Today's business environment is increasingly competitive. With creativity and innovation more crucial than ever to drive business growth, ensuring a diverse workforce has fast become a key priority for leaders. Despite the continued focus on DE&I, there is still a lack of understanding when it comes to neurodiversity. This has very real consequences for individuals, businesses, and the wider economy.

Diversity in a startup team is more crucial today than at any other time in history. Innovation and the ability to adapt to emerging markets are essential for success, and what better than a diverse team to create the competitive edge required for long-term success?

A survey by AND Digital, featured in its 'Rewards & Resilience' report, revealed that 68% of women believe more can be done to enhance the workplace for women in leadership, particularly through better career pathways and mentorship support.

WVC:E has released a significant report shedding light on the intersection of motherhood and the venture capital industry. Titled Investing in Women: The Untold Stories of Mothers in VC, the report compiles valuable data and perspectives from women working in European venture capital.

A new report from EY has raised concerns about the future of the UK's female-led SuperScaled companies, which contributed £7 billion to the national economy in 2022. The study warns that without stronger support for the next generation of women entrepreneurs, this significant economic impact could diminish.

Azeem Amir, a visually impaired footballer with 28 caps for England, a successful TedX speaker, and a thriving entrepreneur, has made it his mission to make sports and society more accessible for everyone.

The need for increasing women's representation in STEM is widely recognised, but the challenge extends far beyond simply attracting more women into the sector. According to Forbes, after just 5-7 years in their jobs, 40-50% of technical women leave the STEM workforce. More needs to be done to not just recruit women but also retain them, urges author Lauren Neal.

Before I start, I want to make one thing very clear, the rise of women is never about the fall of men. For me, this statement encapsulates the essence of equality, it’s not a zero-sum game.

Many companies have a talented workforce consisting of individuals with remarkable skills and insights, yet some may face challenges navigating the traditional office environment. In this article, Dan Kentley, Head of Specialist Services at Onebright, discusses how companies can seek neurodiversity employee support.

Diversity, Equity, and Inclusion (DEI) initiatives in large enterprises are frequently criticised as being more performative than practical, with many companies failing to implement meaningful change, according to AND Digital's Rewards & Resilience report.

The National Autistic Society has introduced a new initiative to help organisations develop more inclusive and supportive workplaces for autistic employees. The Autism Inclusive Employer Award aims to boost understanding, address the needs of autistic staff, and make the workplace more comfortable for autistic individuals.

New research from the University of Salford is shining a light on the reality of how UK working women set about having to manage or control the pressures of clashing roles, such as employee, parent or carer, when work and aspects of their personal lives conflict.

The role of a Transformation Advisor has become increasingly crucial in today’s evolving corporate world. They are not only consultants but catalysts for change, helping organisations navigate complex transformations while ensuring that all voices, especially those of underrepresented groups, are heard.

In the past 72 hours, a growing movement has emerged, demanding urgent reforms to Innovate UK, the Government’s innovation agency, following the controversy surrounding its recent ‘Women in Innovation’ Awards.

In this article, Lauren Neal discusses her journey as a woman in STEM, and the ways that companies can foster equality.

As we celebrated Women’s Equality Day, it’s important to remember the ways we can enable fair and equal accessibility in the workplace.

In 2024, nearly half of Brits feel like we’ve done enough when it comes to women’s equal rights, so much so, that 59% of men feel like we’ve actually gone so far that we are discriminating against men. For context, over the last year, the gender pay gap for women aged 30-39 doubled and it’s the highest it's been in 15 years. Something’s not adding up.

The conversation around women’s equality has been gaining momentum for years, but the journey is far from over – especially for Black women. As a founder and advocate for diversity and inclusion, I’ve seen first-hand the systemic barriers that continue to hold women back, particularly in the professional world.

When an important business meeting coincides with a child's "Family Day" at school, many women in tech face a familiar dilemma. It might seem like a minor event, one where a partner can step in to represent the family. The day continues as planned, with real-time updates and photos streaming in from the event. But upon returning home, there’s often that lingering feeling, sometimes reinforced by others, that something was missed – a reminder of the constant balancing act between professional ambition and personal responsibilities.

When I first embarked on my career in AI, I wasn’t fully aware of the challenges or the triumphs that would come my way. What I did know was that I had a passion for data and a drive to solve problems that could make a real impact. As a co-founder and Chief Technology Officer of Helios, an AI company that predicts agricultural disruptions and soft commodity prices, my journey has been a blend of relentless hard work, continuous learning, and a deep understanding of the unique value that women bring to the tech table.