People with disabilities are under-represented in the workplace. Gender is often touted as a more important priority for diversity and inclusion activity – because more than half the population is female. But people with disabilities make up the next largest group yet they are often overlooked. Even when organizations do seek to include people who are differently-abled, they often start with an occupational health assessment – telling people what they already know about themselves at a cost to the business. PDT Global’s consultant, Eleanor Brett, shares five practical tips and insights that can help business leaders progress towards true inclusion for people with disabilities

There are many inclusion “levers” we talk about implementing. But they all have to be implemented—and at the same time. You can’t be a little bit pregnant—just like you can’t do a little bit of inclusion. You’re either doing this work and pulling the levers or you’re playing at it. Angela Peacock discussed the levers to pull on if you’re serious about inclusion in her latest podcast.

In a world where one in five LGBTQI+ employees has received negative comments at work and 91% have had to cover an element of who they are, there’s still much to do to improve our working environments. If we believe the workplace should be a space where everyone – including the LGBTQ+ community – can succeed, perform and deliver on an equal playing field, then these statistics should make us all sit up and take notice.

Change tends to bring a mixture of brilliant opportunities and worrying realities. In times of crisis, there are those who get creative — and those who resolutely stick with what they know. In our latest podcast, PDT Global’s Nic Girvan, discusses what the pandemic has taught us about L&D.

If employees are going into work and hearing negative comments about their identity, it will corrode the company’s culture from the inside out. Yes, we are all human, and we all make mistakes. But it’s key that we try to educate ourselves on inclusive language as much as possible. PDT Global's D&I consultant, Alice MacDonald shares her insights into why it is so important to cultivate inclusive language in the workplace

When diversity and inclusion movements such as Black Lives Matter are in the news, people are quick to join in and show their support—whether by attending marches, wearing badges, or writing blogs. But the hard work needs to start when the headlines have faded, particularly when it comes to the workplace. Angela Peacock shares here advise and tips on how to keep the Allyship momentum going beyond the headlines.

The beginning of the lockdown saw many diversity and inclusion (D&I) leaders fall into the 'non-essential' category and laid off. But the Black Lives Matter movement has ensured D&I is now firmly back on the risk register – where it always should have been – for business leaders everywhere. If you would like to read the article in full and more please visit our website: