Market access update
Market access update
“Our diversity and inclusion training is being incredibly well received.” says Jayne Sykes, Chief Operating Officer.
“We have a large, diverse team around the world and these updates are helping colleagues to understand more about why our culture of inclusion is important, not only for us as individuals, but for our business and for our clients.”
The first of this new series of diversity and inclusion (D&I) sessions was led by Christina Lawrence, Head of People, and it couldn’t have been better timed.
“The Covid-19 pandemic has presented us with new and unique challenges. I am very impressed with how our colleagues have performed during the crisis and it’s reassuring to hear that they feel supported by our well-being initiatives, flexible working policies, and accessible leadership team.”
“As we emerge from lockdown it is the perfect time to re-focus on our diversity and inclusion strategy. We want colleagues to continue to feel confident in bringing their whole selves to work, see that opportunities are open and equal in any new ways of working, and be empowered to make a difference for themselves, our business, and our clients.”
Today’s training recognised that D&I perspectives are changing at different paces around the world, and this affects our international workplaces.
“D&I is always evolving, so it’s important for us all to regularly review how we communicate and conduct ourselves wherever we work”, says Christina. “As workplaces are becoming more diverse there can be nervousness about making mistakes in internal conversations or in meetings with clients. International D&I insights are incorporated into our training sessions to equip employees with the latest understanding, language, and skill sets.”
A positive development for us, and the Fishawack Health group that we are part of, is the opportunity to share gender pronouns in our communications. As Rozz Chowdhury, Client Excellence, Learning & Support Lead explains:,
“It’s great that the group is continuing to take action around inclusivity. The session on sharing gender pronouns is an example of how it brings awareness to something that colleagues may have not thought about before.”
“I believe that sharing pronouns in the workplace strengthens relationships. I’ve seen examples in my career where people have felt heard and valued because employers have encouraged the sharing of gender pronouns.”
Here are Rozz’s ideas for sharing gender pronouns to enhance an inclusive workplace.
You can find out more about our diversity and inclusion strategy, our latest initiatives, and how we partner with clients around the world on our news page, or subscribe to our email updates.
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