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 One- Perceptions, Practice and Progression
The Equity Edge
36 minutes 27 seconds
1 year ago
Episode One- Perceptions, Practice and Progression
Equity, Diversity and Inclusion and within foundation industries: perceptions, practice and progression
In this first episode of The Equity Edge, hosts Professor Sue Black OBE and Jo Stansfield are joined by three guests: Professor Mark Jolly, Director of manufacturing and materials at Cranfield University and the lead scientist on the Transfire transforming the foundation industries project. Dr. Shini Somara, multi award winning computational fluid dynamicist, mechanical engineer, author and broadcaster who brings complex science technology and engineering to everyone and Dr. Rhys Morgan, Director of the Royal Academy of Engineering.
They launch the series by explaining the concept of foundation industries and their importance. The discussion progresses to stereotypes upheld in Engineering and within the foundation industries, mainly around gender. The group considers the ways to support companies to be more inclusive;
starting from education through to working and being established in industry and visual representation.
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.
