The revelations of sexual harassment in the celebrity workplace as well as at the highest levels of government and public institutions have brought this very important aspect of discrimination and inclusion centre stage. And not before time. This is an issue that is now high on the agenda for many corporates, and many companies GDP […]
Leaders need to say “not on my watch” to sexual harassment Read More »
Four weeks ago, Tim Cook sent an email to his employees explaining why he disagreed with President Trump’s statements following violent demonstrations in Charlottesville, Virginia. He wrote: “What occurred in Charlottesville has no place in our country. Hate is a cancer and left unchecked it destroys everything in its path. It’s scars last generations.” At
Did Apple’s Tim Cook change the CEO agenda for good? Read More »
Creative and advertising businesses are turning to diversity and inclusion as the next step in their business journey. Some companies are already planning change. At GDP, we have recently had an interest in D&I workshops and seminars from advertising, media, and publishing groups. We have also advised many leading brands on how to ensure they
Is media land ready for diversity? Read More »
In June 2017, 175 CEOs in the US joined forces in a new alliance: CEO Action for Diversity and Inclusion. Featuring many of the world’s largest organisations – and businesses such as Walmart, that I have personally worked with – this new alliance is the largest statement to date that global business is now serious
Is it the law to be diverse and inclusive as a business owner? Read More »
The shocking and fascinating revelation of the astronomical salaries commanded by some of the BBC’s ‘top talent’, as well as the predominance of white and male presenters among the top 20 earners has perhaps eclipsed the reality that in barely six months, companies across the UK will be expected to publish their own pay gap
What should the BBC do next? Read More »
Inclusive work cultures engage the whole employee to get the most of their potential contribution. Time and again, organisations see that the best business solutions come from diverse teams working effectively together. But true diversity means engaging the whole person, not just a part. I once worked on a project in Asia to identify solutions
Why do inclusive leaders know their employees’ hobbies and interests? Read More »
The five most common “yes, but…” barriers to making organisations more inclusive: #1. Why bother? What difference will it make? We all want to get the best out of our people. Doing so means embracing the differences that individuals bring to the workforce. It means enabling each person to give of their best, and to be
Diversity & Inclusion: Why bother? Read More »
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