Blog

A couple of weeks ago, our D&I Manager Tzeitel Degiovanni had the pleasure of interviewing Tom Staff - Co-Founder of Manchester- based PropTech company Street Group. Back for a second instalment, Tom speaks about Diversity more generally in the Manchester tech and start-up scene, giving us some knowledge about how he feels as a leader about the growing emphasis on corporate social justice and responsibility... I know you've...
In its most basic and well-known form, an invisible impairment occurs when a person has a physical, cognitive, or neurological disorder that is not clearly apparent from the outside but has the potential to restrict or challenge a person's actions, senses, or activities in their everyday life. Because these impairments are often invisible, it makes identifying, accommodating for and communicating about the disability that much harder –...
A couple of weeks ago, our D&I Manager Tzeitel Degiovanni had the pleasure of interviewing Tom Staff - Co-Founder of Manchester- based PropTech company Street Group. Tzeitel and Tom spoke about what Street Group, as a tech start-up, are doing to address inequalities in the workplace, and why it is so important to them to embed diversity, inclusion and accountability in their culture, rather than in performative exercises. Read on to...
Trans Inclusion, Visibility and Understanding in the Workplace   Following on from their first interview, our Diversity and Inclusion Manager Tzeitel Degiovanni speaks to Tate Smith - Junior Legal Support Secretary at Clifford Chance and Lead on Arcus - the firm's LGBT+ network - Education and Awareness Pillar. As the firm's first openly trans person, Tate helped to re-draft the 2019 Trans Policy and...
What is a microaggression? Microaggressions are commonplace verbal, behavioural, or environmental indignities that communicate hostile, derogatory, or negative slights and insults toward disadvantaged and oppressed groups*. Microaggressions are often delivered unintentionally in the form of overt snubs or dismissive looks, gestures, and tones. These exchanges are so common in everyday conversations and experiences that they are often...
We hear the acronym LGBTQ+ very often when talking about diversity and inclusion efforts and the representation of sexualities and identifications that defy the norm of heterosexuality. What we don’t often hear, however, is specific reference to the first letter of the acronym – ‘L’ – which stands for lesbian. On Lesbian Visibility Day, we wanted to draw attention to the various experiences and relationships...
Sarika Gandhi , founder of The Bindi Bandit Podcast, was invited to speak to DiverseJobsMatter’s Diversity, Inclusion, and Content Executive, Yazz Bhandari, to discuss her heritage and subsequent foundations of her podcast. She is a radio show host, presenter, producer as well as a podcaster. Interviewing numerous guests on the show to address identity and culture, topics discussed range from transphobia, sexism, caste, and...
A few weeks ago, our Diversity and Inclusion Manager Tzeitel Degiovanni had the pleasure of sitting down and speaking to Tate Smith - Junior Legal Support Secretary at Clifford Chance and Lead on Arcus - the firm's LGBT+ network - Education and Awareness Pillar. As the firm's first openly trans person, Tate helped to re-draft the 2019 Trans Policy and has hosted two Lunch & Learn sessions on what it’s like to be both gay...
Pronouns are as plain and simple as the title suggests. When speaking about anyone in the third person, the English language requires the use of pronouns, which have a gender implied – such as “he” when referring to a man or “she” when referring to a woman. There are those who dismiss the use of pronouns because of its "complexity" – “it’s too complicated for me” – others because of...
The Halo Code is a guide for schools and workplaces to prevent discriminations around Black hairstyles and/or textures. In the words of Katiann Rocha, one of the Halo Code’s co-founders, a 16-year-old based in London: “It will allow for Black people to be fully accepted in an environment that celebrates their natural hair and styles, because we’ve been discriminated against it for so long.” In recent years,...
LGBTQ+ inclusion in the workplace is something that has been a struggle to implement for decades. People who identify as anything but cisgender (those who identify with their assigned ‘sex’ at birth), or heterosexual (those attracted to people of the ‘opposite’ gender) have been struggling to gain real inclusion free from discrimination since before the 1980s, and still do so today. Both sexuality and gender can be...
by Tzeitel Degiovanni, D&I Specialist   ‘I was the only woman in the room, now that’s changed’ – reads the title of a recent BBC article, a direct quote from Kelly Becker, President at Schneider Electric (UK & Ireland). Whilst the improvement over the past 5 – 10 years in gender representation in board rooms has certainly been a welcome and timely change, I refrain from using the term...