The Latest Bulletin

Our Tackling Sexual Harassment in the Workplace toolkit is a free resource. It will help employers create workplaces where women are safe to report incidents of sexual harassment and support employers to respond appropriately – creating environments where sexual harassment does not happen in the first place. Tackling Sexual Harassment in the Workplace toolkit: Supports employers to change workplace culture, put in place a sexual harassment policy, train employees, make it safe and easy to report and respond appropriately. Is adaptable to suit organisations' needs and allows employers to listen and embed feedback from employees. Provides hard and soft tools to help employers change organisational culture and includes a range of resources, from a template policy, culture survey, internal communications…

The closer we look at what other people believe and do, the more clear it is that our view of the world doesn’t precisely match theirs. It never has, but now it’s magnified. The things we thought were a given, aren’t. No one believes what I believe, not exactly. How is it possible, we wonder, that people like us don’t believe what we believe or do what we do? Not just people we don’t know, but the people we do know ... Click here to read more

When NYAS began offering support to young people in the 1970s, we only offered advocacy services. Today, we are one of the largest providers of child and family advocacy across England and Wales, but we have also expanded our service offering. NYAS offers statutory services like advocacy and Independent Visitor programmes alongside legal services in private family matters, support for care leavers, an advocacy helpline, and location-specific projects. Click here to read more

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There is no room for racism in a civilised society. The recent surge of interest in anti-racism is very much to be welcomed, but we have to guard against oversimplifying some complex and sensitive issues. This book, from the author of Anti-discriminatory Practice and Promoting Equality, provides an important foundation of learning that will be helpful for anyone committed to a genuinely anti-racist approach to practice. Available from https://neilthompson.info/shop/ or Amazon

There are things that we can change directly, things that we can change indirectly (through influence), but there are very many things that we cannot change at all. When we encounter these we basically have two choices: (i) we can learn to accept that we cannot bring about change, make the best of the situation and invest our energies in those things we can change; or (ii) waste a lot of time and energy trying to do the impossible and/or become negative, defeatist or even cynical about the fact that there are certain things we cannot change. Which option we choose will have major consequences for ourselves, our colleagues and the people we are seeking to help. So, make sure…

The importance of inclusion and awareness of race disparities in the workplace are not new subjects for most. The killing of George Floyd and the Black Lives Matter protests brought into sharp focus the extent of racial disparity across all walks of society, and introduced less familiar concepts such as anti-black racism, allyship, anti-racism, white advantage and black lives matter. People have been learning about the realities and lived experience of many, and as they do, they are experiencing feelings of guilt, anger, fear, confusion and sadness. Click here to read more

Imaginative, or “pretend”, play in childhood is important. It offers opportunities for social interaction as well as the chance to learn how to understand social signals and the minds of others. A common form of pretend play is the creation of an imaginary friend, and research with neurotypical children has found that children with imaginary friends tend to show better understanding of the mental and emotional states of others, greater focus on the mental states of friends, and superior communication skills. Click here to read more

The environment sector has failed to act on its ambitions to become more inclusive, suggests new research that finds just one in 20 organisations are enacting plans to increase ethnic diversity. According to a sector-wide survey, out of 44 environment charities, 84% had considered or were taking action over a lack of inclusion, but only 4% said they had a consistently implemented action plan. Click here to read more

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