The Kinsey scale, developed in 1948, is a more diverse way of defining someone’s sexuality, when compared to exclusively using traditional labels of gay straight or bisexual, as it asks people to plot themselves on a scale of sexuality from 0 (exclusively heterosexual) to 6 (exclusively homosexual). However, there is now a new way of measuring sexuality that includes more options than the Kinsey scale. The Purple Red Scale measures attraction in two dimensions: *who* you’re attracted to and *how* you’re attracted to them. Designed to simplify human sexuality whilst still allowing for complexity. But does it work for you?
Pink News Oct 2015
The gender pay gap all employees remains stubbornly high at 19.1% for 2014. There are many reasons for this from occupational segregation, the ‘motherhood penalty’ and how women are responded to on return to work after maternity leave, lack of transparency and to direct discrimination in many cases. A fuller explanation of the ONS statistics and analysis is offered with a clear call for action by the Fawcett Society.
37% of doctors, 20% of nurses and 17% of all directly employed staff are Black or Minority Ethnic. This research by Roger Kline shows that the NHS treats BME staff less favourably than white staff in its recruitment, promotion, discipline and career progression processes, whilst BME staff are also significantly more likely to be bullied at work. The leadership of the NHS – both executive and non-executive – is disproportionately white, and often unrepresentative of the local populations served by NHS Trusts. This inevitably impacts adversely on health services to communities. In our own work within the NHS, specifically at CCG’s, this disproportionality is borne out. It is not hard to identify the barriers, but tackling them requires commitment, a coherent strategy and clear inclusive leadership to drive it through.
Better Health – Beyond the Snowy Peaks of the NHS – Roger Kline (2015)
Based on a CIPD (People Management) described situation. As a recruiting manager based in a multi-cultural town/city you are requiring a key position to be filled quickly – you are presented with an all-white male shortlist by your recruitment agency, all who would meet your essential criteria with a couple who look like they could be excellent prospects. What do you do?
EA answer: Challenge your recruitment agency to present you with a diverse short-list, more closely representative of the local population profile. If they are unable or unwilling to do this, change your recruitment agency to one that will. Remember: Diversity is a business asset. Your recruitment agency is starving you of it.
An employee who had caring responsibilities for his disabled daughter who has cystic fibrosis was dismissed shortly after requesting more care time, because ‘his heart wasn’t in the business’, although his work performance was considered good. The ET found that he was directly discriminated against because of his daughter’s disability.