The last couple of weeks, I’ve been working on a couple of different projects. I’m scoping three research projects to increase compliance and awareness of cyber security. Another project seeks to improve behaviours on COVID-19 safety. The other big chunk of work is for our disability inclusion steering committee.
Continue reading “Equity training”
I spent most of the day finalising my feedback for the disability inclusion action plan for our sector, and sitting on a recruitment panel. Both of these activities involved active practice of intersectionality. That’s a concept that discribes how gender and race are interconnected with other forms of institutional disadvantage.
Continue reading “Intersectionality Action Plan”
I’ve been back at work for a few weeks. Today has been a big day for meetings and planning on equity, diversity and accessibility.
Continue reading “Research with Vulnerable Groups”
Research doesn’t just involve collecting and analysising data, or writing reports. It involves endless admin and negotiation. I returned to work on a data request, accessibility, public communications, plus equity and diversity planning.
Continue reading “Research Admin”
Reflections on my most joyful project, and dealing with sexism and racial inequality in the workplace.
Continue reading “Institutional Racism”I’ll be speaking on a panel at the first Tech Inclusion conference in Australia, in Melbourne, on 13 February 2018. Tech Inclusion is aimed at various practitioners from the tech industry to discuss issues of diversity. This includes: executives, hiring … Continue reading Tech Inclusion Melbourne
Cultural diversity can improve businesses through new ideas, strengthening understanding and relationships of different client groups, and by boosting innovation through multicultural networks.
Continue reading “How to Improve Business Through Diversity Management”
By Zuleyka Zevallos, PhD
Social science studies find that male bosses are more likely to judge the competence of women managers using a skewed view on gender. In practice, this means organisations are missing out on a proactive approach to leadership.
Continue reading “Why Women’s Leadership is a Business Asset”
Social Science Insights 