Monthly DEI learnings with Hayley
Where the law ends, leadership begins
Hello everyone,
In April 2025 we need to keep reminding ourselves that the real work is building cultures that protect and affirm people where the law doesn’t. Let’s keep going, not because it’s easy, but because it’s necessary.
Whilst the UK’s Equality Act wasn’t designed with today’s realities in mind…your policies should be! I’ll be sharing practical resources (when I find helpful ones) to support more on this in next month’s issue. Until then, here’s what’s been sparking thought and action for me this month.
With love, support and solidarity for trans people,
Hayley
Read & share the latest articles that have got me thinking 💭
👶 Vodafone’s 80:20 parental leave policy
Vodafone now offers 80 percent hours at 100 percent pay for parents returning to work, with no impact on their holiday entitlement or benefits - based on research they conducted. We love to see it.
🧠 The decline of psychological safety
Alarming data shows employees, especially those from marginalised groups, feel less safe being themselves at work. The impact is clear: poor mental health and lower engagement.
🍂 Make work seasonal again
We’re not machines. We’re seasonal beings! This beautifully written piece challenges our obsession with constant productivity and calls for rhythms that reflect real human lives and energy cycles.
❌ What Went Wrong for DEI?
There have been many articles like this since January and most of them haven’t been super helpful. However, this is an interesting take that talks to how companies borrowed radical language without doing the radical work, then lost trust on all sides. A sharp reminder of why we must commit to action, not optics.
🫂 Supporting employees with addiction issues
This piece tackles the stigma still surrounding substance use at work. People often struggle in silence. Creating space for honest conversations and non-judgemental support is key to real wellbeing.
📺 Brands and toxic masculinity
Everyone’s been talking about Adolescence on Netflix. This article calls on brands to step up and shape healthier views of masculinity, not just through campaigns but in the stories they tell, the behaviours they model and the choices they make.
👀My new content
I’ve been digging into the latest Gender Pay Gap reports released under the UK’s legislative requirements, and something stood out. A lot of employers are listing actions that sound good but won’t necessarily shift the numbers. Often, they rely on costly initiatives that don’t always deliver measurable results.
That’s why I created this post- because there’s already evidence about what actually works. Spoiler: it’s often free (well it won’t take from your budget, I mean).
📌 The source? The Behavioural Insights Team's report: Reducing the gender pay gap and improving gender equality in organisations: Evidence-based actions for employers.
💡 Let’s stop overcomplicating the fix and start doing what works.
Concept alert 🚨
‘We welcome applicants regardless of….’ 🚩
In 2025 I still see a lot of statements like this that are meant to be promoting inclusion, but do the exact opposite. When we say “regardless of your race/gender/sexual orientation”, we imply that someone’s identity is a barrier to overcome. “Inclusive of” centres those identities instead, acknowledging that they’re not problems to be looked past but parts of a person’s lived reality that should be recognised, respected and welcomed!
It also signals that inclusion isn’t about tolerating difference, but about valuing it.
Try it:
In job descriptions: “We welcome applicants inclusive of age, ethnicity, disability, gender identity and sexual orientation”
In policies: “This policy is designed to be inclusive of all family structures and caregiving responsibilities”
In everyday language: “We want our events to be inclusive of different communication needs and styles”
Small change, big impact. You’re welcome.
🧰 Resources for your Toolbox
Report: The Great Impact Reset – Onward
Rather than walking away from purpose-led work now the tides have changed, it's about doing it with more care, clarity and credibility. Onward’s report outlines the five critical shifts they believe brands need to make to ensure their impact work connects with mass audiences and delivers on its potential for good growth.
Report: Filling in the Gaps – CMI
This report outlines what’s working when it comes to closing the gender pay gap and what still needs attention. 64% of managers consider gender pay gaps when deciding whether to join an organisation, with 24% considering it to a large extent. It has recommendations and an analysis of what’s working when it comes to using GPG reporting to promote inclusion.
& finally for that smile 😆
