This document provides an overview of managing diversity, highlighting the key issues and offering practical advice for leveraging difference towards improved client services, efficiency and success.
An introduction to the topic of diversity management through definitions of its key terms.
A summary of the model at the core of the Pearn Kandola consultancy, occupational psychologists and diversity specialists. The model is valuable for all those seeking to make diversity management a purposeful organisational strategy.
A summary of the contribution of Kandola, a founding partner of the occupational psychology consultancy Pearn Kandola, to the purposeful use of diversity management programmes in today’s organisations.
This model illustrates the fact that diversity education must have effects at a deep level to create lasting change.
This model defines the developmental approach to diversity recommended by the Fusion Partnership. It illustrates the work that must be done for any organisation to shift from limited change to transformative change.
A look at the work of Thomas, a professor at Harvard Business School, ans his groundbreaking insights into the mentoring of employees from ethnic minorities.
This article examines age discrimination in the workplace, and offers some practical advice on how it can be avoided.
Models of disability provide a framework for understanding the way in which people with impairments experience disability, and the disadvantages that they might face. This article examines the two models that have had the greatest influence on how we think about disability: the medical model and the social model.
Some practical guidance for employers, should an employee state that they are undergoing, or intend to undergo, gender reassignment.
How recruiting people with a criminal record can benefit employers.
When working with a team member who has gone, or is about to undergo, gender reassignment, it is important to use appropriate terminology in order to avoid confusion, embarrassment or offence. This glossary covers the main terms.
This methodology explores the potential role of education in a diversity management strategy, and the importance of keeping such activities high-profile, both internally and externally.
The Disability Equality Duty (DED) was introduced in December 2006 to help public authorities ensure that disabled customers and employees are given fair and equal treatment. This article examines its main requirements.
Since 1999 it has been unlawful for employers to discriminate against any employee who intends to undergo, is currently undergoing or has undergone gender reassignment. Here we give a brief overview of the relevant legislation, and the areas of employment that this legislation affects.
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