Diversity and inclusion in the workplace is important. It was once seen as the 'fluffy' side of HR but it is now generally accepted to be a central part of any workplace, although some still need a bit of pursuading. Poor diversity and inclusion typically has a negative impact on factors such as employee performance, sickness absence rates, retention rates, and ultimately overall company performance.
It is therefore very positive that Thomson Reuters have recognised the value of diversity and inclusion, to the extent that they have created a specific Diversity and Inclusion Index which ranks the top 100 publicly traded companies globally with the most inclusive workplaces using 24 different metrics across four categories: diversity, inclusion, people development and news controversies. By using algorithms, the index will look at over 5,000 global companies, taking into account measurements like gender diversity of the company, cultural diversity of the board, proportion of employees with disabilities, and companywide targets on diversity and opportunity. By comparing how companies measure up against each other in each of the categories, only those with scores across all four areas (diversity, inclusion, people development and news controversies) will feature.
Thomson Reuters considers that the index will provide vital information for those wishing to make socially responsible investments, which I am sure will be the case. It is also refreshing to see that company performance is, for the first time, being intrinsically linked with the concept of diversity and inclusion. It is something that we here at byrne.dean have been saying for years; diversity and inclusion should not be viewed as a 'fluffy' intangible thing - it is at the very heart of every organisation - the Diversity and Inclusion Index provides hard, tangible data of that fact.
Thomson Reuters today announced the launch of its new Diversity & Inclusion (D&I) Index. The D&I Index ranks the top 100 publicly traded companies globally with the most diverse and inclusive workplaces, as measured by 24 metrics across four key categories: Diversity, Inclusion, People Development and News Controversies. The Index is then calculated by weighing each metric based on importance in the market and how each company compares with its peers.
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Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Head of Employee Relations in global financial services, Cicilia has seen first-hand how alcohol can affect conduct at work, with deep expertise in leadership, culture and people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.
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