EDI Special Reports

People with long-term health conditions are entitled to adaptations to their working environment or arrangements

Inclusive workplaces bring benefits for employers and employees, as the experiences of a graduate of the TCPID Certificate in Contemporary Living programme illustrate

ERGs provide support for personal and career development, forums for discussion and channels for initiating change

The Civil Service gender balance is better at senior management level, with data seen as key to continued advances across the public sector

Millennials and Gen-Zers look for organisations that prioritise diversity and inclusion – EDI training might help yours to attract them

Workplace equality, diversity and inclusion is fundamental to a fair society – here experts suggest steps to take

Offering flexibility is the best way to bring parents, people with a disability and those from minority groups into the workplace

Laura O’Donovan of the Irish Centre for Diversity found keeping her sexuality secret detrimental to her career

Figures show Ireland ranks worst in the EU for employing people with disabilities – how can that be improved?

Ireland has entered Europe’s top 10 for gender balance at board level – now the focus is shifting to leadership teams

Caregiving, particularly, can affect progression but seeing maternity leave as a part of one’s career benefits businesses and employees

Although progress in equality, diversity and inclusion is hard to quantify, the benefits of EDI policies are clear

To be effective, UB training must teach people to manage their biases, change their behaviour and, crucially, track their progress, writes Deanna O’Connor

More than the aspirations in a company’s mission statement, these policies ensure that equality, diversity and inclusion is the lived experience of its employees

How open to be is a constant consideration for LGBTQI+ people in workplaces, where we can experience discrimination, conscious or otherwise, writes Peter McGuire

At today’s rate of reform, the gender pay gap won’t close for 130 years, the World Economic Forum says

Irish businesses are beginning to wake up to the advantages that neurodiverse talent can bring

A proactive approach to gender equality is warranted but new policies alone won’t bridge the gap

At least until recently in Ireland it was not unusual to have a boss tell you not to discuss pay with colleagues

Peter McGuire on coming out in the workplace and how exclusion can be subtle, sometimes unintentional and sometimes overt, and you never know the prejudices some colleagues may quietly hold

Introducing support groups and reimagining cultures are some of the ways in which companies are striving to become better, writes Peter McGuire

The “always on” culture makes new forms of support valuable

There must be a level playing field for everyone working, especially as many people still choose to do their jobs remotely

Supporting people who work past the traditional retirement age can pay off for everyone

How office design has evolved to facilitate people of all disabilities

While maternity and paternity leave have become standard, companies also need to have clear policies for issues such as fertility, IVF and miscarriage

EDI needs to be a part of the company culture to combat subconscious attitudes and social stereotypes

Despite being highly qualified, women are underrepresented in leading positions, and progress is glacial

Inclusion initiatives must be seen as valuable and not part of some ‘woke’ agenda or an attack on dominant groups

Female participation in the Irish workforce has risen thanks to increased flexibility but companies still need to make themselves more attractive to female candidates

Organisations should take a systemic approach to promote diversity and inclusion in ways that also support business

We look at how workplace policies are keeping pace with social changes

Sacha Dekker was shocked when she returned to work six years ago to be told by a HR manager that her disability was not a priority for the company

Over three-quarters of girls say lack of subject choice blocks off Stem careers

The 30% Club sees lockdowns as having removed stigma from working from home

Careers of women, LGBTQ+ and those with disability threatened by fallout of Covid-19

‘Our programme ... is an in-depth developmental programme for women leaders’

Remote and blended working offer flexibility but challenges of accessibility remain

‘We host ceo broadcasts in which our people have the opportunity to send through questions’

We must change office culture unconscious bias which forces staff back into closet