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Runnymede collaboration with the Centre for Labour and Social Studies to research race and class inequality in the UK and foreground a new way of talking about these issues so that:-      we build solidarity across struggles, sectors and movements-      we are better equipped to tackle structural race and class inequality

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Runnymede collaboration with the Centre for Labour and Social Studies to research race and class inequality in the UK and foreground a new way of talking about these issues so that:-      we build solidarity across struggles, sectors and movements-      we are better equipped to tackle structural race and class inequality

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Includes a link to the Race and class messaging toolkit for advocates to build solidarity across difference which we briefly touched on

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The ‘traditiona’ arts such as performing and visual arts, crafts), creative industries policies (digital, social media, broadcasting and film, and advertising), urban regeneration and cultural policies.

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Dragana Ramsden reviews the WRC women's leadership course she recently attended

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Dragana Ramsden reviews the WRC women's leadership course she recently attended

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Menopause in the Workplace: Impact on Women in Financial Services

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Menopause in the Workplace: Impact on Women in Financial Services

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128,000 women, or 1 in 10 employees, working in the financial services sector are currently going through the menopause. For almost half of employees experiencing the menopause, it makes them less likely to want to progress in their role. For a quarter it is the reason they are more likely to retire early.

Wonder what the picture is in all kinds of FE?

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Working with Standard Chartered Bank and the Financial Services Skills Commission, our latest research explores that many women working in financial services consider leaving their roles or are less likely to apply for promotion because of the menopause. Normalising conversations around menopause in the workplace is an essential step in response to this. Increasing awareness and supporting menopause transition will help retain and progress key talent and improve representation of women at all levels, including the highest levels in an organisation.

The Fawcett Society conducted a large-scale survey of over 2,400 women and men working in the UK financial services sector at all levels, from over 100 organisations.

The Menopause in the Workplace: Impact on Women in Financial Services report uncovered three key findings:

A culture of silence means the impact of the menopause is hidden. Only 22% of women and trans men currently experiencing the menopause disclose their status at work. Worries about social stigma are a bigger blocker to disclosure than preferences for privacy and there was strong support for action to reduce that stigma.

The sector is losing talent because of the menopause. Amid this culture of silence and the impact of symptoms, the menopause is holding back women from progressing and in some cases staying in work. For almost half of women and trans men who are currently experiencing the menopause, it has made them less likely to want to apply for a promotion. One quarter of employees currently experiencing the menopause said their experience has made them more likely to leave the workforce before retirement.

With the right support, women can stay and progress in financial services. Women in our research had a clear message: just as employers have with mental health, we need to break the stigma and taboo on the menopause. Most of the women we spoke to who reduced their seniority or left their roles believed that had they known more about the menopause and been given support, they would have stayed or progressed.

128,000 women, or 1 in 10 employees, working in the financial services sector are currently going through the menopause. For almost half of employees experiencing the menopause, it makes them less likely to want to progress in their role. For a quarter it is the reason they are more likely to retire early.

For too long, menopause has been a taboo, with the research finding that a lack of information and a culture of silence means that many women do not disclose their menopause status, and, as a result, employers are unable to fully support them in the workplace.

The report identifies key actions that organisations can take to better address the barriers faced and create workplace cultures where menopause is better understood.

All of our reports, briefings and publications can be provided in printed form. Please email: [email protected] with your request.

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Menopause in the Workplace: Impact on Women in Financial Services report

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The Fawcett Society, working with Standard Chartered Bank and the Financial Services Skills Commission, publishes new report on women's experiences of menopause in the financial services sector.

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I originally wrote this piece for FE week but felt it needed some more tweaks and another spotlight to keep us thinking and talking..

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WLN Ending sexual violence against women and girls in all FE: Campaign Pack

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WLN Ending sexual violence against women and girls in all FE: Campaign Pack

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International Women's Day #IWD2022 campaign theme: #BreakTheBias

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International Women's Day #IWD2022 campaign theme: #BreakTheBias

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IWD 2022 campaign theme: #BreakTheBias

Imagine a gender equal world.

A world free of bias, stereotypes, and discrimination.

A world that is diverse, equitable, and inclusive.

A world where difference is valued and celebrated.

Together we can forge women's equality.

Collectively we can all #BreakTheBias.

Be part of a movement

Individually, we're all responsible for our own thoughts and actions - all day, every day.

We can break the bias in our communities.

We can break the bias in our workplaces.

We can break the bias in our schools, colleges and universities.

Together, we can all break the bias - on International Women's Day (IWD) and beyond.

Strike the IWD #BreakTheBias pose

Whether deliberate or unconscious, bias makes it difficult for women to move ahead. Knowing that bias exists isn't enough, action is needed to level the playing field.

Are you in? Will you actively call out gender bias, discrimination and stereotyping each time you see it?

Will you help break the bias?

Cross your arms to show solidarity.

Strike the IWD 2022 pose and share your #BreakTheBias image, video, resources, presentation or articles on social media using #IWD2022 #BreakTheBias to encourage further people to commit to helping forge an inclusive world.

Access IWD resources and guidance

Get help and guidance on how to plan International Women's Day 2022 activity and how to support the #BreakTheBias campaign theme.

Make sure you have registered in the IWD Community here to access IWD resources.

Send in your #BreakTheBias images

Keen to show solidarity and support for breaking the bias?

Individuals and organizations are invited to send in #BreakTheBias images as we'll be sharing some of the best images from around the world in the lead up to International Women's Day 2022.

So strike the IWD #BreakTheBias pose with your arms crossed to show your commitment to calling out bias, smashing stereotypes, breaking inequality, and rejecting discrimination.

Image submissions may be photographs or illustrations of individual or group compositions striking the #BreakTheBias pose - ideally 16:9 aspect ratio (landscape composition; 3000 pixels max. width). All gender identities welcome.

Please submit #BreakTheBias images as early as possible.
SUBMIT IWD IMAGE
Will you #BreakTheBias?

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Imagine a gender equal world. A world free of bias, stereotypes, and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated. Together we can forge women's equality. Collectively we can all #BreakTheBias. Individually, we're all responsible for our own thoughts and actions - all day, every day.

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Lindsey Johnson on LinkedIn - Using homophobic language is never OK (October 2021)

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Lindsey Johnson on LinkedIn - Using homophobic language is never OK (October 2021)

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https://www.linkedin.com/pulse/using-homophobic-language-never-ok-lindsey-johnson/

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WLN CPD calendar December 2021 - Mar 2022  | Accessible text only Word version 

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WLN CPD calendar December 2021 - Mar 2022  | Accessible text only Word version 

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Feature article: Exhaust-EDI - National Association of Disabled Staff Networks 

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Feature article: Exhaust-EDI - National Association of Disabled Staff Networks 

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Dr Kelly Pickard-Smith (She/Her)
EDI Manager The Christie NHS Trust / Director Women in Academia Support Network / Hon Research Fellow University of Manchester

About NADSN

We are a super-network that connects and represents disabled staff networks.

We are a collective platform to share experiences and good practice, and to examine challenges and opportunities.

We are focussed on the tertiary education sector (i.e. universities, colleges, etc).

We are open to any individual and organisation (public, private, social or voluntary) interested in the equality of disabled staff.

Invisible or what? Disabled leaders in all kinds of FE?
NASDN

61 Universities
1 Further education affiliate- Blackburn College

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NADP - The Professional Association for disability and inclusivity practitioners in further and higher education

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NADP - The Professional Association for disability and inclusivity practitioners in further and higher education

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About NADP

NADP is a Professional Association for those working in the tertiary education sector, who are involved in the management or delivery of services for disabled students.
Our Mission
To promote excellence in quality, sustainability and inclusivity of post-16 provision for disabled students and staff in higher and further education.
Our Core Values
NADP's core values underpin our mission, and commitment to enhancing professional standards of staff committed to disability equality in post compulsory education to:

Promote professional values standards through:

Developing independent autonomous learning in students

Promoting positive models of disability equality

Development of inclusive environments within a Universal Design for Learning (UDL) framework

Reflective professional practice focussing on working together across boundaries

Evidence based research informed approaches

Promote Service activities and delivery through:

Strategic level engagement and translation of strategy into operational activity

High quality student support, advice and guidance

Relevant reports, papers, promotional materials and publications including a peer reviewed journal

Monitoring, development and evaluation of professional practice

Assessing of needs and recommending relevant interventions/adjustments and inclusive practices

High quality training and Continuing Professional Development opportunities (CPD)

Enhance specialist knowledge of practitioners with access to:

Disability specific knowledge and literature

Knowledge of the Further and Higher Education environment

A range of academic needs, adjustments/interventions and inclusive practices informed by Universal Design for Learning (UDL)

Knowledge of professional and ethical boundaries

Legal and regulatory frameworks

Please note that NADP is not a public body and we are therefore not subject to the Freedom of Information Act requirements. However, if there is information that you would like then please contact us at admin@nadp-uk.org and we will let you know if we are able to help.

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NADP is a Professional Association for those working in the tertiary education sector, who are involved in the management or delivery of services for disabled students. Our Mission To promote excellence in quality, sustainability and inclusivity of post-16 provision for disabled students and staff in higher and further education.

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Background photography courtesy of Kathryn James @KathrynWLN1

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Background photography courtesy of Kathryn James @KathrynWLN1

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Who are they?
Where are they?
What are they doing?
How can we amplify their voices and support their activism?

#FEWomen #RedefiningLeadership #AmplifyingDiverseWomensVoices

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How can we find out about/invite/engage/celebrate

Creative corner: Perform/present/post/update
FT 100 women

#FEWomen #RedefiningLeadership #AmplifyingDiverseWomensVoices

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Participants choose where to start and can also decide to leave things out

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Green: Content created by participants
Blue: Networking activity
Purple: WLN led feature
White: Fixed points
Yellow: Resources signposts

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and what does it mean for me/for FE/for women leaders?

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What’s the most pressing/urgent/important intersectional gender equality issue right now in your workplace and why?

#ChangingTheWorkplace

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Next edition: Friday 14 January 2022 Happy New Year! 

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Next edition: Friday 14 January 2022 Happy New Year! 

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https://bit.ly/WLN_FLM2122

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? Guest editorial or us?

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- liked most?
- liked least?
- add?

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#ChangingTheWorkplace: #YouToo22 Annual Conference 31 March 2022

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#ChangingTheWorkplace: #YouToo22 Annual Conference 31 March 2022

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Speaker suggestions?
Ideas Room (date)?

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Eventbrite - Women's Leadership Network (WLN) presents #YouToo22 #ChangingTheWorkplace - Thursday, 31 March 2022 - Find event and ticket information.

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Helen - #RedefiningLeadership - WLN Professional development opportunities and ideas

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Helen - #RedefiningLeadership - WLN Professional development opportunities and ideas

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Ask WLN/us: Changing the workplace

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Poll to choose start point

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What would you do if we had 24 whole hours in which there was no sexual harassment or violence against women and girls?

#EnoughIsEnoughFE