Social Mobility and Inclusion

Intersectionality is a framework for better understanding ourselves, others, our interactions, and the world around us.

Many organisations rely on diversity monitoring to inform diversity, equality, and inclusion (DEI) policies and strategies as well as to track progress.

Diversity management is much more than recruiting from a wide talent pool. It’s about holding onto existing talent by creating a positive working environment.

This guide gives you a framework and quick tips on how to take an inclusive approach to recruitment. It provides tools to support your organisation as it adopts best practices during a wider journey towards an inclusive culture.

This quick guide offers information on the importance of off-boarding.

This quick guide offers information on the importance of onboarding.

This quick guide offers information on the importance of pre-boarding.

Many organisations have dress codes to regulate the appearance of their employees.

This quick guide aims to help you to produce an internal framework for creating equality impact assessments (EQIA) for your organisation.

Black History Month is observed annually in the UK during October. It was first celebrated in the UK in 1987.

This guide aims to help you understand the potential benefits of taking an inclusive approach to recruitment.

This guide aims to help you understand the potential benefits of taking an inclusive approach to recruitment and the appropriate use of positive action.

This guide aims to help companies better understand how to treat underrepresented groups in the workplace.

This guide explains the impact of equality and diversity legislation on employment policy, with a focus on issues related to race.

This guidance is designed to allow you to recognise areas of risk and find proactive policies for creating a working environment that reflects your organisation’s inclusive approach to employment.

This guide aims to help companies get a better understanding of allyship and its contribution to the creation of an inclusive workplace.

This guide aims to help organisations better understand the process and the role of diversity monitoring in creating more inclusive workplaces within the UK.

This guide aims to support employers who intend to appoint diversity, equality, and inclusion (DEI) champions for their organisations.

This guide explores the topic of appearance at work.

This guide explains how employers can encourage individuals to share their personal data, which should always be done on a voluntary basis.

The Equality Act 2010 was introduced in England, Scotland, and Wales to simplify equality law in Great Britain.

This guide aims to help companies better understand the role of equality impact assessments (EQIA) in creating an inclusive workplace.

This guide provides information about gender reassignment and trans inclusion in the workplace.

This guide explains key areas surrounding gender and employment.

Harassment and bullying are harmful behaviours that are unwelcome and unwarranted and can be detrimental to the workplace and the people involved.

Communication is a two-way process of understanding others and expressing yourself.

Organisations should use effective and inclusive language to create a welcoming and inclusive environment.

Amey is an infrastructure services and engineering company that helps the economy to grow by designing, maintaining, and transforming the nation’s strategic assets.

Imperial College Healthcare NHS Trust is a large, central London NHS Trust.

National Highways manage and improve England’s motorways and major A roads, helping customers have safer, smoother, and more reliable journeys.

Skanska is one of the world’s leading construction and project development companies. It is focused on selected home markets in the Nordic region, Europe, and the US.

The Mitie Foundation exists to provide varied life opportunities for disadvantaged groups within the communities where they operate.

Notable dates are special days, weeks, or months that recognise groups of people or commemorate events around the world.

In 2020, MyKindaFuture (MKF) and enei published The Lived Experience of the Returner Talent Pool. This research was based on a survey conducted with a focus group of anonymous returners. A returner is someone who has come back to the workplace after taking a career break. The results of the survey were gathered into a report that examined the lived experience of returners.

After welcoming newly appointed Sandi Wassmer as CEO on 23 November 2020, enei asked Sandi to write about her experience with disability as this month enei raise awareness for disability within the workplace.

In this month’s blog, our CEO Sandi Wassmer reflects on the changes enei are making to open our organisation up to the widest pool of talent possible.

In this month’s blog, our CEO Sandi Wassmer reminds us of the importance of giving voice to the lived experience of anyone who faces discrimination.

On approaching their 10 year anniversary, the Employers Network for Equality & Inclusion (enei) transforms at the top by introducing Darra Singh as Chair and Sandi Wassmer as CEO.