Performance reviews offer a valuable chance for self-evaluation, feedback, and alignment between employees and their managers. However, challenges like bias, lack of clarity and insufficient manager training can hinder fair evaluations. We share six strategies for fostering inclusivity during your performance reviews.

As the conversation around neurodiversity in the workplace evolves, one subtle yet pervasive practice demands closer examination: “masking”.

By acknowledging the detrimental impacts of masking, you can begin to foster a more inclusive environment that supports the mental health of your neurodivergent employees.

As DEI experts, the Clear Company are committed to challenging and changing un-inclusive behaviours. We explore the link between ESG (Environmental, Social and Governance), DEI (Diversity, Equity and Inclusion) and articulate why we, both as individuals and as a collective, must take action to understand both initiatives and where they support each other.

World Mental Health Day serves as a reminder to include mental health and wellbeing in the discussions we have about health. Creating awareness and the opportunity to have open conversations is vital for building a people-focused wellbeing strategy that recognises the wide spectrum of illnesses and conditions that affect mental health.

Read on for our top tips in signposting your mental health support for employees.

Impostor syndrome – doubting your own skills and abilities, even feeling a fraud – remains a significant factor that organisations need to address. This is especially true for talent from under-represented communities and when it comes to international assignments, the challenge grows.

Explore some of the ways your organisation can make your international assignments more accessible to, and inclusive of diverse talent.

On International Transgender Day of Visibility (ITDV), the Clear Company are celebrating trans people and the contributions of the trans community to a more inclusive world of work, and our society as a whole. We acknowledge that for our trans colleagues, clients, and friends, living life as their true self and unapologetically expressing who they are still poses a challenge and potential threat for them. 

What is it, why is it important, and how do you go about knowing what to include? We break down the answers so you can craft your own DEI statement of intent.

PageGroup is the first professional recruitment firm to achieve Clear Assured’s Platinum Inclusion Standard. This standard recognises organisations that have fully integrated equity, diversity, and inclusion into all aspects of their operations. PageGroup is a sector-leading organization committed to promoting diversity and inclusion through their actions and continuous DEI upskilling and improvement.

PageGroup is the first professional recruitment firm to achieve Clear Assured’s Platinum Inclusion Standard, which recognises organisations that have fully integrated DEI into all aspects of their operations.

From inclusive leadership training to supplier diversity, we explore the DEI priorities for progressive organisations this year.

Returners to the workplace represent a real opportunity for growing an organisation’s pool of talent. There are many reasons for extended absence from the workplace and yet we often miss attracting and retaining this rich source of talent.

Many companies send their top executives on expensive leadership programmes only for their employee engagement surveys to show high levels of dissatisfaction, which leads to more programmes and the vicious cycle continues. What are the benefits of also including DEI in these programmes?

Once DEI strategies are in place, policies communicated and network groups established, it is managers that hold the key to becoming an inclusive culture.

Read on to learn the key skills every inclusive manager needs to master.

Twenty years ago, a diagnosis of a long-term health condition often signalled the end of an employees working life. But, with the default retirement age removed and more people developing long-term conditions, employers must find ways to support these individuals in the workplace.

From allyship and policies to your organisation's underlining values, we share guidance for holistic and authentically inclusive workplace culture for LGBTQ+ colleagues.

In the 20 years the Clear Company has been auditing businesses through a diversity and inclusion lens, it has been rare to find an organisation that manages returners well, regardless of the reason for their absence. In this article we unpack why, so your organisation does not make the same mistakes.

Simply addressing the gender pay gap as a female issue, or taking a one-dimensional approach to tackling gender issues, will only solve a small proportion of the problem.

We unpack how a successful approach to tackling the gender pay gap must be a holistic one.

Attracting and retaining more women not only makes business sense, but is crucial to the sustainability of this industry. We share our top tips for for organisations to take action, increase their gender diversity and close the gender gap in science.