Toby Mildon

Wahoo! It's the big book reveal! Only 2️⃣3️⃣ days until we publish on 25th July! Look what my amazing publisher, Difference Press did to surprise me. 😍😍😍 This book was a labour of love driven by all of my brilliant HR colleagues who I see pour their heart and souls into DEI work, only to be met with blank stares (at best) and hostile reactions (at worst) from their pale, male, and stale leadership teams. If you've got any of these challenges this may be for you: ✅ Senior leaders don't "get it" ✅ The DEI strategy has landed on deaf ears ✅ No one is taking responsibility for or doing anything on the DEI plans ✅ Employees don't care about the company DEI priorities, they just want to focus on what's interesting to them ✅ No matter how much anyone does on DEI, employees still complain it's not enough ✅ There is a disconnect between the corporate message and the reality "on the ground." ✅ Line managers think DEI doesn't relate to them (it's someone else's problem/responsibility) In the lead up to the book's publication on 25th July, I'm looking to book 10 virtual book tours and I've already got 3 booked. These will be 1 hour online sessions where I will teach some of the biggest lessons from the book at the same time as doing some live on-the-spot trouble shooting of DEI challenges in the participants' organisations. If this resonates with you, and you'd like to book a free book tour, please let me know. Let's break through the inclusion illusion together and transform our workplaces into healthy, happy, inclusive spaces where everyone thrives. #inclusion #booktour #inclusionillusion #newbook #differencepress

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🔍 Are you or someone you know neurodivergent and seeking support in the workplace? Join me for an insightful webinar on Access to Work. 🗓 Date: Thursday 5 September 🕒 Time: 08.30 – 09.00 BST 📍 Link: https://bit.ly/3AIvQMD In this session, I will cover: 👉What Access to Work is Learn about this UK government programme offering up to £62,900 per year to help with work-related adjustments. 👉Eligibility Criteria Understand who can benefit, including those who are neurodivergent. 👉The Assessment Process Discover how to navigate the application and assessment. 👉Workplace Strategies Explore practical support options such as neurodivergent coaching, noise-cancelling headphones, and more. Don’t miss this chance to get valuable insights and practical tips for securing the support you need at work. #AccessToWork #FreeWebinar #UK #Neurodivergent #Support #AccessToWorkSupport #AccessToWorkUK #NeurodivergentSupport #NeurodivergentCoach

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Why is Disability Always at the Back of the Queue in Employers’ DEI Agendas? Disability is the largest global minority group Yet it’s often the least prioritised diversity lens in most DEI agendas. Why? Not Ready? Not a Priority? Lack of Know-How? Bandwidth Issues? Fear of Doing It Wrong? With UK Disability History Month approaching in November-December Many employers will show up and pledge their support for Disability Inclusion. But just like a puppy isn’t only a Christmas gift Disability inclusion is not a once-a-year commitment. It’s not something to dust off between the 16th of Nov -16th of Dec. True inclusion is a year-round commitment of: -Intentions -Actions -Impact There are plenty of free resources right here To help you begin your journey to Disability Inclusion. Perfection isn’t required—starting is. What’s stopping you? #DisabilityInclusion #DisabilityConfident IMAGE ID: Text: "Oh there you are, I almost forgot about you" Image of person's arm wearing a blue jumper reaching int to a blue box with a wheelchair on the front, representing a disability toolkit, reaching to get a teddy with a wheelchair emblem on the chest. Showing that because it is UK Disability History Month, we now need to start getting our Disability Teddy out and demonstrate our inclusion, knowing that once the month has finished the teddy will go straight back into the box.

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SME employers (predominant in Welsh economy where I'm based) undoubtedly face greater challenges in supporting employee well-being without dedicated resources. Investing in Employee Assistance Programmes (EAPs) is one route many opt for... however, incorporating low-cost activities like lunchtime walks, yoga, or tai chi using existing employee skills can boost morale effectively. BUT, don't overlook acknowledging and praising employee volunteers. Prioritising well-being benefits both employees and the organization - and creates the team spirit that drives even greater employee engagement - and productivity. What creative approaches have worked wonders in your organisation? It's good to share - and experiment? #EmployeeWellness #InvestInYourTeam

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Ladies, we have a very big problem amongst our gender pay gap issue and I would like to get a conversation going on it. This article that infuriated so many women is right. And it is not backwards antiquated thinking to understand that a lot of the reason every one of our moms lived the life they lived was because national childcare was not a priority. This is not meant to exclude women without children but if Feminism is getting to the mindset that women are somehow powerful without moms being supported to avoid the population collapse we got a problem. The lack of national childcare prioritization is already doing a big bleed of energy to our access to education. Some women had to choose childlessness at all economic levels to get money. Every single human being’s blueprint for all relationships they will ever have is first imprinted in the womb. Like it or not, that womb and care of it’s fruit needs to be a global priority. It is fair because every non binary, genderless, socioeconomic, culture, country, skin tone and ability level has a mother. That sacrifice gets to be restored after. Like it or not, people with kids tend to think a lot different about how they spend money, make money and leave the world doing it. By the way, nothing I said is saying that women who don’t have kids are selfish, don’t care about the world we live in or spend money on self absorbed things. But I see a lot of childless feminists that seem to take it that way. The solution is not stop having kids when kids kept women out of schools,networking options and jobs. The men wanted us for children, not playmates and it is high time we understand that even if gendered/ non gender based relationships evolved, society must, like racism—- make reparations to allow for global restorations. We need ALL womanhood reparations for accommodations to make sense to anyone. This arguement to me around this article—-is between childless women pushing the same equality agenda as women with children but it is being debated like an issue with the Patriarchy. This was a very egaitarian view presented but sadly, the risk of being a childless woman is that it is way more easy to fall into what I call the “Lipstick Patriarchy”. The Lipstick patriarchy is just as conditioned into their opportunities to thrive being a sum zero game as the men they say they are batteling. If moms get this reparation then that takes help away from me because I don’t have kids? Well welcome to the main reason so many men and corporations block so many women. Believe it or not, some very successful, professional, visionary, impact driven women love, love, love, the freedom to have experienced life through the important role of engaged motherhood. But we are tired of women not being supported to contribute our motherhood skills into the collective because we honestly see how childish the world is. What do you think? Is there a lipstick patriarchy fight against Moms too?

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How do we ensure we’re genuinely inclusive? Here’s what I’ve found crucial… Inclusion isn’t a trendy buzzword. In my view, it’s the beating heart of innovation and engagement in any business. The core component of a positive organisational culture. But here’s the catch: when inclusion becomes performative and our actions don’t align with our words, it’s glaringly obvious to our teams. So, here’s what you need to do to ensure you’re genuinely inclusive: 🗣️ Employee voice: Use your pulse surveys as more than just data points. They’re a window into how your team experiences inclusion, and it’s vital to recognise that it feels different for everyone. 🕵🏾 Qualitative insights: Focus groups and interviews can reveal the nuanced challenges some of your employees face, like those navigating menopause. That way you can tailor your support effectively. 📖 Lived experiences: Comparing experiences of marginalised groups with the majority in your business can highlight gaps and guide targeted inclusion strategies. 🛜 Employee-led groups: ERGs and internal networks offer priceless feedback on our inclusion efforts and can drive impactful change. 📦 People issues: Keep an eye on your ER caseload for trends in bullying and discrimination. Proactive, timely action can make a significant difference. In your experience, how do you measure and enhance inclusion? I’d love to hear your thoughts and strategies 🧠 For more insights about inclusion, or to chat about any HR matters impacting your business, don’t hesitate to get in touch with HR Solve It for a confidential chat. #Inclusion #EmployeeExperience #Measure #Culture #Thanet #EastKent

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