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 Seven: Production, Protection and Provision: Metal
The Equity Edge
47 minutes 22 seconds
1 year ago
Episode Seven: Production, Protection and Provision: Metal
In this episode of #TheEquityEdge our industry focus is metal. Host Jo Stansfield is joined by guests Pam Murrell, Chief Executive Officer of the Cast Metals Federation and director of the UK Metals Council, Katherine Evans, Chartered Geologist and Founder of Bold as Brass, advocating for gender
equity in mining and construction, and Jon Bolton, a prominent figure in the UK Steel industry and current Chair of the Materials Processing Institute.
We learn how inclusive is metals manufacturing for workers of today and in the future. We hear from metals industry experts and explore practical actions for inclusion. The guests examine the need to widen the workforce through policies that make the industry accessible for all, and discuss
the environmental issues in E.S.G. They focus on PPE, facilities and the mental health and wellbeing issues for female staff and recognise that “one size fits no one”.
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.
