Why This Matters At EDUK, we understand that equality, diversity, and inclusion (EDI) are not optional extras in public health, they are central to it. A new report by the Runnymede Trust and the Health Foundation makes this clearer than ever: racism is a social determinant of health. From housing conditions to employment outcomes, people […]
Racism is a Public Health Crisis. Here’s the Evidence Read More »
Introduction In our roles as public servants, educators, employers, and community leaders, we often ask: why do racial inequalities persist despite decades of legislation and good intentions? The answer may lie not in the old face of racism, but in a subtler, more insidious version, what scholars call new racism. New racism doesn’t wear a
To cultivate an anti-racist workplace, organisations can implement the following strategies: 10 Steps to Becoming a Proactive EDI Employer By committing to these steps, organisations can create environments where all employees feel valued and respected, leading to enhanced innovation, employee satisfaction, and overall organisational success.
Strategies for Anti-Racism in Everyday Practice Read More »
In today’s globalised and diverse society, organisations must prioritise equality, diversity, and inclusion (EDI) to ensure ethical practices and sustainable success. A notable example underscoring this necessity is Google’s recent settlement, where the company agreed to pay $28 million to resolve allegations of favouring white and Asian employees over other ethnically diverse staff in terms
Nearly every time privilege and marginalisation come up in conversation, someone inevitably chimes in with “Why all the labelling?” or “Can’t we all just be human?” I get why people are defensive. From an early age, many of us are taught that labelling people is unfair, that it means making assumptions or judging them. But
Explaining Privilege Read More »
In today’s workplace, fostering a culture of inclusivity and respect requires more than passive support, it demands courageous conversations. These are the moments where we step up, challenge inappropriate behaviours, and become allies to those facing discrimination, bias, or microaggressions. Whether it’s racism, sexism, homophobia, transphobia, ableism, ageism, or any form of discrimination, knowing how to speak up
Courageous Conversations at Work: How to be an Ally and Take Action Read More »
Why This Matters For those of us who have lived through racism in the UK, there are experiences that often go unspoken—moments that leave lasting wounds. Misogynoir and ostracism are two deeply embedded forms of discrimination that many ethically diverse people, particularly Black women, experience daily. Yet, these words aren’t widely understood. This blog aims
Breaking the Silence: Understanding Misogynoir and Ostracism in Everyday Life Read More »
Recent discussions in Scotland have highlighted the importance of ensuring fairness in workplace policies, particularly regarding single-sex spaces and inclusion. The Scottish Government has reiterated its commitment to working with the UK’s equalities regulator, the Equality and Human Rights Commission (EHRC), to navigate the complex issues surrounding access to single-sex changing spaces in workplaces. Key
Ensuring Fairness and Compliance: Understanding the Equality Act in Workplace Policies Read More »
Every organisation has the opportunity to create a workplace where people of all abilities can thrive. Yet, despite progress in disability inclusion, many individuals with disabilities still face barriers to employment, career progression, and feeling genuinely valued in their roles. Disability confidence in the workplace is about more than compliance—it’s about culture. It means creating
Becoming a Disability-Confident Workplace: Valuing Talent, Unlocking Potential Read More »
Why Inclusion Must Be More Than a Buzzword IntroductionDespite progress in disability inclusion, the employment landscape for disabled people remains challenging. Statistics paint a stark reality—disabled people are nearly twice as likely to be unemployed as non-disabled people. This is not due to a lack of talent or ambition but because of systemic barriers in
Breaking Barriers – The Reality of Disabled Employment Read More »
