In this second and final bonus episode of #TheEquityEdge we focus on disability and neurodiversity in Engineering. Hosts Professor Sue Black OBE and Jo Stansfield are joined by Martin Griffin, Geotechnical Engineer and award-winning EDI champion for advocacy for disability and neurodiversity inclusion, Chair of Ably Different, a member of the group of IOM3, the Institute of Materials, Minerals and Mining, Co-Chair of the EqualEngineers neurodiversity network, and Vice President of the Geological Society with responsibility for EDI.
The discussion begins with acknowledging that disability can sometimes be described as a forgotten dimension of diversity, and raises the issue of whether equity, diversity and inclusion programs are fully including disabled and neurodiverse people.
We look at what businesses need to be aware of for the inclusion and accessibility for their disabled and neurodiverse employees and consider the importance of reasonable adjustments . Martin recommends support for employers to adopt to ensure they become disability and neurodivergent inclusive, and how to adopt a more inclusive culture at work, whether in the
process of change or just starting out.
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In this second and final bonus episode of #TheEquityEdge we focus on disability and neurodiversity in Engineering. Hosts Professor Sue Black OBE and Jo Stansfield are joined by Martin Griffin, Geotechnical Engineer and award-winning EDI champion for advocacy for disability and neurodiversity inclusion, Chair of Ably Different, a member of the group of IOM3, the Institute of Materials, Minerals and Mining, Co-Chair of the EqualEngineers neurodiversity network, and Vice President of the Geological Society with responsibility for EDI.
The discussion begins with acknowledging that disability can sometimes be described as a forgotten dimension of diversity, and raises the issue of whether equity, diversity and inclusion programs are fully including disabled and neurodiverse people.
We look at what businesses need to be aware of for the inclusion and accessibility for their disabled and neurodiverse employees and consider the importance of reasonable adjustments . Martin recommends support for employers to adopt to ensure they become disability and neurodivergent inclusive, and how to adopt a more inclusive culture at work, whether in the
process of change or just starting out.
Episode Eight: Fit for purpose: Fit for the Future
The Equity Edge
56 minutes 43 seconds
1 year ago
Episode Eight: Fit for purpose: Fit for the Future
In this episode of #TheEquityEdge we wrap up the series by focusing on the future. Hosts Professor Sue Black OBE and Jo Stansfield are joined by guests Bruce Adderley, Challenge Director for Transforming Foundation Industries at Innovate UK, Nana Campbell, Chief Impact Officer at the 10,000 Interns Foundation, Laura Baker, Head of Product Management and Development at Tata Steel, UK, and ambassador for STEM skills and education, Aston Fuller, General Manager at Glass Futures.
Our industry experts explore what lies ahead. They discuss the future challenges such as the demographics of the industry, with an aging workforce and environmental issues such as transitioning to green steel. They look at ways to replenish the recruitment pipeline through internships and collaboration (within manufacturing, research, technology and the supply chain). The conversation covers the role of EDI across the foundations industries.
The Equity Edge
In this second and final bonus episode of #TheEquityEdge we focus on disability and neurodiversity in Engineering. Hosts Professor Sue Black OBE and Jo Stansfield are joined by Martin Griffin, Geotechnical Engineer and award-winning EDI champion for advocacy for disability and neurodiversity inclusion, Chair of Ably Different, a member of the group of IOM3, the Institute of Materials, Minerals and Mining, Co-Chair of the EqualEngineers neurodiversity network, and Vice President of the Geological Society with responsibility for EDI.
The discussion begins with acknowledging that disability can sometimes be described as a forgotten dimension of diversity, and raises the issue of whether equity, diversity and inclusion programs are fully including disabled and neurodiverse people.
We look at what businesses need to be aware of for the inclusion and accessibility for their disabled and neurodiverse employees and consider the importance of reasonable adjustments . Martin recommends support for employers to adopt to ensure they become disability and neurodivergent inclusive, and how to adopt a more inclusive culture at work, whether in the
process of change or just starting out.
