Diversity and Inclusion
Heads2Minds is proud to be fully inclusive. This means that we support everybody, however they may choose to identify themselves, whatever their background and irrespective of any physical or mental health conditions they may have. We see each person for who they are, and encourage individuals to fully express and embrace who they are. We provide our services in a way that meets personal needs and circumstances. We understand that there is more work to do though in society around awareness, assumptions, biases and stereotypes. For that reason, we have put together a list of some resources that could be useful to those seeking support:
Everybody has access to training and information to aid a basic understanding of common mental health illnesses and knowledge on how they can practically and realistically impact their own wellbeing.
Deliver authentic and quality training to companies and organisations, support them to implement wellbeing strategies and policies to encourage employee wellbeing and make mental health an integral part of their work life and to work with individuals to enhance their own wellbeing and thrive.
- Trust – we will always be transparent, forth coming and consistent.
- Integrity – quality training, most up to date information, latest techniques and resources, we deliver what we say we will.
- Relationships – above and beyond, value and make an inclusive feel for all stakeholders.
- Collaboration – we will continuously share new and relevant information and resources that are useful for our clients, stakeholders, delegates and wellbeing partners, we work in an inclusive and complimentary way.
- Passion – passion over profit, all employees have a passion for the subject matter coupled with a will to empower people, we will get the information to where it is needed or requested by means most appropriate.
Check out the website here: https://edptraining.co.uk/
There is a really amazing article addressing the ethnicity pay gap on this website: https://theewgroup.com/ethnicity-pay-gap-uk-statistics-effects-action/?utm_source=News+from+EW+Group&utm_campaign=d2809fe1df-EMAIL_CAMPAIGN_2020_09_15_05_42_COPY_01&utm_medium=email&utm_term=0_270ee3274d-d2809fe1df-434620225
The gap is worst in London (23.8%), smallest in Wales (1.4%), and is much larger for workers over 30 than it is for 16 to 29-year-olds; a glimmer of hope for future ethnicity pay gap reduction.
The differing gaps are caused by a range of factors.
First, employment rates vary. 75% of people in the UK of working age were employed in 2018, according to the ONS. Within this, 77% of white people were employed, compared to 65% of people from all other ethnic groups. Pakistani and Bangladeshi people were least likely to be employed, at 57%.
Education levels between ethnicities could also be a factor – 75% of Chinese employees have a degree versus 30.9% of white and Black Caribbean employees, for example.
However, only 34.2% of white British people have a degree and 60.1% of Arab people have one, showing that, on average, white British people benefit from higher pay regardless of educational attainment.
These factors mean minority ethnic people are much less likely to be employed in senior or highly paid positions. According to the Green Park’s 2019 Leadership 10,000 review, since 2014, the number of Black, Asian and minority ethnic Chairs and CEOs is declining (Chair, 3% to 2%, CEO, 5% to 4%).
– 30 out of the UK’s 2,796 judges are Black
– 224 headteachers out of 16,800 are Black
– 10% of MPs are from a BAME background
– Less than 1% of academics and journalists are Black
– Just 1.4% of FTSE 100 CEOs, Chairs or CFOs are Black
All these factors result in differing levels of wealth between ethnicities. ONS statistics show that, for the period April 2016 to March 2018, median white British wealth was £313,900, compared to £65,600 for Bangladeshi people, and £34,300 for Black African people – less than 10p for every £1 of white British wealth.
Managing Equality and Diversity in an Organisation
ILM Level 4
January 2021 (Online)
Pre-course coaching calls: 11 January or 14 January
Webinars: 20 January, 27 January 27 and 3 February
Post-course coaching calls: 2 March or 3 March
Develop your understanding of Diversity and Inclusion by enrolling on our next ILM Level 4 accredited course, fully online and digital, ideal for diversity champions and those with a diversity remit at work. This course will equip you with the skills to make the business case for diversity, to signpost others and to influence the diversity agenda from within. Sessions include one-to-one coaching calls and group virtual sessions.
Full course details here or ring us to book a place - 020 8142 9182
At The Outhouse, we aim to offer a varied range of services and socials to the local and wider LGBTQ+ community.
Our services and facilities include:
- Onsite counselling service
- LGBTQ+ Awareness Training
- A domestic violence advisor, specialising in LGBTQ+ relationships.
- HIV/AIDS health information and support groups
- Hate crime reporting
- Onsite library, full of LGBTQ+ interest literature, DVDs and CDs.
- Regular socials for members of the community, friends and family.
We are also fortunate to be able to offer a complete Youth Service. We have a qualified Youth Engagement Coordinator and a team of volunteers who support them.
Naturally, we have had to adapt our services during the current pandemic but, following the government guidelines, we are able to support young people with our centre and currently offer:
- Group for LGBTQ+ Young People aged 13-18 – Monday 4-6pm weekly.
- Group for Trans, Non-Binary, Gender Non-Conforming Young People aged 13-19 - First Sunday of each month 1.30-3.30pm
- Support Group for Parents and Carers who have a child of any age who is Trans, Non-Binary or Gender Non-Conforming – First Wednesday of the month, 7-9pm.
- Youth Therapeutic Service for under 13's offered by qualified counsellor.
We are also working towards offering the following opportunities:
- Outhouse LGBTQ+ Dance Group for Young People
- Opportunities to become a Peer Supporter/Volunteer.
Naturally, considering the current pandemic guidelines, some of our services may have been placed on hiatus or are operating under a limited capacity. For more information on Outhouse and our services, please visit www.outhouseeast.org.uk or email firstname.lastname@example.org with any other questions.
- Helpline Monday to Friday 9am until 9pm our operators are fully trained to help professionals and family members feel they have somewhere to ask questions access relevant information to assist in the role of supporting trans and gender diverse youth.
- An online youth forum for children aged 12 -19 years of age, giving teens the opportunity to connect with others facing similar thoughts and feelings about their gender identity.https://mermaidsuk.org.uk/young-people/
- WebChat type talk service operational directly from our website giving access to our trained operators that can help, guide and be a listening ear to people facing difficulties related to gender identity.
Using Gender-Inclusive Language
Using gender-inclusive language makes a big difference in a workplace and/or training environment. It makes everyone feel welcome, no matter their identity, and it sets an example that gender-inclusive language is the norm and that no one should assume anything about someone without asking first. We shouldn’t have to leave parts of our identity behind - be that our cultural or ethnic background, sexuality, or health – in any workplace or training environment. It’s important to remember that by putting diversity and inclusion at the centre of mental health and wellbeing, we can create a culture built on respect and collaboration, where everyone can be themselves. Jeff Ingold (He/Him), Head of Media, Stonewall explains: “Pronouns are the words we use to refer to people’s gender in everyday conversation, like ‘he’, ‘she’ or ‘they’. When it comes to calling someone by the right pronoun, all we’re really talking about is basic manners. It’s about letting someone know that you respect who they are. The simple truth is that it’s not hard to get it right and to be respectful of each other’s pronouns; most of us already do it every day without thinking. “When you’re at work, you can take the lead by saying your pronouns when you introduce yourself at the start of a meeting or training session. Not only will this encourage others to do so, but it will help everyone get used to talking about pronouns, which will help trans people feel more comfortable to do the same. If you’re in a virtual meeting or training session, you can also edit your name to include your pronouns. As well, including pronouns in email signatures is another great way to show that you are committed to trans equality.” If you want to learn more about what life is like for trans and non-binary people, charities like Mermaids, Gendered Intelligence, Stonewall and LGBT Foundation have great resources on their websites. You can also follow trans people online like Fox and Owl 7 Fisher, Juno Dawson, Munroe Bergdorf and Kuchenga or watch films like Disclosure and Paris is Burning
Voice4Change England Launches Britain’s First BAME Charity Magazine
"Voice4Change England (V4CE) is delighted to be launching Britain’s first BAME charity magazine. The 13-page supplement can be found within the Winter Issue 2020 of The KOL Social, a modern lifestyle magazine for people of colour and underrepresented communities, that shares similar themes that V4CE are engaged with. The print magazine is published quarterly each year and is available in selected independent stores across London, UK, in addition to a digital version via The KOL Social website (www.thekolsocial.com).