At the age of 20 I was diagnosed with ADHD. After a lifetime of zoning out at inappropriate times, losing purses and keys three times a week and trying to do twenty things at any one time (and ultimately finishing none of them) I finally had an explanation for why my brain works the way it does.

It is believed that 1.5 million adults have ADHD in the UK, although only 120,000 have been formally diagnosed, this is relatively unsurprising for a number of reasons.

ADHD is often framed as a childhood disorder. It affects school children who are loud, and boisterous is a narrative that is too often presented, leading people, myself included, to believe they can’t possibly have the disorder and consequently not seek diagnosis or treatment.

ADHD is present in three forms: the hyperactive form, the inattentive form and the joint form. Once again, the hyperactive symptoms are commonly highlighted in the media whilst the inattentive form is commonly overlooked. Women more frequently have the inattentive form of ADHD (although both women and men can have any form) and this could account for the gender imbalance in terms of diagnosis. On average, six times as many men are diagnosed with ADHD compared to women in the UK. Many researchers believe the actual difference is more likely to be very minor, a ratio of 1:1.6 in females to males with ADHD. As is evident from these statistics we can infer that many women, unfortunately, go undiagnosed.

It is known that ADHD is regularly misdiagnosed as mood disorders in women. Comorbidities are common in all people with ADHD and as women are more likely to have the inattentive form of ADHD, they are often diagnosed without note of the ADHD alongside it.

In the UK very little NHS funding goes towards ADHD diagnosis and treatment, in relation to other neurodiversity’s. I am currently on a waiting list for treatment that is three years long, after already waiting two years for a diagnosis; and I am not in one of the worst-off areas in the country. Tales of people waiting seven years for a diagnosis are not unusual and, as a result it is no wonder people do not get diagnosed with what is the most common behavioural disorder in the country.

At the 2018 National Diversity Awards the ADHD Foundation won our community organisation award for disability. My reasons above explain why organisations like this are so vital to the wellbeing of people who find themselves struggling with this disorder, and also why it is crucial to raise awareness and understanding of ADHD.

The ADHD Foundation works in partnership with individuals, families, doctors, teachers and other agencies to improve emotional well-being, educational attainment, behaviour and life chances through better understanding and self-management of ADHD. Alongside this they also provide training for GP’s, Teachers, Social Care agencies and other professionals, raising awareness to bring about positive change and inclusion in mental health, education and employment.

They run training courses and conferences to discuss how to support students with ADHD and also how to cope as an adult with ADHD. By providing information about what ADHD is, how it can be treated and how you can support people with ADHD, they create a more inclusive and accessible world for those with this neurological disease. They also have researchers working alongside them to explore treatment protocols for ADHD and how effective they are.

The work the ADHD foundation does makes life a little less hard for both children and adults like myself, and it is wonderful that the National Diversity Awards were able to highlight the exceptional work they carry out across Europe.

If you want to find out more about this fantastic organisation, and for further information on the services they offer you can visit their website at https://www.adhdfoundation.org.uk/

Source – Robin Leak I Inclusive Companies

Organised by the Royal College of Nursing (RCN) the event in Brighton is the first of its kind in the South East.

It takes place on Wednesday at the BMECP (Black and Minority Ethnic Community Partnership) Centre in the city’s Fleet Street.

Millie Simms, a senior RCN officer, said: “For the last few years we have had a Black History Month event in the West Midlands to raise the profile of black and minority health staff and celebrate their contributions.

“This year, we are hosting celebrations in all nine of our UK regions, including the South East.

“This will hopefully be the first of many annual conferences.”

Millie’s reasons for helping organise the event come from her own experiences as a nurse.

She said: “I came over to the UK 20 years ago from South Africa so I can connect with the adaptations and changes you have to make when coming to England.

“I started in King’s College Hospital, London, and I really struggled with the accent and dialect.

“I couldn’t understand the patients and they couldn’t understand me.”

However, Millie found she got on well with everyone in the hospital.

She said: “The patients were, as the name suggests, very patient with me and they would always repeat things if I needed it and help me out.”

The event will recognise and celebrate the British black,

Asian and minority ethnic (Bame) contribution to health and social care over the past 70 years.

Millie said: “We want to look after staff coming from abroad, show that it can be done and support the NHS, that’s where my passion comes from.”

There will be interactive sessions throughout the day alongside a line-up of speakers that includes Paulette Lewis, president of the Nurses Association of Jamaica, and Rajay

Herkanaidu, who will talk

about his journey from asylum seeker to senior manager in the NHS.

The event is open to everyone.

Millie said: “Although the title says Black History Month, and people might think this

excludes them, as long as you have been affected by the Bame community then you are welcome.

“If you’re celebrating diversity then everyone should be welcome.”

 

Source – The Argus . co .uk

“When I was at school, I wasn’t sure what I wanted to do when I grew up,” says Theresa Esan.

“I didn’t have many role models that inspired me.

“There were big international figures like Nelson Mandela and Oprah, but none that I could relate to locally.”

It was because of a lack of local black role models when she was a child that Theresa decided to become a governor at a sixth form college in the London borough of Havering.

Teresa, who has been a governor for nine months, is now helping to front a campaign by the charity Governors for Schools aimed at encouraging greater diversity on school governing boards across England.

The charity works to match skilled and committed volunteers with schools looking for governors.

Why is the charity encouraging diversity?

In a survey of 5,300 governors, conducted by the National Governance Association and the Times Educational Supplement in 2017, 94% of respondents gave their ethnicity as white.

The survey noted that this is “considerably narrower than the averages shown in the census (86% white) and the backgrounds of pupils attending state-funded schools (75% white)”.

Louise Cooper, CEO of Governors for Schools, said: “Breaking down stereotypes and challenging preconceptions of what people think school governors are, is vital in encouraging diversity on governing boards.

“Different viewpoints and skills bring the challenge governing boards need, which in turn provides more rigorous debate in making difficult decisions and ensuring effective governance.”

What does Theresa say?

For Theresa, it’s crucial that children see people like them in positions of influence.

“Growing up in Hampshire there was nobody like me that I could look up to, apart from my mother, ” she says.

“Children and young adults need to be inspired early on in their lives.

“It’s so important that they see people of their own gender and ethnicity and background in senior roles – it helps them to aspire and dream and know things are possible.”

Her view is backed up by Cecilia from Haringey in London.

“I wanted to give back to my former local community. I grew up in Haringey and wanted to contribute to a school that’s making great progress and doing amazing things for children in the borough.

“Most people think I’m quite young to be a governor. But I’ve been able to provide a perspective as a young black woman.

“I’ve made other governors aware of the specific challenges young people in Haringey face, in terms of their relationships not just with education, but within the local community too.”

Theresa, who has been awarded an MBE for services to further education, says she has learnt a lot from her time as a school governor.

“One of the best parts of being a governor is meeting lots of talented and ambitious young people. You can learn so much by talking to them.”

How many vacancies are there?

There are approximately a quarter of a million people volunteering as governors in schools in England.

Governors for Schools currently has 2,721 vacancies across England, and 2,535 of those are outside London.

The charity says the south-east tends to have the most vacancies as it is more densely populated than other areas, and has a high volume of schools.

What does being a governor involve?

Anyone aged over 18 can be a governor and you do not have to be a parent. Governors have three main responsibilities:

  • overseeing the financial performance of the school and making sure the money is well spent
  • holding the head teacher to account for the educational performance of the school and its pupils
  • ensuring the school has a clear vision, ethos and direction.

 

Source – BBC News

British horse racing have vowed to make the sport “more inclusive” after July’s launch of their diversity action plan.

But will riders from inner-city communities and ethnic minorities continue to face barriers in the sport?

On Monday, BBC Inside Out West will feature a documentary with 15-year-old Muslim Anas Rhyman from Gloucester, following his dream to become a jockey.

“This sport is not white only and never has been,” Hamilton Park’s racing manager Sulekha Varma told BBC Sport.

Varma, who is a member of the British Horseracing Authority’s [BHA] diversity in racing steering group, added: “We have to recognise that there have been barriers in the past.

“It [racing] is diverse to an extent, but we want to make it more inclusive. But we are in for the long haul. We’re not expecting to turn this around in 12 months.”

The BHA’s steering group, which contains 16 individuals from the racing industry, was set up in November 2017 after a report highlighted prejudice and barriers limiting the development of women in racing.

The governing body will appoint a new head of diversity and inclusion in the coming weeks.

“We already know that the betting public within betting shops are a very diverse group of people, but we’re not necessarily seeing them come to the racecourses,” Varma continued.

“We’re also looking at it from a racing-workforce perspective, not just jockeys, but stable staff, racecourse staff and the make-up of boards at the big players in the industry, at every single level.

“We want to make sure that we’re attracting as broad a range of people to come and work in the sport as we can.”

Rhyman, who is from Tredworth in Gloucester, trains at St James City Farm & Riding School in the city, run by Imran Atcha, and competed in a junior race at Cheltenham in March.

The riding school is one of five across the country to have recently received funding from the Pony Racing Authority to help make racing more accessible for inner-city children who do not own a pony.

You can watch the full documentary on BBC One in the West from 19:30 BST on Monday, 8 October, while the programme will also be available afterwards on the BBC iPlayer.

 

Source – BBC News

New research had identified that it is essential for employers to improve support for working fathers in order to achieve equality for working mothers. Organisations need to go further than setting policy to achieve this – they need working practices that make it easier for employees to share parental responsibilities between mum and dad. Contributor Rebecca Hourston, Head of Working Parent & Executive Coaching Programmes – Talking Talent.

It is a key conclusion from research commissioned by Talking Talent, a global coaching consultancy leading the gender diversity agenda, who asked Censuswide to talk to over 7,000 working parents about their experiences. Successfully sharing their role as parents is essential for women to continue the progression of their careers and is key to closing the gender pay gap.  But it will only succeed if organisations ensure working dads don’t face exactly the same negative experiences which have stopped working mums progressing in the past.

The research found that over half (52 percent) of working parents, including 26 percent men and 30 percent women, think that their career has slowed down compared to their childless colleagues.

With 44 percent of working mothers found it difficult to keep an interesting job – but even more working fathers (53 percent) are finding this a challenge too. ‘Working parent guilt’ isn’t the preserve of mothers either, and more men (66 percent) than women (60 percent) felt guilty at not spending enough time with their children. And it appears that working dads are finding it harder to secure support from their employers too. 57 percent of all those surveyed wanted flexible working hours. While 21 percent of women have never had a request turned down, only 14 percent of men experienced the same.

Rebecca Hourston, Head of Working Parent & Executive Coaching Programmes at Talking Talent, said: “Stepping up to address these challenges is an important future investment for organisations. Attitudes and expectations are changing fast among young people and 68 percent of our respondents expected that the next generation would find it just as hard as them to balance work and parenthood.”

Sharing towards a solution
The research shows how shared parental leave (SPL) can lead the way. In the UK, two-thirds (66 percent) of working parents agreed that SPL can benefit couples by preparing them to share parental responsibilities more equally in future years.

Rebecca Hourston from Talking Talent continued: “How your organisation talks about parental leave – how openly it communicates – tells us everything we need to know about their commitment to gender equality. To send a clear and positive message, employers need to be transparent and proactive in publishing their policies on parental leave.”

The research shows that over half of parents (56 percent) would have been very likely to share parental leave if their pay and working conditions had met their needs. BUT, half of respondents (51 percent) thought that fathers who took SPL would experience a detrimental effect on their careers, and 53 percent feared judgement if they chose SPL.

Rebecca Hourston from Talking Talent added: “Employers have a crucial role to play in making SPL both available and appealing. Organisations with their fingers on the pulse need to encourage both men and women to view SPL in a more positive light by demonstrating that with the right support, the relationship between parenthood and professional success can be mutually beneficial.”

Practice what you promise…
Where do organisations start? The new research points them in the right direction. More than half of working parents (53 percent) experienced a significant gap between what their workplace says it’s doing and what it’s actually doing; around half of that group (26 percent of the total) made this point strongly.

One in three parents surveyed, struggled to understand their company’s policy on parental leave for example. Rebecca Hourston from Talking Talent said: “By debunking tired myths about theoretical losses of skills or the supposed dangers of flexible working, this report challenges all types of organisations to close the gap between their policies for supporting working parents and their actual, ongoing practices. Achieving this will be a vital step towards truly inclusive behaviour.”

 

Source – The HR Director

Latest Blog

My advice about employment

  • 5 months ago
  • written by NDA

My name is Nana Marfo and I’m 35 years old. You might have guessed, a 1980’s baby who was born with a disability and a breathing condition didn’t have a hope of living, especially if there were born 6 months premature. My internal organs were not fully developed and caused me to live in an incubator for 2 years so that my body could grow, this had a massive impact on my airway. This resulted in me having emergency surgery and living my childhood with a tracheostomy. Unfortunately, things didn’t go to plan and my condition is lifelong, but it has made me uniquely gifted with a voice for change towards attitude concerning disability.

Living with a tracheostomy has put strain on my educational and working life, which leads me to speak about employment and the struggles that people with disabilities face, just to be an employee. Employment is a fundamental step in society for everybody of working age and it is extremely difficult for people with disabilities to get their foot on the ladder, society hasn’t got the hang of being open and honest when employing people with disabilities. Employers find it really difficult understanding how to include people with disabilities. In my role as an employment support officer for Croydon Council and through my own recruitment experience I get to see first-hand how employers are apprehensive about employing disabled people.

Inclusion is what we want to achieve, employers need to embrace people with disabilities by starting to talk with disabled applicants from the application stage. A lot of employers may be worried by the possible implications of employing a person of disability. With understanding and willingness to give a person with disability a chance things can be put in place to give them a fairer chance of success.

Living with a tracheostomy has put strain on my educational and working life, which leads me to speak about employment and the struggles that people with disabilities face, just to be an employee. Employment is a fundamental step in society for everybody of working age and it is extremely difficult for people with disabilities to get their foot on the ladder, society hasn’t got the hang of being open and honest when employing people with disabilities. Employers find it really difficult understanding how to include people with disabilities. In my role as an employment support officer for Croydon Council and through my own recruitment experience I get to see first-hand how employers are apprehensive about employing disabled people.

Inclusion is what we want to achieve, employers need to embrace people with disabilities by starting to talk with disabled applicants from the application stage. A lot of employers may be worried by the possible implications of employing a person of disability. With understanding and willingness to give a person with disability a chance things can be put in place to give them a fairer chance of success.

Everyone is entitled to, and should feel included in the employment sector. If we really want to make the world of work and employers understand disability we must work and breakdown barrier faced by disabled people and get reasonable adjustments within the work force.

My tips on gaining employment

  • Person with a disability should be honest about their barrier when applying for a role admitting your health condition is not something an employer shall use against you.
  • Always get extra support and be open to help
  • Gaining employment takes time and  patience
  • Be yourself when talking to an employer
  • Do a lot of research on a company you have applied for.
  • Always dress professionally as first impressions count
  • Have faith in yourself
  • Remember your disability doesn’t define your position in a company it’s all about you and what you can do.
  • Be willing to learn and be flexible
  • If you need reasonable adjustments make sure you discuss this with your employer in advance and let your employer keep you updated.
  • Use Access to Work to support the additional requirements that you may need.  More often than not, these adaptions cost as little as £75, but Access to Work may be able to fund it.

Nana Marfo was shortlisted for the Positive Role Model Award at the 2018 National Diversity Awards for disability! 

If I was to ask, what would be your solution to inclusion and acceptance in the work place as a person with a disability? 

 

Source – Community Scope . Org

This week we’re celebrating people and diversity at Network Rail.

From 1 to 5 October we’re raising awareness of the relevance of diversity and inclusion, and recognising the hard work of our employees to help achieve this goal.

Becoming an increasingly open, diverse and inclusive organisation makes us safer and improves performance through fresh ideas and the confidence to challenge the status quo.

Our Diversity and Inclusion team has worked with our six employee networks and others, including various sponsors and equality reps, to organise a special programme of events.

Everyone matters

Our theme for Everyone Week this year is ‘everyone matters’ to encourage us to highlight that our Everyone Strategy focuses on all nine protected characteristics as defined in the Equality Act 2010.

They are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

This year we launched a project to increase the proportion of our female staff to a fifth of our workforce by 2020. Through 20by20, we will improve our processes and practices, which will benefit everyone at our organisation.

We have also launched a campaign to raise awareness of reasonable adjustments – changes to a working environment that enable people to work productively and safely. We are focusing on increasing the understanding of the type of adjustments available, reminding people how to request reasonable adjustments and providing a toolkit to support line managers in such conversations.

Our programme

Everyone Week includes a wide range of talks involving guest speakers. In addition to sessions focused on reasonable adjustments and the 20by20 project, attendees can learn more about topics such as inclusive recruitment, flexible working, inclusive design, leadership, inclusive marketing and mental health and well-being.

There will also be specific sessions on a range of subjects including deaf awareness and sign language, menopause, epilepsy, medical detection dogs and domestic abuse.

Meanwhile, Everyone Week highlights our ongoing efforts to provide opportunities for under-represented groups to experience working at Network Rail, and to arrange school visits to promote careers at Network Rail and learn more from charitySamaritans about how to collaborate further with the rail industry.

 

Source – Network Rail

Stormy has unveiled the first project to come out of #Merky Books, his publishing imprint with Penguin Random House.

The Big For Your Boots hit maker revealed he would be highlighting the importance of diversity in higher education with Taking Up Space, a book written by Cambridge University graduates Chelsea Kwakye and Ore Ogunbiyi.

Sharing the news on social media, Stormzy told his 1.9 million followers: “These 2 girls are incredible and this book is going to shake culture trust me.

“Please follow them and also @takingupspacebook more details and information to come soon!!!”
In a joint statement, Kwakye and Ogunbiyi said: “Diversity and inclusion have become buzzwords, especially in education, but it is time that we had honest conversations about what those two words truly mean, especially for young black girls. 

“Through our stories and the experiences of past and present university students, this book seeks to fill the gap of often incomplete conversations about widening participation and inclusion at university.

“It will be the book that we wish we had before going into university and we hope it provides a comfort to those who will inevitably share our experiences.”

The #MerkyBooks imprint forms part of the 25-year-old’s empire which encompasses a record label, music festival and the Stormzy Scholarship which provides two black students with the funds to attend Cambridge University.

At the time, the star explained: “It’s so important for black students, especially, to be aware that it can 100 per cent be an option to attend a university of this calibre.

“When students are young, academically brilliant and getting great grades, they should know that’s an option.”

 

Source: Standard UK

Each year 54,000 women are forced out of their jobs due to pregnancy and maternity discrimination in the UK. Britain’s major employers now agree that this is wrong.

A new mother forced to resign after being bombarded with texts and emails telling her she “obviously can’t work with two kids”. Another one who returns to work to find herself reapplying for her job after a company restructure. And another who feels she has no choice but to quit because her employer won’t give her the time and space she needs to express milk for her daughter.

These are just a small selection of the real-life stories published by Pregnant then Screwed, a campaign group that protects and promotes the rights of mothers. They are a powerful reminder that we have a long way to go to achieve workplace equality.

Each year 54,000 women are forced out of their jobs because of pregnancy and maternity discrimination in the UK. A decade ago, the figure was 30,000. And these figures don’t even capture the myriad other ways in which women are penalised for having children, from missing out on promotions and pay rises to losing a place on a big project or trip abroad.

That is why in June this year – building on the successful gender pay gap reporting I delivered as the employment relations minister in the coalition government – I introduced a new bill in parliament. This bill would require all employers with more than 250 employees to publish details of their parental leave and pay entitlements. I am pleased to already have secured cross-party support from Nicky Morgan, the former Conservative cabinet minister, Harriet Harman, David Lammy and Gareth Thomas from Labour, Caroline Lucas of the Greens, and Alison Thewliss of the SNP.

It is a simple, light-touch regulatory change that will bring great benefits to employers, employees and prospective job applicants. And today, in response to my campaign, 10 major employers representing around 150,000 employees have agreed to publish their parental leave and pay policies.

Accenture, Addleshaw Goddard, RBS, Direct Line Group, Deloitte LLP, EY, KPMG, Linklaters, Santander and PwC have all set an excellent example, demonstrating to others they can do it too.

Publishing parental pay benefits will let employers show that they’re family-friendly and enable them to better attract talent, potentially spurring on some very healthy competition.

Applicants would no longer need to ask about parental leave policy at interview either. And when most employers think a woman should have to disclose at interview if she is pregnant, we need to do everything we can to reduce discrimination in the recruitment process. We should spare women these awkward conversations with people they’ve just met.

Liberal Democrats demand better. We know that if we are to get serious about tackling discrimination against new parents and pregnant women in our workplaces then we need employers to get on board.

Being transparent about parental leave and pay policies will help build a workplace culture where men also feel supported in taking on their fair share of caring responsibilities. But, again, there is no single solution to the problem. We also need working dads, especially those in leadership roles, to be open and proud about how they balance professional and family responsibilities. And the government needs to give fathers a bigger chunk of leave allocated just for them on a use-it-or-lose-it basis and to enhance statutory pay for parental leave.

Men want to play a bigger and equal role in raising their children, but as a society we don’t support them in that. Research published earlier this month by Business in the Community found that 85 per cent of men think that men should be as involved in all aspects of childcare as women, and 56 per cent of men with caring responsibilities want to be more involved in caring.

Two thirds of them also said they would make better use of the policies available to help them balance work and care, if they could be confident that it wouldn’t affect their career prospects, a sorry consequence of motherhood that women have too often had to accept.

I was delighted when earlier this month the government, again in response to my campaign, instructed all civil service departments to publish their parental leave and pay entitlements. It is quite right for the civil service to set the gold standard for employment in the UK.

But the government must go one step further and back my bill now. And, in the meantime, all employers should follow the civil service’s example and take one more step towards fairer and more equal workplaces.

 

Source – Independant

A transgender vicar has led a unique project to bring together a collection of churches to foster better diversity in the Church of England.

Twelve churches in Manchester have joined together to form the first inclusive deanery.

Canon Rachel Mann was inspired to act partly following the case of a 14-year-old girl who took her own life after believing the church would not accept her as a gay Christian.

The Withington Deanery sees each church commit to accepting all people, regardless of their race, sexuality, gender or disabilities.

Canon Mann, rector of the Church of St Nicholas in Burnage, became one of the first transgender priests to be ordained in the Church of England.

She said she knows what it is like to experience life “on the margins” of society.

Click Here To Watch Video

 

Source : BBC News

National Diversity Awards

Copyrights © 2019 National Diversity Awards / All Rights Reserved

Web Design by Marketing Originals