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 Three - Sustainability and Inclusion: A concrete conclusion
The Equity Edge
44 minutes 58 seconds
1 year ago
Episode Three - Sustainability and Inclusion: A concrete conclusion
In this episode of #TheEquityEdge our industry focus is cement. Hosts Professor Sue Black OBE and Jo Stansfield are joined by guests Veronika Elfmarkova, Innovation Manager at Lafarge Cement, Ollie Folayan, Head of Process and Safety Engineering at Optimus Plus Aberdeen, Masoud Ahmadinia, Assistant Professor in Sustainable Manufacturing at Coventry University and Jack Daly
Postdoctoral Research Fellow at Leeds University Business School.
The conversation covers the link between equality, diversity and inclusion and sustainability, and how cohesion may be an answer to some environmental challenges. They discuss the importance of
the second most produced material in the world, concrete; and why Engineers are the midwives of sustainability. They explore how the creation and recruitment for high-quality part- time roles will
attract, engage and retain more people to the sector. With the quest to achieve Net Zero 2050, they share how and why a greener future has to be a global and inclusive discussion.
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.
