists that despite best intentions, fiscal and urban plans often do not meet the defined accessibility requirements. Policies should also translate into actions towards meaningful employment of people with disabilities. Such steps are crucial for lasting progress. The International Labour Organisation link inclusive employment practices with increased productivity, innovation, and financial returns. Yet many employers remain biased against disabled people. One example is Nankoma Fatuma, a graduate with hearing impairment, who struggled to find work until she received support from a UK-funded programme to start her own business, employing two other people with disabilities. Nakoma’s story is a testament of returns to investment on people with disabilities and evidence of how much potential is lost due to discrimination. The Ministry of Gender, Labour, and Social Development recently announced plans to reward businesses excelling in disability inclusion. I look forward to seeing these trailblazers recognized and hope their success inspires others. On 12 December 2024, British Council will also host an event focused on amplifying the leadership of persons with disabilities, especially women and girls. The UK is proud to support disability inclusion, from co-hosting the 2018 Global Disability Summit to supporting over 3,000 children with disabilities through the Girls Education Challenge. We also help disabled entrepreneurs access digital tools, increasing their market reach by 25%, and support healthcare workers to respond to the reproductive health needs of disabled people. I am committed to continuing this important work through the British High Commission. CEO perspective: inclusion drives innovation Sanjay Rughani, CEO of Standard Charter Bank Uganda, said: At Standard Chartered Uganda, we believe in opportunities for all. It’s not just a moral stance—it’s a business imperative. Disability inclusion enhances innovation, expands market potential, and increases productivity. Yet, too often, the talents of millions of people with disabilities in Uganda remain untapped. With over 4.5 million Ugandans living with disabilities, representing just over 12% of the population, the unrealized economic and social potential is staggering. Stigma and lack of access to education and employment are persistent barriers. Only about 9% of children with disabilities attend school, and unemployment among people with disabilities is disproportionately high. At Standard Chartered, we’ve embraced disability inclusion as a cornerstone of our operations. Through programs like EmployABLE, we equip people with disabilities with job-ready skills, mentorship, and employment opportunities. This isn’t charity; it’s strategy. Employees with disabilities bring resilience, problem-solving skills, and a unique ability to innovate. For instance, our Sustainability Manager, Deus is visually impaired. This has not deterred him from leading all our community impact initiatives under Futuremakers, initiatives that have impacted over 100k beneficiaries through various local partners and earned the Bank the social license to operate but also manifests our Brand Promise, Here for good for our communities. Our investments don’t stop at recruitment. We’ve made branches physically accessible, with ramps, audio-equipped lifts, and inclusive digital banking platforms like Straight2Bank. Every step makes a difference. Research shows that inclusive workplaces experience higher employee engagement and productivity, fostering a culture where everyone thrives. To Uganda’s business community: we have an opportunity to transform our workforce and economy. Let’s move beyond token gestures and create real opportunities. Disability inclusion is not just about doing good—it’s about doing well.