20 Years of the National Centre for Diversity: A Journey of Hope, Change, and Commitment
In 2005, we started the National Centre for Diversity with a simple idea—that everyone deserves fairness, respect, and inclusion in the workplace, regardless of who they are or where they come from.
Should We Ban the Burqa?
Banning the burqa would be an act of cultural and gendered unfairness. The principle of fairness demands that we allow individuals to make personal choices about their lives—choices that don’t harm others but are deeply tied to identity, belief, and conscience. It is fundamentally unfair to single out Muslim women and ask them to bear the burden of societal discomfort with visible religious expression. Fairness means listening before judging and recognising that one person’s discomfort does not justify another person’s loss of liberty.
The Axe, the Trees, and the Rise of Muzzled Minds
“The forest was shrinking, but the trees kept voting for the axe. For the axe was clever, and convinced the trees that because his handle was made of wood, he was one of them.”
DEI roll-back leads to disaster.
We may not yet see the full cost of what’s unfolding, but eventually, the consequences will be hard to ignore. Perhaps one of Accenture’s competitor’s (who publicly rolled back on their DEI values will do the research and quantify it. That would be ironic .
Two-Tier Policing Does Exist — But It’s Not What You Think
Our CEO knows a little more than the average person about policing. He served five years in the police and observed how policing and justice have evolved over the past 30 years.
Planning Inclusive Social Events: Why It Matters
With warmer weather and the return of team socials, gatherings, and community events, it’s a great opportunity to consider how we can make these moments welcoming for all. At the National Centre for Diversity, we believe inclusion should go beyond formal spaces — influencing every part of an organisation’s culture, whether it’s in meetings or at informal get-togethers.
Diversity Fatigue: What It Is – and How We Can Tackle It Together
Over the past few years, we’ve seen a real surge in commitment to Equality, Diversity, and Inclusion (EDI) across all sectors. Many organisations are doing more than ever to address inequality, improve representation, and create inclusive spaces. But with that progress has come a quieter, and sometimes uncomfortable, side effect: diversity fatigue.
Faizah Idris – Marketing Officer
Marketing Officer, Faizah Idris has spent over a decade in the marketing field. Throughout her career, she has worked across various sectors, including social housing, corporate retail and the optical industry.
FREDIE Spotlight: Helen & Douglas House
Helen & Douglas House, the world’s first children’s hospice founded in 1982, provides vital end-of-life and respite care for terminally ill children and their families. Recognising the need for an inclusive culture, they adopted the FREDIE framework to enhance their diversity efforts. Through the Investors in Diversity process, Helen & Douglas House have built a solid foundation for inclusivity, leading to staff feeling more valued and respected, more open conversations and a collaborative culture that challenges barriers and celebrates difference.