Inclusion Strengthens TEKsystems Culture and Business

"Talent is everywhere, but opportunity isn’t." That’s one of the key messages from Ken Kittoe, Head of Talent Acquisition, UK & Lloyds at AXA XL. In our latest Friend of FAIRER interview, Ken shares why he believes the future of inclusion needs to focus on talent, opportunity and strategy – from creating meaningful entry points into organisations to understanding the barriers that prevent people from joining, progressing and staying. He also explores: - why the conversation around DEI is shifting - the importance of meeting people where they are - and how organisations can think differently about talent across generations. 👉 Read the full interview with Ken: https://lnkd.in/em43zc4N

If you do one thing today, i would encourage you to take a look at my latest Friend of FAIRER interview with Ken Kittoe. One thing that stood out throughout my conversation with Ken was his ability to connect inclusion back to business without losing sight of the people at its heart. He speaks about talent, opportunity and strategy with the same passion as he does about belonging and authenticity, reminding us that these aren't competing priorities – they're deeply connected. As ever, a big thank you to Aicha Roberts for the fantastic write up. Enjoy!

Inclusion doesn't have to be hard. In fact, inclusive practices can benefit everyone, not just your neurodivergent employees. When we know better, we do better.

Your candidates expect more from you than ever before. 90% of employees now say how they feel at work matters, and top talent is on the hunt for greater diversity, inclusion, empathy, and support. https://lnkd.in/eSR5_Zd7

Your candidates expect more from you than ever before. 90% of employees now say how they feel at work matters, and top talent is on the hunt for greater diversity, inclusion, empathy, and support. https://lnkd.in/eSR5_Zd7

𝗪𝗵𝗮𝘁 𝗜 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱: a conversation about inclusion and belonging in the workplace. 𝗪𝗵𝗮𝘁 𝗜 𝗴𝗼𝘁: a conversation I'll be thinking about for a long time. Last week at HRO Today, I sat in on a session with Kizmet T. Moore, MBA, CDE®, AVP of Inclusion & Belonging at NFP, an Aon company, and as she talked about helping professionals with differences navigate and grow in their careers, I couldn't stop thinking about my son. As a mom to a son with autism and behavioral differences, I think about his future all the time. Not just what he'll do professionally, but whether he'll find people who recognize his strengths, support his growth, and make him feel like he belongs. We spend a lot of time talking about inclusion as a business priority. For some of us, it's also deeply personal. The organizations and leaders who create opportunities for neurodiverse talent aren't just shaping careers. They're giving parents like me hope for what the future can look like. Thank you, Kizmet, for a session that struck a chord (𝘢𝘯𝘥 𝘢 𝘤𝘰𝘶𝘱𝘭𝘦 𝘰𝘧 𝘵𝘦𝘢𝘳𝘴, 𝘵𝘩𝘢𝘯𝘬 𝘺𝘰𝘶 𝘧𝘰𝘳 𝘵𝘩𝘦 𝘩𝘶𝘨!) and reminded me why this work matters. ❤️

Diversity isn’t a tick-box exercise. It’s about who gets hired, who gets heard, who gets opportunities and who feels they belong.   Many organisations have diversity policies and initiatives in place. But meaningful diversity goes beyond having the right commitments written down, it’s about turning them into action.   Are your recruitment and progression processes fair and accessible? Are different voices represented in decision-making? Are managers equipped to support people from different backgrounds and experiences? And are your inclusion initiatives creating lasting change?   This Global Diversity Awareness Month, take a closer look at what diversity means in practice, not just on paper.   What could your workplace do differently? #HRTechUK #Diversity #Inclusion

Your candidates expect more from you than ever before. 90% of employees now say how they feel at work matters, and top talent is on the hunt for greater diversity, inclusion, empathy, and support. https://lnkd.in/ee_29Jdx

📚 MERIT-BASED INCLUSION Diversity, equity, and inclusion should not operate as a secondary initiative disconnected from how organizations recruit, evaluate, develop, promote, and compensate people. It should be built around lawful, clearly defined standards of merit. Merit matters. But merit is not self-defining. It can be distorted by unnecessary degree requirements, informal sponsorship, inconsistent interviews, subjective ideas about “culture fit,” and the assumption that previous access automatically proves greater ability. Read the full article and learn more about customized learning and development engagements at: https://lnkd.in/dc9QqTru #MeritBasedInclusion #EmploymentLaw #LearningAndDevelopment #InclusiveLeadership #WorkplaceCulture #OrganizationalLeadership #HumanResources #C5OrganizationalConsulting

Your candidates expect more from you than ever before. 90% of employees now say how they feel at work matters, and top talent is on the hunt for greater diversity, inclusion, empathy, and support. https://lnkd.in/ezW8GSh6