Diversity and inclusion

Stop harrasment #metoo
As employers continue to deal with the fallout of the #MeToo movement, the importance of effective sexual harassment training has become more clear. Having a workplace that is free of sexual harassment supports SDGs 5, 8 and 10. This article provides advice on why effective sexual harassment training is needed now more than ever, and best practices that apply no matter where you are.
Contributing to goal 5 (gender equality), these authors take a critical look at current efforts to measure women’s empowerment at the individual/household level through standardized tools. They confirm that agency alone does not adequately reflect local meanings of empowerment.
D&I Blog Picture
Embracing gender equality, decent work and reduced inequalities are important to SDGs 5, 8 and 10. This article discusses how US workplace are becoming increasingly diverse, and organizations use this to create a competitive advantage.
In de Souza E Souza v Primark Stores Ltd, the employment tribunal awarded £47,433 to a transgender employee who suffered harassment and recommended that the employer adopt a written policy on how to deal with new and existing staff who are transgender or who wish to undergo gender reassignment. This advances goal 8 (decent work and economic growth), goal 10 (reduced inequalities) and goal 16 (peace, justice and strong institutions).
The First 100 Years is a ground-breaking history project charting the journey of women in law since 1919. The project’s vision is to ensure a strong and equal future for all women in the legal profession through a deep understanding of the past combined with a celebration of today. It therefore supports SDG 5 with a focus on target 5 concerned with women in leadership positions. This video interview with Lady Hale, the first female President of the Supreme Court, gives a personal account of her being the ‘first’ many times over and the role of women in the legal profession.
The Government's scheme for individuals to apply for tribunal fees refunds has been rolled out to all applicants, after a "successful opening phase of the scheme". This reduces inequalities between richer and poorer employees and between richer companies and poorer employees contributing to SDG 10.
Gender differences in child development have been extensively studied in high-income countries, but few data are available from low-income and middle-income countries. In this study of six countries across the Asia-Pacific region, researchers address this research gap, and find that girls aged 3–5 years outperform boys in developmental tests. The development of girls is anticipated to provide greater opportunities for economic development and will be key to achieving SDG 5.
SDG target 10.3 is concerned with eliminating discriminatory laws. In the UK, it has been successfully argued before an employment tribunal that a discrimination claim - thrown out during the fees regime because the claimant did not pay - should be revived. This sets a precedent for reducing inequalities based on the ability to pay.
Afghanistan has prioritised the achievement of universal health coverage, drawing attention to underserved groups such as people living with disabilities. This study analyses the progress of improving health care coverage for people with disabilities, between 2005 and 2013, using the indicators availability of health care, as well as perceived coverage of health needs. As part of SDG 3.8, this study helps shape policy for improving the provision of health care for people with disabilities.
Goal 5 target 5 is concerned with women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life. This study advances this target by studying gender diversity in medium to large organisations and asserts that diversity and equality management (DEM) systems are positively associated with performance and this relationship is moderated by lower to middle management gender diversity.

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