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As part of our ongoing commitment to being a more inclusive and supportive employer, we've widened our offering to colleagues and their families by launching a new support group for Carers today.
To all our colleagues and customers celebrating this important festival - Happy Vaisakhi!
Happy Easter!
Blessed Ramadan to all our colleagues, customers and friends.
Today Correla has been celebrating international women's day by hearing from two of the most senior women with our business; Chief Executive; Sian Jones and Chief People Officer; Sandra Simpson. The "In her shoes" session provided an opportunity for our people to hear directly from these female leaders on their own journey to the top. We recognise the importance of women having accessible female role-models to learn from and be aspired by. Together we can #breakthebias and make for an industry that is more equally represented and free from bias and discrimination.
Correla is now a Disability Confident Committed Employer. As such, we have committed to: 1. Ensuring our recruitment process is inclusive and accessible 2. Communicating and promoting vacancies 3. Offering an interview to disabled people who meet the minimum criteria for the job 4. Anticipating and providing reasonable adjustments as required 5. Supporting any existing employee who acquires a disability or long term health condition, enabling them to stay in work 6. At least one activity that will make a difference for disabled people
Today it was our pleasure to interview Disability Activist and Influencer Shani Dhanda as part of the work we are doing within Correla to become a Disability Confident Employer. "It's really hard to live in a world that hasn't considered you in it....." Thank you Shani for sharing the challenges and biases people from within the disabled community continue to face both in society and within the workplace. We must all work together to remove the barriers and address the cause(s) of inequity for our colleagues.
Such an insightful and helpful interview yesterday with Alex Manners on living with Aspergers and how we as employers can best support our people. We must recognise and appreciate the rich differences, strengths and abilities people on the autistic spectrum and individuals who are neurodivergent have and the value they add to an organisation.
What an absolute privilege to interview Paralympian Kare Adenegan today on behalf of Correla and learn about her lived experience with Cerebral Palsy and her journey to Paralympian success! "It's not about what I can't do, but more about what I can do" Thank you for taking the time out of your busy training and study schedule to come and talk to us. We will be cheering you on the 2nd August 2022 at the Commonwealth Games here in Birmingham in your 100m T34 race. Go Kare!
We are joining in the #mynameis campaign run by Race Equality Matters this week. We recognise that a name is so much more than just a name. It’s part of a person's heritage, identity and pride. However, if someone has a name that some people find difficult to pronounce, quite often what happens is: 1. The name is pronounced incorrectly 2. We give a nickname whether the individual likes it or not 3. The individual gives a shortened version of their original name or surrogate name just to make things easier or 4. We simply don’t say their name Regardless of the reason, it’s hurtful to those affected, it excludes and is also offensive. From today, our people will be able to phonetically spell their name in their email signature for both internal and external colleagues, customers and suppliers to see.
