Inclusion247 Teresa Boughey

In this episode, we are in conversation with Steve Butler CEO of Punter Southhall Aspire who shares his views intergenerational teams,  flexible working and  the benefits he has observed within his own Organisation by embracing Diversity and Inclusion

Now has never been a more important time to focus on our resilience.  In this episode, we talk with Angela Armstrong Ph.D. author of The Resilience club where she shares her FREEDOM model and talks about the importance of daily success habits.

Great to have affinity groups but how do we include and involve everyone in these discussions.   this was one of the reasons by Brian came up with Confessions of a working father as typically individuals thing about motherhood, maternity leave and the desire for part-time working but parenting affects a lot of men as well.   Men feel less inclined to talk about their concerns but their mental health is just as important and has been neglected and needs a real focus.  Brian highlights that men’s suicide rates are higher than women's.    Brian believes that if we can ignite the conversation and get it out of the ‘women’s network groups or LGBT groups and enable everyone to feel like they belong.    Brian also believes that Diversity and Inclusion should not be divisive and we should open the dialogue up around the concerns which people have otherwise we are unlikely to move forward.   Brian highlights the importance of including Diversity on the mainstream events showing that we are all in this together is where we will start to show progress.    Let's work on it together  
[Amazon] are doing work on Unpacking masculinity

In this episode we talk with Laks Mann, a serving Police Officer for the Metropolitan Police Service (MPS).  
Laks takes an active role in the Metropolitan Police  Community Engagement portfolio and is a Committee Member of the LGBT+ Network, a member of the Sikh Association, and a supporter of both the Hindu Association and the Association of Muslim Police .   Laks is an alumnus of Stonewall’s flagship LGBT+ Workplace Leadership Program, and also its BAME/PoC Role Models Program  Laks was appointed by the Mayor of London Sadiq Khan as a LGBTQ+ Lead to the Greater London Authority’s inaugural Equality, Diversity and Inclusion (EDI) Advisory Group
In this episode we explore the power of staff networks and the benefits that they bring to an organisations and its people.   We explore ways in which staff networks can be set up, the various roles that people play in these networks and how to get the most of out of them.   
We also explore recruitment practices, specifically the misguided belief that ‘Diversity’ recruitment initiatives alone will simply drive Inclusion and create Belonging.
Laks shares some of the work he undertakes within the Metropolitan Police Service to ensure people feel they are valued and belong in the workplace.  This including championing the work of others, encouraging others to step forward and be visible, and getting staff associations to work better together so they can be more representative.  
By fostering a sense of belonging Lak’s believes that it provides a platform where people are willing to give something back, to make things better for others, and is a fundamental aspect of creating inclusive practices.

In this episode, we talk with Karen Dobres, Director of Lewes Football Club who are the only club in the world to assign equal playing budgets to their men’s and women’s football team

 In this episode, we talk with Heath Gunn – CEO of Enham Trust
Enham Trust is a disability charity that provides services to over 6500 disabled people each year that focus on an individual’s abilities, enabling them to live a life of independence, choice, and control.
Over almost 100 years Enham Trust have facilitated opportunities for hundreds of thousands of disabled, elderly and vulnerable people to live the lives they choose, as independently as possible. 
During this episode, we explore how organisations can become disability confident and how they can create a culture of inclusivity.   You’ll receive practical guidance on ways in which all employees can feel supported and valued for the gifts and talents that they have rather than limited because they have a different kind of ability. 
Enham Trust was founded at the end of the first world war and the village, which is owned by the Trust was a gift from the King to support war-wounded soldiers returning back from the first world war.   Enham Trust has three main areas for supporting individuals with a disability this includes housing, care, and employment.   Their philosophy is to: 
Support individuals to have a place to live which is suitable for their needs, accessible, enabling them to move around their homes freely.  To receive a level of care which is supplementary yet complementary to an individual’s unique life needs, allowing independence.   To support those with a disability to gain employment or meaningful occupation, providing social and economic independence.  Heath helps to bust some myths regarding sickness absence, he shares some practical steps companies can take when it comes to making reasonable adjustments and highlights that not all disabilities are visible.
Contacting Heath 
Website www.enhamtrust.org.uk LinkedIn – Heath Gunn Twitter - @Heathgunn Heathgunn.com