際際滷shows by User: JonathanLampteyPhD / http://www.slideshare.net/images/logo.gif 際際滷shows by User: JonathanLampteyPhD / Tue, 09 Oct 2018 08:07:36 GMT 際際滷Share feed for 際際滷shows by User: JonathanLampteyPhD Book Review: The Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace /slideshow/book-review-the-trusted-black-girl-challenging-perceptions-and-maximising-the-potential-of-black-women-in-the-uk-workplace/118827945 trustedblackgirlchallengingperceptionsandmaximisingthepotentialofblackwomenintheukworkplace-181009080736
This is a summary of a review of a book that explains what this means and why you this matters to you. In todays show I discuss several things including: My enthusiasm about this book. How this book moves beyond intersectional rhetoric. The hidden experiences the book reveals and much much more Heres some of what I share in the show: The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women. I describe how the book explores the nuances of black female experience in the workplace: I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that its just one of 8 concepts explored in the book , I wont list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think youll enjoy reading about Black Women are invisible for positive things and hyper visible for negative things. I discuss how the unique black female experience regarding colleagues and leaders: Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility. Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences. I talk about how the black female experience has been ignored by the mainstream: The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores. SHOWNOTES Roianne Nedd The Trusted Black Girl Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace. Roianne Nedd Website Cracked Cocoon Book Roianne Nedd Twitter Roianne Nedd Linkedin]]>
This is a summary of a review of a book that explains what this means and why you this matters to you. In todays show I discuss several things including: My enthusiasm about this book. How this book moves beyond intersectional rhetoric. The hidden experiences the book reveals and much much more Heres some of what I share in the show: The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women. I describe how the book explores the nuances of black female experience in the workplace: I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that its just one of 8 concepts explored in the book , I wont list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think youll enjoy reading about Black Women are invisible for positive things and hyper visible for negative things. I discuss how the unique black female experience regarding colleagues and leaders: Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility. Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences. I talk about how the black female experience has been ignored by the mainstream: The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores. SHOWNOTES Roianne Nedd The Trusted Black Girl Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace. Roianne Nedd Website Cracked Cocoon Book Roianne Nedd Twitter Roianne Nedd Linkedin]]> Tue, 09 Oct 2018 08:07:36 GMT /slideshow/book-review-the-trusted-black-girl-challenging-perceptions-and-maximising-the-potential-of-black-women-in-the-uk-workplace/118827945 JonathanLampteyPhD@slideshare.net(JonathanLampteyPhD) Book Review: The Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace JonathanLampteyPhD This is a summary of a review of a book that explains what this means and why you this matters to you. In todays show I discuss several things including: My enthusiasm about this book. How this book moves beyond intersectional rhetoric. The hidden experiences the book reveals and much much more Heres some of what I share in the show: The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women. I describe how the book explores the nuances of black female experience in the workplace: I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that its just one of 8 concepts explored in the book , I wont list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think youll enjoy reading about Black Women are invisible for positive things and hyper visible for negative things. I discuss how the unique black female experience regarding colleagues and leaders: Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility. Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences. I talk about how the black female experience has been ignored by the mainstream: The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores. SHOWNOTES Roianne Nedd The Trusted Black Girl Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace. Roianne Nedd Website Cracked Cocoon Book Roianne Nedd Twitter Roianne Nedd Linkedin <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/trustedblackgirlchallengingperceptionsandmaximisingthepotentialofblackwomenintheukworkplace-181009080736-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This is a summary of a review of a book that explains what this means and why you this matters to you. In todays show I discuss several things including: My enthusiasm about this book. How this book moves beyond intersectional rhetoric. The hidden experiences the book reveals and much much more Heres some of what I share in the show: The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women. I describe how the book explores the nuances of black female experience in the workplace: I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that its just one of 8 concepts explored in the book , I wont list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think youll enjoy reading about Black Women are invisible for positive things and hyper visible for negative things. I discuss how the unique black female experience regarding colleagues and leaders: Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility. Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences. I talk about how the black female experience has been ignored by the mainstream: The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores. SHOWNOTES Roianne Nedd The Trusted Black Girl Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace. Roianne Nedd Website Cracked Cocoon Book Roianne Nedd Twitter Roianne Nedd Linkedin
Book Review: The Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace from Dr. Jonathan Ashong-Lamptey
]]> 61 4 https://cdn.slidesharecdn.com/ss_thumbnails/trustedblackgirlchallengingperceptionsandmaximisingthepotentialofblackwomenintheukworkplace-181009080736-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the World /slideshow/michael-collins-managing-inclusion-in-one-of-the-most-diverse-cities-in-the-world/103943187 dstariwfqyya9du66mqp-signature-b599c8b079a8e17058587ac09223637b92ff062dac392ee5a141b121ce79f1a1-poli-180702133746
This is a summary of an episode with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show. In todays show we discuss several things including The reason New York City Transit is a unique organisation The elegant rule Michael introduced to promote inclusion with employee resource groups Affirmative Action: What it looks like in practice and much much more Heres some of the wisdom that Michael shared: If youre leading people, youre leading Diversity Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities: If youre managing people. If youre leading people then you need to understand that you are leading diversity already. Youre either doing a good job or youre not. But you are. Youre doing it Employee resource groups can directly influence the bottom line Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation: Ive seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it Affirmative Action in practice Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work: Were going to look at what the census says is available in the marketplace to do these jobs, for example if its 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that ]]>
This is a summary of an episode with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show. In todays show we discuss several things including The reason New York City Transit is a unique organisation The elegant rule Michael introduced to promote inclusion with employee resource groups Affirmative Action: What it looks like in practice and much much more Heres some of the wisdom that Michael shared: If youre leading people, youre leading Diversity Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities: If youre managing people. If youre leading people then you need to understand that you are leading diversity already. Youre either doing a good job or youre not. But you are. Youre doing it Employee resource groups can directly influence the bottom line Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation: Ive seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it Affirmative Action in practice Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work: Were going to look at what the census says is available in the marketplace to do these jobs, for example if its 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that ]]> Mon, 02 Jul 2018 13:37:46 GMT /slideshow/michael-collins-managing-inclusion-in-one-of-the-most-diverse-cities-in-the-world/103943187 JonathanLampteyPhD@slideshare.net(JonathanLampteyPhD) Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the World JonathanLampteyPhD This is a summary of an episode with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show. In todays show we discuss several things including The reason New York City Transit is a unique organisation The elegant rule Michael introduced to promote inclusion with employee resource groups Affirmative Action: What it looks like in practice and much much more Heres some of the wisdom that Michael shared: If youre leading people, youre leading Diversity Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities: If youre managing people. If youre leading people then you need to understand that you are leading diversity already. Youre either doing a good job or youre not. But you are. Youre doing it Employee resource groups can directly influence the bottom line Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation: Ive seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it Affirmative Action in practice Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work: Were going to look at what the census says is available in the marketplace to do these jobs, for example if its 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/dstariwfqyya9du66mqp-signature-b599c8b079a8e17058587ac09223637b92ff062dac392ee5a141b121ce79f1a1-poli-180702133746-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This is a summary of an episode with Michael Collins. Michael is the Head of Diversity &amp; Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines As the Diversity &amp; Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show. In todays show we discuss several things including The reason New York City Transit is a unique organisation The elegant rule Michael introduced to promote inclusion with employee resource groups Affirmative Action: What it looks like in practice and much much more Heres some of the wisdom that Michael shared: If youre leading people, youre leading Diversity Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities: If youre managing people. If youre leading people then you need to understand that you are leading diversity already. Youre either doing a good job or youre not. But you are. Youre doing it Employee resource groups can directly influence the bottom line Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation: Ive seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it Affirmative Action in practice Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work: Were going to look at what the census says is available in the marketplace to do these jobs, for example if its 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that
Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the World from Dr. Jonathan Ashong-Lamptey
]]> 45 3 https://cdn.slidesharecdn.com/ss_thumbnails/dstariwfqyya9du66mqp-signature-b599c8b079a8e17058587ac09223637b92ff062dac392ee5a141b121ce79f1a1-poli-180702133746-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Organisational Culture, Amazon and You /JonathanLampteyPhD/organisational-culture-amazon-and-you ha57cf7qrmaowsometcd-signature-c5ccf57071d6eb2484edcec10e9e17f4b46d86a5a7d682abad0acfb5f4548a93-poli-180702133435
This is a summary of an episode where I talk about ultural change and inclusion. Ive been getting a lot of requests about organisational culture and the difficulty in changing the culture of an organisation. This is relevant because my research has consistently shown that changing organisational culture is one of the 3 biggest problems that organisations experience when they try to become more inclusive. Its one of the 3 Ps at the heart of my approach. I discuss this in the pilot episode of this podcast and repeat constantly to everyone I meet. People, Potential and Performance. The P that relates directly to culture is Potential. In todays show I discuss several things including: Why common ideas about cultural change are limited in their approach The elegant yet simple model to help you think about the culture where you work The role employee resource groups can help to change the culture of your organisation Heres some of what I share in the show: Knee Jerk Reactions I describe how modern organisations feel that they have to be seen to be trying to improve diversity. I explain how organisations often do this without considering the long term consequences: The simple truth is that several of these organisations rush into knee jerk initiatives without truly considering the long-term implications Senior Leaders are important but also Middle Managers Matter I outline why the received knowledge that leaders alone can change organisational culture may be limited. I explain how middle management have a huge influence on change: The problem is what gets described as the frozen middle. The people in the middle are blocking change why? Because they are responsible for day-to-day hiring and firing, they influence recruitment, retention and promotion in organisations. Employee Resource Groups as Agents of Change I describe how employee resource groups can be used to influence the culture of the organisation. I suggest that they have the power to create change: By introducing employee resource groups you show that employees can recognise more of their identities within the workplace and that your organisation wants to recognise that in the workplace because inclusion is important and necessary within the workplace ]]>
This is a summary of an episode where I talk about ultural change and inclusion. Ive been getting a lot of requests about organisational culture and the difficulty in changing the culture of an organisation. This is relevant because my research has consistently shown that changing organisational culture is one of the 3 biggest problems that organisations experience when they try to become more inclusive. Its one of the 3 Ps at the heart of my approach. I discuss this in the pilot episode of this podcast and repeat constantly to everyone I meet. People, Potential and Performance. The P that relates directly to culture is Potential. In todays show I discuss several things including: Why common ideas about cultural change are limited in their approach The elegant yet simple model to help you think about the culture where you work The role employee resource groups can help to change the culture of your organisation Heres some of what I share in the show: Knee Jerk Reactions I describe how modern organisations feel that they have to be seen to be trying to improve diversity. I explain how organisations often do this without considering the long term consequences: The simple truth is that several of these organisations rush into knee jerk initiatives without truly considering the long-term implications Senior Leaders are important but also Middle Managers Matter I outline why the received knowledge that leaders alone can change organisational culture may be limited. I explain how middle management have a huge influence on change: The problem is what gets described as the frozen middle. The people in the middle are blocking change why? Because they are responsible for day-to-day hiring and firing, they influence recruitment, retention and promotion in organisations. Employee Resource Groups as Agents of Change I describe how employee resource groups can be used to influence the culture of the organisation. I suggest that they have the power to create change: By introducing employee resource groups you show that employees can recognise more of their identities within the workplace and that your organisation wants to recognise that in the workplace because inclusion is important and necessary within the workplace ]]> Mon, 02 Jul 2018 13:34:35 GMT /JonathanLampteyPhD/organisational-culture-amazon-and-you JonathanLampteyPhD@slideshare.net(JonathanLampteyPhD) Organisational Culture, Amazon and You JonathanLampteyPhD This is a summary of an episode where I talk about ultural change and inclusion. Ive been getting a lot of requests about organisational culture and the difficulty in changing the culture of an organisation. This is relevant because my research has consistently shown that changing organisational culture is one of the 3 biggest problems that organisations experience when they try to become more inclusive. Its one of the 3 Ps at the heart of my approach. I discuss this in the pilot episode of this podcast and repeat constantly to everyone I meet. People, Potential and Performance. The P that relates directly to culture is Potential. In todays show I discuss several things including: Why common ideas about cultural change are limited in their approach The elegant yet simple model to help you think about the culture where you work The role employee resource groups can help to change the culture of your organisation Heres some of what I share in the show: Knee Jerk Reactions I describe how modern organisations feel that they have to be seen to be trying to improve diversity. I explain how organisations often do this without considering the long term consequences: The simple truth is that several of these organisations rush into knee jerk initiatives without truly considering the long-term implications Senior Leaders are important but also Middle Managers Matter I outline why the received knowledge that leaders alone can change organisational culture may be limited. I explain how middle management have a huge influence on change: The problem is what gets described as the frozen middle. The people in the middle are blocking change why? Because they are responsible for day-to-day hiring and firing, they influence recruitment, retention and promotion in organisations. Employee Resource Groups as Agents of Change I describe how employee resource groups can be used to influence the culture of the organisation. I suggest that they have the power to create change: By introducing employee resource groups you show that employees can recognise more of their identities within the workplace and that your organisation wants to recognise that in the workplace because inclusion is important and necessary within the workplace <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ha57cf7qrmaowsometcd-signature-c5ccf57071d6eb2484edcec10e9e17f4b46d86a5a7d682abad0acfb5f4548a93-poli-180702133435-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This is a summary of an episode where I talk about ultural change and inclusion. Ive been getting a lot of requests about organisational culture and the difficulty in changing the culture of an organisation. This is relevant because my research has consistently shown that changing organisational culture is one of the 3 biggest problems that organisations experience when they try to become more inclusive. Its one of the 3 Ps at the heart of my approach. I discuss this in the pilot episode of this podcast and repeat constantly to everyone I meet. People, Potential and Performance. The P that relates directly to culture is Potential. In todays show I discuss several things including: Why common ideas about cultural change are limited in their approach The elegant yet simple model to help you think about the culture where you work The role employee resource groups can help to change the culture of your organisation Heres some of what I share in the show: Knee Jerk Reactions I describe how modern organisations feel that they have to be seen to be trying to improve diversity. I explain how organisations often do this without considering the long term consequences: The simple truth is that several of these organisations rush into knee jerk initiatives without truly considering the long-term implications Senior Leaders are important but also Middle Managers Matter I outline why the received knowledge that leaders alone can change organisational culture may be limited. I explain how middle management have a huge influence on change: The problem is what gets described as the frozen middle. The people in the middle are blocking change why? Because they are responsible for day-to-day hiring and firing, they influence recruitment, retention and promotion in organisations. Employee Resource Groups as Agents of Change I describe how employee resource groups can be used to influence the culture of the organisation. I suggest that they have the power to create change: By introducing employee resource groups you show that employees can recognise more of their identities within the workplace and that your organisation wants to recognise that in the workplace because inclusion is important and necessary within the workplace
Organisational Culture, Amazon and You from Dr. Jonathan Ashong-Lamptey
]]> 177 3 https://cdn.slidesharecdn.com/ss_thumbnails/ha57cf7qrmaowsometcd-signature-c5ccf57071d6eb2484edcec10e9e17f4b46d86a5a7d682abad0acfb5f4548a93-poli-180702133435-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 George Selvanera: Building Disability Smart Organisations /slideshow/george-selvanera-building-disability-smart-organisations/90903892 georgeselvanerasummaryuse-180316110623
George provides strategic and consultant advice for organisations trying to become more inclusive, hes worked in some fascinating international roles including work to influence legislation for the Central Government of Papua New Guinea and he was the Director of Policy, Services and Communications at Business Disability Forum In todays show we discuss several things including The common mistake made when managing people with disabilities in the workplace The compelling reason why managing disabilities should be of interest to each and every one of us The number one reason for the successful retention of people with disabilities within the workplace and much much more]]>
George provides strategic and consultant advice for organisations trying to become more inclusive, hes worked in some fascinating international roles including work to influence legislation for the Central Government of Papua New Guinea and he was the Director of Policy, Services and Communications at Business Disability Forum In todays show we discuss several things including The common mistake made when managing people with disabilities in the workplace The compelling reason why managing disabilities should be of interest to each and every one of us The number one reason for the successful retention of people with disabilities within the workplace and much much more]]> Fri, 16 Mar 2018 11:06:22 GMT /slideshow/george-selvanera-building-disability-smart-organisations/90903892 JonathanLampteyPhD@slideshare.net(JonathanLampteyPhD) George Selvanera: Building Disability Smart Organisations JonathanLampteyPhD George provides strategic and consultant advice for organisations trying to become more inclusive, hes worked in some fascinating international roles including work to influence legislation for the Central Government of Papua New Guinea and he was the Director of Policy, Services and Communications at Business Disability Forum In todays show we discuss several things including The common mistake made when managing people with disabilities in the workplace The compelling reason why managing disabilities should be of interest to each and every one of us The number one reason for the successful retention of people with disabilities within the workplace and much much more <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/georgeselvanerasummaryuse-180316110623-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> George provides strategic and consultant advice for organisations trying to become more inclusive, hes worked in some fascinating international roles including work to influence legislation for the Central Government of Papua New Guinea and he was the Director of Policy, Services and Communications at Business Disability Forum In todays show we discuss several things including The common mistake made when managing people with disabilities in the workplace The compelling reason why managing disabilities should be of interest to each and every one of us The number one reason for the successful retention of people with disabilities within the workplace and much much more
George Selvanera: Building Disability Smart Organisations from Dr. Jonathan Ashong-Lamptey
]]> 150 4 https://cdn.slidesharecdn.com/ss_thumbnails/georgeselvanerasummaryuse-180316110623-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 https://public.slidesharecdn.com/v2/images/profile-picture.png https://cdn.slidesharecdn.com/ss_thumbnails/trustedblackgirlchallengingperceptionsandmaximisingthepotentialofblackwomenintheukworkplace-181009080736-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/book-review-the-trusted-black-girl-challenging-perceptions-and-maximising-the-potential-of-black-women-in-the-uk-workplace/118827945 Book Review: The Trust... https://cdn.slidesharecdn.com/ss_thumbnails/dstariwfqyya9du66mqp-signature-b599c8b079a8e17058587ac09223637b92ff062dac392ee5a141b121ce79f1a1-poli-180702133746-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/michael-collins-managing-inclusion-in-one-of-the-most-diverse-cities-in-the-world/103943187 Michael Collins: Manag... https://cdn.slidesharecdn.com/ss_thumbnails/ha57cf7qrmaowsometcd-signature-c5ccf57071d6eb2484edcec10e9e17f4b46d86a5a7d682abad0acfb5f4548a93-poli-180702133435-thumbnail.jpg?width=320&height=320&fit=bounds JonathanLampteyPhD/organisational-culture-amazon-and-you Organisational Culture...