inclusion

When in October 2017 the #MeToo movement grabbed all major headlines, many wondered if 2018 was going to be the ‘Year of the Woman’. We heard this term repeatedly over the course of the year, especially in regards to the American elections. With 2018 now closed and behind us, it is finally time to answer the question. Was 2018 really the year of the woman? Will 2019 be a rollover from the last? Will for the first time ever, we have two consecutive ‘Year of the Woman’?

Innovative and, some would say, radical organisation design methods like Holacracy have sought to get rid of traditional management structures with the aim of introducing more agility, more creativity and more autonomy.

Every alternate article on the World Wide Web makes a reference to unconscious bias and discrimination in one form or another. Look hard enough and you’ll find it. There are, of course, some forms of discrimination that are referred to about more often than others are. Take for example, diversity. The words that probably come to mind when you hear ‘diversity’ are – gender, race and religion; and of the three, we all know which catches the largest focus. However, there is one other form of diversity that is fast dwindling in the workplace and yet is hardly talked about.

It scares me sometimes when I think about the big decisions I’ve made on gut feel and will probably continue to make relying on my instincts.

How many research papers do we need to read or edicts from top class CEOs before we get the message that in every organisation, it all comes down to the people?

We conducted a Q&A interview with Cherron Inko-Tariah MBE, Founder of 'The Power of Staff Networks' and Consultant, regarding staff networks and diversity and inclusion.

Could you introduce yourself and what you do?