Michelle Gyimah

Why do politicians often focus on the most vulnerable people in society when leading their election campaigns? There are less than 50,000 trans women in the UK according to the 2021 census, but the actual number will be higher since some may have been too afraid to say. With almost 67 million people in the UK, it's challenging to find data on how many sexual assaults have been committed by trans women against CIS women. However, it's important to note that trans women are four times more likely to be assaulted than CIS women. What politicians fail to address is that 94% of men are the perpetrators of rape against women. They also don't mention that women who report these assaults have to wait an average of 2 years for their case to go to court. Perhaps these issues should be the focus rather than dehumanizing trans women. Since 2018, around 120,000 asylum seekers have arrived on boats. No mother would risk sailing the ocean in a dinghy with her baby unless she was desperate. Even the £40 a week benefit would not be worth risking your children's life for. Politicians should be concerned about the people traffickers instead of spending £370 million on the Rwanda project. Then, paying an additional £120 million after Rwanda took in 300 refugees. There's also the issue of clinically depressed individuals being told to go back to work without any sick pay. If you visit your GP with depression or anxiety, it can take up to 18 weeks before you see a counsellor or therapist. Politicians should invest more resources into addressing these concerns so people can return to work sooner rather than being sent back when they are not work-ready. How can anyone vote because of any of the above?

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Happy infographic Monday, today we will talk about pregnancy and maternity discrimination in the UK. Under the 2010 Equality Act, pregnancy and maternity are recognised as protected characteristics, ensuring that pregnant individuals are safeguarded from discrimination in their roles, from the selection and assessment stages to their employment and during redundancies. New legislation passed in 2024 further extends these protections, granting women returning from maternity leave an additional 18 months of job security against redundancy. However, despite these legal protections, discriminatory practices persist, particularly for women from racially minoritized groups, who often face compounded challenges during pregnancy and maternity leave. If you like my infographics and would like to access more of them, use them for non-commercial reasons, like in presentations. You can find my infographic e-book here https://bit.ly/3TZ0BEC or support their creation by joining my brand new Patreon page here https://bit.ly/3viGqHU. #pregnancy #maternity #discrimination #careers #glassceilng #intersectionality

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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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Don’t be fooled into thinking that the recent far-right attacks in the UK are just the actions of a 'few racist people'. What we are witnessing is the manifestation of a deeper, systematic issue - a longstanding anti-immigration and r*cist narrative that has been woven into the fabric of British society since the days of colonialism. These events are not isolated incidents but are part of a broader, historical pattern that perpetuates division and inequality. This narrative has been carefully crafted and maintained over centuries, influencing policies, shaping public opinion, and reinforcing systemic barriers that many still face today. Read the newest blog from Zing Learning to understand this more...👇

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Reminder: the reduced price for early action on The Grounded Manager Programme ends on Wednesday. If you know this is the right fit for you and you're ready to join just let me know or pop to my website. This is for you if you desperately want to be a good line manager and you worry that you're not doing it right. Perhaps you've experienced some bad management trauma in the past and worry about repeating those mistakes. Perhaps you wonder how to be a good manager as an introvert or as a highly sensitive person. Perhaps you're coming to management later in your career and feel like you should have it all figured out by now. In this programme I will help you find your way of managing people. We'll explore different ways of doing it and build up your courage and competence as a manager so that you feel capable and confident even when things get tough. By the end of the year you'll have a better sense of who you are as a manager, how you want to manage your team and how to go about it so that you are managing with integrity, dignity and respect for yourself and your team members. We will replace your current worries with a solid body of evidence of what you're capable of. You can be a great manager and I think you'll find that getting known as a really sturdy line manager will open the door to more leadership opportunities too. If you're ready to join then follow the link in the comments or drop me a message. #highereducation #managementdevelopment

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Last year, a colleague praised me on my ADHD "superpowers". He'd read an article in the Guardian - I think it was this one: https://lnkd.in/eJbDKcJB I know my colleague meant well, but his comment wasn't helpful for me. He'd sent it after I'd shared some challenges I was experiencing - this was slightly before my burnout last year - so I think his intention was to say, "It's not all bad. Yes there are challenges but also some great stuff!" And generally, this is my feeling about my ADHD - it's sometimes useful, sometimes very not useful, but overall just a sort of neutral reality. When someone tells me my ADHD is a superpower, especially at a time where I'm sharing challenges, it feels like they're glossing over the reality, which is often a result of the society/environment/culture I'm in not being inclusive rather than me feeling down on myself. (Side note: Finding out I'm Neurodivergent has actually done wonders for my self-esteem - because now I know I'm not just a shit person!) Since becoming a strengths coach a year and a half ago, I am always happy to see a focus on strengths - but strengths and superpowers are different. Strengths are things that you're generally good at - and enjoy (in contrast to stuff you've figured out how to be good at but you'd actually rather not, thank you very much. One of the key principles of a strengths approach is to focus your development on your strengths (stuff that makes you happy) rather than your weaknesses - contrary to what your inherent negativity bias might tell you. A strengths approach acknolwedges that we all still have growth and development to do. So what are we saying if we call our strengths superpowers? - That we don't have any more growth and learning to do? (oh but we do! especially me as Growth is one of my top & favourite strengths) - That our innate skills are sufficient to overcome a disabling society? (they're not!) - That we shouldn't talk about our challenges, obstacles and barriers? (oh yes we should!) Strengths or superpowers: what do you think? (Image borrowed from the 'Productivity Ninja' folks - highly recommended - who argue that humans with ninja skills ≠ superheros!)

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Forgiveness does NOT negate accountability or justice. If we were to apply forgiveness the way he alludes to with everyone who commits a crime, all prisons would be empty. We have criminal laws and civil laws for a reason. If he's going all 'Christian on the matter, the Bible says in ‭‭Romans 13:1-5 (NLT‬‬): [1] Everyone must submit to governing authorities. For all authority comes from God, and those in positions of authority have been placed there by God. [2] So anyone who rebels against authority is rebelling against what God has instituted, and they will be punished. [3] For the authorities do not strike fear in people who are doing right, but in those who are doing wrong. Would you like to live without fear of the authorities? Do what is right, and they will honor you. [4] The authorities are God’s servants, sent for your good. But if you are doing wrong, of course you should be afraid, for they have the power to punish you. They are God’s servants, sent for the very purpose of punishing those who do what is wrong. [5] So you must submit to them, not only to avoid punishment, but also to keep a clear conscience. If he is to go all 'Christian' on the matter, then the government as the governing authority should punish.

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Equalities watchdog guidance states women-only jobs can't include self-identifying men without 'objective justification' ⚖️ Britain's equalities watchdog, the Equality and Human Rights Commission (EHRC), has issued new guidance stating that women-only jobs cannot be open to men who self-identify as female, unless there is a legitimate reason. 🚫👔 The EHRC clarified that employers can specify that job applicants must be female if there is a 'legitimate aim.' For example, an attendant position in a female changing room can be restricted to women to protect the privacy and dignity of those using the facilities. 🚺🛑 The guidelines explain that under the Equality Act 2010, some roles may have 'occupational requirements' that can exclude transgender individuals if it is 'objectively justified.' Job adverts for female-only roles cannot include transgender women who have not obtained a Gender Recognition Certificate, as they are not legally recognised as female under the Equality Act 2010. 📜🚷 The EHRC decided to publish these guidelines after finding that some employers were incorrectly applying these exceptions. Employers were warned that the EHRC could take action against job adverts that violate the Equality Act 2010. 🚨📢 Baroness Falkner, chairman of the EHRC, stressed the importance of clarity regarding lawful occupational requirement exemptions, and assured that the updated guidance would help employers to comply with the law. She also noted that the EHRC would continue to address and resolve any misapplications of Schedule 9 provisions on a case-by-case basis. 🔍✅ Women's rights groups have welcomed the new guidance, but have also urged the government to amend the Equality Act 2010 to define sex as biological sex, excluding transgender women with Gender Recognition Certificates from women-only spaces. While the previous Conservative government promised to introduce this change, Labour has opposed it, advocating for easier access to Gender Recognition Certificates for transgender individuals. 🗣️🔧 Maya Forstater of the charity Sex Matters praised the EHRC's guidance, stating that self-identification is not the law. She emphasised that employers can only restrict jobs to women for valid reasons, and claimed that men should not access these roles, regardless of their gender identity. 🛑🧑‍⚖️ Nicola Williams of Fair Play for Women also supported the new guidance, and stated that men who self-identify as women are not female and should not be recruited for women-only roles. She stressed the unfairness to women applying for such jobs, and the importance of privacy, dignity and safety for those relying on female-only services. 🚻🔐

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🔈Sometimes we forget what an interview process is for. It’s about competency and skills, its not about how well someone can provide impulsive and reactive answers in a state of induced performance anxiety. *This is something not just beneficial for Neurodivergent people, it benefits all to have #inclusiverecruitment let the reflectors think and the soft spoken have a chance to be heard… #inclusion #inclusivehiring

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'icky guy'?? That's how the subtitling programme translated one mention of Ikigai on the course I've recorded for people who want to find their Ikigai (not launched yet). The video clip explains more about it and who it's for. Get in touch if you'd like a chat. #ikigai #purpose #health #wellbeing #coaching

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The racist impact of Francesca Amewudah-Rivers’ name being erased from this ITV headline and why this matters: Actor Francesca Amewudah-Rivers faced a wave of racist abuse after being cast as Juliet in a West End production of Romeo & Juliet earlier this year. She has since spoken out about her experience and called for better protections for Black and Global Majority actors within the industry. However, in a deeply ironic and infuriating turn of events, media outlets like ITV have reduced her identity to simply “Black actor” when reporting on her call for anti-racist action. By reducing Francesca to her race alone, articles like this perpetuate the very racism she’s speaking out against. To be clear, it’s not inherently wrong to reference someone's race, particularly when discussing issues of race and racism, where specificity is crucial. But this should never be used as a justification for dehumanisation or the erasure of someone's individuality. In this case, stripping Francesca of her name while focusing solely on her race is a clear example of objectification, denying her the full humanity of her identity and her voice. This isn’t an isolated issue either—Black people are consistently referred to in ways that diminish our humanity in the media. This type of dehumanisation has a significant impact on societal perceptions and life outcomes. Using people's names is the bare minimum of respect and human decency. Actors like Francesca Amewudah-Rivers deserve so much better than this.  — This is the latest post in my “BLACKTEMBER” series, where I’m sharing pro-Black inclusion content every weekday (Mon-Fri) in the lead-up to UK Black History Month. Sincere apologies for the lack of content last week, I had to take a much-needed social media break - but I’m back now and the series shall be continuing🙏🏾 #linkedinlearning #inclusion #antiracism

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I know we UK women are fuming right now! For this kind of blatant shaming, ask what is the agenda? We can package this s*** right up and return it to the sender. If you follow me on TikTok, you know I deal with the subject of shame. Yes, shame belongs on the side of the abuser, but it goes deeper, as I recently discussed. Shame is used as a tool of oppression. We don't feel shame; we are being shame(d) into silence and not taking any action. There is a difference. Greg Wallace's "A handful of middle-class women of a certain age...." agenda is to use shame with sprinklings of sexism, ageism and classism; yep he was not shy of mixing it up to: 🤬Minimise 🤬Discredit 🤬Belittle 🤬Silence But to any woman who has ever faced harassment or abuse, his agenda needs to inform you: ♀️ You are powerful, and he knows it; otherwise, he would not have tried this low blow! ♀️ You have a voice, and he wants to silence you. ♀️ There is no handful of middle-class women. It's always to make you feel alone; you are not alone. ♀️When you see and hear this type of shaming, WHICH HAPPENS ALL THE TIME, think about the agenda and start saying no more! Ask the question on agenda? Then do the opposite - amplify and take action to support! That goes for you as a hiring managers, recruiters and decision makers. Many women leave roles because of things they have not been able to say, but we judge the and not the former employers! Finally we need to change the systems because this has been decades, it should not be this hard to hold someone to account!

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It’s so easy to move from one task to the next without stopping to ask, “Why do I think, feel, or act the way I do?” Whether personal, relational, or professional, true growth starts with self-awareness. It’s the foundation of authentic leadership, meaningful relationships, and a life lived with purpose, which is why I’m excited about the upcoming launch of Eniye’s self-awareness reflective journal 👏🏿👏🏿👏🏿☺️ As I prepare to host the event, I’ve been reflecting on how self-awareness has shaped my own journey and the leaders I’ve had the privilege to coach and train. The ability to stop, reflect, and realign isn’t just a skill but a superpower. And yet, it’s one we can all cultivate, step by step, and page by page, as you’ll see in this journal. Join us as we celebrate this launch and explore the transformative power of turning inward to show up better outward. #insideout #booklaunch #growth

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When we started Adora 4 years ago a lot of employers were confused when I asked how they supported peri/menopause and what they were doing to make sure employees didn't quit their jobs as a result of not getting expert support around impactful symptoms. The question often led to confused and hesitant responses. And now look. Very soon all companies large and small will be putting their Menopause Action plans together and the problem will be fixed forever. Well not quite actually. We still have 8 month waiting lists for gynaecology in the NHS, a Primary care network largely not trained in the 40 symptoms of peri/menopause and 1 in 10 women quitting roles. We still have women too nervous to ask for help for fear of judgment or career damage, women whose symptoms are dismissed and workplaces not offering access to expert support that would ensure women can continue to thrive in their careers. There is plenty more to do to ensure menopause education and expert support services for women are in more workplaces, but in the meantime I do believe we are heading in the right direction on this subject. Georgina Kelly Amanda Arrowsmith Chartered FCIPD Honor Rudd Celia Larkin Colette H.

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I am a psychology expert witness and I work to actively challenge and remove barriers to inclusion. I support others to recognise racism and provide the toolkits and language to help people challenge discriminatory behaviours and practice. Watch my Youtube video https://lnkd.in/exmDt3d5 I work to support those parents and young people who are often overlooked by Local Authorities because they do not have the money to challenge systems that discriminate and to bring in lawyers to support them at Tribunals. Because of this their cases are often left at the bottom of the pile as unfortunately often the system favours those who speak the loudest. I work with those experiencing racism and discrimination within the workplace supporting them to analyse their experiences and strategically navigate and challenge racism. I work to support organisations to review their practices and efforts in fostering inclusion and belonging and provide the toolkits to take their efforts to the next level. I work with individuals who want to progress in the journey in understanding and dealing with racism and other forms of discrimination. Come and join us on 28th June 2024 and be with a community of leaders, each one of us working in our own way to make a difference. See our line up of speakers, EDI panelists and the agenda for the day. Check out the agenda and our Speaker/Panelists/Hosts. https://lnkd.in/eYe9udt2

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https://lnkd.in/e-_fs4Hh #DEIpersonaldevelopment #Diversity #Equity #Inclusion #DiversityAndInclusion #InclusionMatters #EquityInEducation #DiversityEquityInclusion #DEI #WorkplaceDiversity #DiversityInTheWorkplace #InclusiveWorkplace #EquityAtWork #CorporateDiversity #EdEquity #TeachDiversity #InclusiveEducation #EducationForAll #DiverseClassrooms #DEIConference #DEIEvent #InclusionConference #DiversitySummit #EquitySummit #SocialJustice #EqualOpportunity #antiracism #GenderEquality #LGBTQInclusion #racism #antiracism

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Important UK Updates on Sexual Harassment Prevention Just a quick reminder that yesterday October 26th, important changes to sexual harassment prevention laws have come into effect. These updates mean that organisations must now take proactive steps to prevent harassment in the workplace from other people at work and third parties/clients. It’s a great opportunity for us all to improve our policies and create even safer environments for everyone. In my weekly email update tomorrow, I talk about what you need to do to stay compliant and ensure your workplace is as supportive as possible. In the meantime, I’m sharing two helpful resources to get you started: https://lnkd.in/emyrjDHA https://lnkd.in/efKVw3We Also if you haven’t already listened to Episode 2 of The Inclusive Edge where Victoria Dale DEI and I talk about the changes, and what you need to do to be prepared. Now would be a great time to give it a listen ! https://lnkd.in/eHAhuTeJ #SexualHarassmentPrevention #Inclusion #Diversity #ACAS #LegalGuidance —————————————————————— If you liked this post, please repost ♻️to share it with your network and let me know your thoughts in the comments. Im Andrea, a HR Diversity and Inclusion Consultant at Andrea Jane Consultancy. I specialise in helping People Leaders to build fair, diverse, inclusive workplaces to meet high equality standards. Download the free "Elevate Your Performance” A guide for NHS people leaders” at https://lnkd.in/epZ4uNy3 Subscribe to receive weekly’s updates/tips and guidance straight to your email box at https://lnkd.in/eenxNvnf If you are working in equality, diversity and inclusion you are invited to join the D & I Leaders Fb group https://lnkd.in/g_TEd_Zk

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In the final strokes of my dissertation on 🧠neuroinclusion in an international education context! Honestly: I was not motivated AT ALL l to finish my Masters degree. 🤯"Too overwhelming and where the f*ck to start!" 😫"Booooo...who needs degrees anyway. I just want to DO stuff!" aaaand I believed it “takes time away“ from my coaching biz. And sure: It did. With having Lorenzo and hammering away on the keyboard (with the occasional meltdown with me yelling at the world)…it‘s tough to keep other things afloat as much as I wanted to. BUT: Now I am proud of myself that I am finishing this! What helped: 👉Getting in touch with the changemakes in me and getting ADHD dissertation coaching from Dr Rebecca Jackson. 👉Setting shor-term goals for the week and sprint-goals for the day. I learned a lot - and have now very good reasons and deep insights into why all teachers and educational leaders should have coaching, too! Or even better: ADHD (or ND) Coach training. (*wink wink* Katie Friedman, PCC, PCAC ) Besides: It’s gonna make me a more informed and better coach - great reframe from believing ”it takes time away”. More later. Submitting this May 31st! What is something you hated finishing but were proud of having finished in the end?

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