Jean C. on LinkedIn: #inclusivity #sen (2024)

It was a pleasure to write part of the 2022-23 Social Mobility report, some of the recent work at Making The Leap 📄The ‘Bridging the Gap’ chapter focuses on what schools, colleges and universities have been doing to help enhance social mobility. If you work in an education setting and want to read some examples of best practice, and current challenges, do take a read! 🏫 If you are an employer, take a look at the report to see what steps companies have been taking to overcome barriers, such as gathering high-quality data and having an intersectional approach to the employee journey. Is there anything more your company could be doing? 📈💭Click on Padmini Iyer's post to read more and find the report 👇🏻 ✨ #SOMO2023 #socialmobility #diversity #equity #inclusion #equalopportunities #dei #research

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Published on Wednesday 15th Nov, the latest UK Social Mobility Awards research report, "Reaching potential? Advancing social Mobility in 2022-2023"The UK Social Mobility Awards research report highlights the significant strides made by employers in promoting socio-economic diversity. However, the report also emphasizes the need for continued effort to achieve equitable outcomes and foster inclusive workplaces for individuals from less advantaged socio-economic backgrounds (SEBs).Key takeaways:- The majority of employers (87%) are focusing on advancing social mobility through outreach work, to inform people from less advantaged socio-economic backgrounds (LSEB) about careers in their respective industries.- A lower proportion of employers are focusing on recruiting and retaining LSEB employees, with 52% and 35% respectively working on these areas.- Best practice to advance social mobility was driven by high quality data, clear strategy, passionate leadership, and am intersectional approach across the employee journey.I will be using this report to reflect on our current priorities and strategies that we have made for 2024 on improving and retaining socio-economic diversity in Sanofi UKIE.Thanks to Making The Leap for publishing this crucial research and thank you Padmini Iyer for your important work and sharing the report with me! I look forward to collaborating with you!#SocialMobility #Diversity #Inclusion #Equity #WorkforceDevelopment #Sanofi #inclusiveemployer

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In the face of a nationwide DSP shortage exacerbated by the pandemic, it's time we leverage social platforms to champion the cause of Direct Support Professionals (DSPs). These unsung heroes are pivotal in enabling individuals with developmental disabilities to live enriched, independent lives within their communities. Yet, they face daunting challenges: low pay, high turnover, and now, increased risks due to COVID-19. Let's initiate a conversation on social media to highlight the indispensable role of DSPs, underscore the urgent need for a robust recruitment strategy, and call upon influencers and individuals alike to advocate for better support and recognition of DSPs. Together, we can use social media for good, fostering a movement that not only raises awareness but also drives tangible change in the lives of DSPs and the individuals they support. #SupportDSPs #InclusiveCommunitiesWho can help:Human Resources (HR) professionals: HR professionals can help with the recruitment, hiring, and onboarding of DSPs. They can also provide support with payroll, benefits, and other HR-related issues.Program managers: Program managers oversee the work of DSPs and ensure that they are providing quality care and support. They can also provide training and development opportunities for DSPs.Job coaches: Job coaches can help DSPs find jobs, prepare for interviews, and succeed in their new roles.https://smpl.is/8m53g has opportunities to partner with Athletes to amplify the influence.

This article addresses the challenge of recruiting and retaining talented staff and emphasizes the need for collaboration between education and business to promote workplace diversity and equity. It highlights the role of education in developing essential skills and advocates for inclusive recruitment and employee empowerment. The article underscores the potential of diversity in education to enrich the learning experience and strengthen communities and workplaces. It emphasizes the importance of this collaboration for a more equitable and diverse workforce.#OPENWORK #Diversity #Inclusion #Equity #DEI #ID #AdultEducation #LifeLongLearning #Workplace #ErasmusPlus #ErasmusPlusIKY #ErasmusPlusGreece #PI4SD #CandideInternational

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⭐️ Embracing Neurodiversity - Rethinking Testing Methods from Education to the Workplace ⭐️In a world that often measures success through standardised testing and uniform benchmarks, it's imperative to recognise that not everyone should be judged the same way. Just as the famous quote suggests, "If you judge a fish by its ability to climb a tree, it will spend its whole life feeling it is stupid," individuals, especially those with neurodiverse traits, can feel undervalued and misunderstood when held to one narrow standard of evaluation.As a parent raising both a neurodiverse child and a non-neurodiverse child, I've come to appreciate the importance of acknowledging and celebrating their unique strengths and perspectives. Each child, regardless of their neurology, brings a distinct set of talents and abilities to the table. Therefore, it's essential to move away from a one-size-fits-all approach to education and testing.From the start of their educational journey, we must foster an environment that embraces neurodiversity and accommodates different learning styles. Instead of relying solely on traditional standardised tests, educators should explore alternative methods of assessment that tap into the diverse talents of all students. This could include project-based assessments, portfolio evaluations, or verbal presentations, among others.Furthermore, as these children transition into the workforce, it's crucial for employers to recognise and appreciate the value of neurodiversity. By creating inclusive workplaces that accommodate different ways of thinking and problem-solving, organisations can harness the full potential of their diverse workforce. This not only promotes innovation and creativity but also cultivates a sense of belonging and acceptance among employees.Embracing neurodiversity requires a shift in mindset—from viewing differences as deficits to recognising them as unique strengths. By rethinking testing methods from education to the workplace, we can create a more inclusive society where everyone has the opportunity to succeed on their own terms. #neurodiversity #diversity #inclusivity

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I vividly recall a conversation with one of our Leaders Plus Fellow just before Christmas who said "Wellbeing? Wellbeing for me is my children". https://lnkd.in/eBvRDiA4Being there for our children in a way that is right for me without giving up the big career dreams that shape my identity is critical to wellbeing for many of us working parents, including myself. To me personally, wellbeing as a working parent means the absence of guilt.It means feeling good enough.It means the absence of overwhelm. It means still being yourself, still pursuing big career dreams.And that is why I am so proud of our brilliant team for having won this wellbeing award for our work with the Leaders Plus Fellowship. https://lnkd.in/eBvRDiA4 During the Leaders Plus Fellowship, I don't think we ever talk explicitly about wellbeing. But the fact that it gives parents a space, peer group and practical support to both be parents and leaders without guilt matters, and it shows in the stats related to wellbeing:44: work life balance satisfaction of our Fellows increased by 44 percentage points on average on a scale of 1-10. 37: overwhelm feelings of our Fellows decreased by 37 percentage points on average on a scale of 1-10We still have places for our next cohort, apply by 20 Marchhttps://lnkd.in/eBvRDiA4

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When I joined the wonderful world of #neurodiversity as a psychologist in 2017, I had only hoped that a big organisation such as the CIPD would dedicate a research report to neuroinclusion! With this in mind, considering how novel neurodiversity is as a concept for some, the findings of CIPD’s neuroinclusion at work report didn’t surprise me. Overall, I found the report an interesting read and it includes 7 principles/ actions which organisations will find helpful! 🎤 If you're looking for a pro-bono speaker for one of your events during the neurodiversity celebration week or if you're looking to have a wider conversation at any other point throughout the year, feel free to reach out to me. 📩Some key points from the report: ➡️The public sector is most likely to include neuroinclusion in their EDI strategy or action plan compared to the private and voluntary sectors.➡️ 18% of senior managers said there’s training for line managers in how to respond when a job applicant or employee tells them they are neurodivergent.➡️ 46% said managers feel capable and confident to support neurodivergent individuals at work.➡️ 19% of employers say they have reviewed formal people management policies to make them neuroinclusive.➡️ 52% of employers say there is a general awareness across the workforce about what neurodiversity is and why it’s important. Link to the report: https://lnkd.in/ef7-zffS #neurodiversityatwork #CIPD #EDI #neurodiversityawareness

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"GenZ is set to transform the future of work with their digital upbringing, fostering innovation and fluency in technology," says Vikram Ahuja, CEO, Talent500. Check this article to learn more about the intricate dynamics of youth employment trends, skills development, and the evolving landscape of work. 👇#techjobs #worklife #jobs

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http://tiny.cc/67trvzThis is my heartfelt petition to the "Forward SG" platform.1 Change the present practices firstIn order to move Singapore forward, we must be first willing to take a good honest look at the realities and practices in the present, especially regarding the state of those with Disabilities in the Work Force here.These companies are trying to "put one's money where one's mouth is." and this is vital, especially when Singapore is at a crossroads of sorts, being a first world country in many respects but still a work in progress when it comes to the integration of those who do not fit well into the old system 2 APPEARANCE versus SUBSTANCE of success.The question, whether we want to admit it or not is "are we hiring those with Special Needs to LOOK GOOD, or with the intent of long term integration?" The former can be attained through statistical reports, but the latter requires leadership and personnel who are on the same page in vision and values.There has been increasing awareness that success, though tied invariably to quantifiable outcomes, is not the reflection of holistic success that is inclusive, qualitative and wholesome.3 Structures present but huge discrepancies in practice It was thanks mostly to the efforts of Ms Denise Phua Lay Peng, who was the forerunner of institutionalising entities and movements that intentionally catered to a section of the populace that could be integrated meaningfully and productively in our community, the awareness of inclusivity, especially for those with physical, learning and behavioural disabilities, became more acceptable and a buzzword most would rally behind due to its inherently noble nature.But there is a CHASM between what is being done in schools and the Working World, sadly. That leaves many of our youths, who have enjoyed more accommodations in schools so that their strengths could be nurtured on a more level playing field, suddenly left to fend for themselves in a Working World that may not practice such values. 4 Do we belong now?That also causes many who are ALREADY in the workforce, been diagnosed with SEN much later as they grew up during a time with little awareness, who have worked hard to get where they are and yet, have faced repeated rejection and trauma much of their schooling and work lives, in a state of perpetual LIMBO. If Singapore is to truly MOVE FORWARD in the next chapter of our Nation's history, aka FORWARD SINGAPORE (https://lnkd.in/gX4md8BX), where we seek to refresh our social compact and leave no one behind, isn't it time to move just beyond ideation to actually doing something for the future of our nation; especially if the problems are staring us in the face all this time?We have much to contribute, give and add value to in this place we choose to call home. The question is, "Are we even welcome or have a place here presently and in the future"?

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🚨 This is your 24-hour Roundtable Reminder 🚨Our next TheTalentPeople / GetMyFirstJob Education Roundtable will be focusing Social Mobility - and it is tomorrow!Expect to hear topics such as:🧮 Measuring social mobility through different means, like whether a candidate is a First-Generation Scholar, whether their parents went to university, what the occupation of their parents is, Free School Meals (FSM), POLAR4 (Participation of Local Areas), whether they have been NEET (not in education, employment, or training), IMD (Indices of Multiple Deprivation), and more.📉 Reducing barriers from inflated grade requirements to mandatory CVs during recruitment processes.💡 What social mobility truly means and how to get senior leaders on board.💰 Financial support for a candidate's first month of work, or at the assessment centre stage.As always, our hosts Christos and Jenny will be on hand to answer your questions and field discussions during this free, virtual discussion.To secure your place and join the discussion, register for your ticket here: https://lnkd.in/exKDDwVjWe'll see you at 10am on Zoom 👋#SocialMobility #FirstGeneration #SocialDeprivation #Inclusivity #Roundtable #TheTalentPeople

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