Equality policies need to address these issues and ensure they are creating more opportunities for women at work.
A person who is bright, bubbly and friendly is more suited to working in retail than someone who is standoffish, reserved and a poor communicator.
There are legal implications around adequately identifying risks to health and safety - so business leaders and managers need to be aware of their responsibilities and be trained and equipped to deal with these challenges now and going forward.
Ms Galloway said WGHA advocates the business case that organisations that are inclusive of women and men at all management levels are more innovative, more productive, and deliver better financial performance.
A new Indeed report has found that almost half (46%) of workers in Australia claim that they either some, or all of the time, feel unable to be their true self at work showing there’s still work to be done in ensuring workplaces are truly diverse and inclusive to all.
Whether your business is just surviving or starting to rebound, having the ability to identify and retain good talent has never been more important.
Employees will respond differently to hybrid working and managers must learn the skills to inquire, be curious and ask questions.
By carefully planning and forecasting the upcoming months, asking yourself some crucial questions and answering them honestly and candidly, you’ll be able to assess the situation and hit the ground running, no matter what the coming months hold.
InMoment’s tailored feedback solution helps top brands determine their best ‘Return to Work’ strategies
The combined solution provides executives a clear assessment of employee perceptions, mindsets, and employees’ willingness to embrace new standards and processes at work.
A Flexible Office Space like collective_100 means brands can scale up or down as needed without the locked-in lease expenses, or overheads like cleaning and fit outs.