Women made up more than half of new FTSE 350 boardroom directors in 2020  When it comes to corporate diversity and inclusion (D&I), we should never stop striving for true equality – but it’s also crucial to recognise the positive milestones along the way.

@Nike has announced that staff at its corporate headquarters in Oregon have been given a week off to support their mental health, ahead of the return to the office in September (@fujitsu_uk).

Fujitsu’s (@fujitsu_uk) Head of Diversity, Inclusion and Wellbeing – Kelly Metcalf – shares her top predictions for Diversity and Inclusion (D&I) in 2021 In January of this year, human resource (HR) departments were preparing for another year of pay gap reporting. This was set to be of key focus for organisations following the news that, in 2019, more than 150 of the UK’s largest businesses were still failing to meet boardroom diversity targets. It also came to light that Black, Asian and Minority ethnic employees are 90 per cent less likely than white employees to land a boardroom job at Britain’s top companies. Furthermore, the average age of a non-executive director in Britain’s top 150 public companies is over 60. And that information has called for drastic changes across each and every UK sector.

Organisations today are more digital than ever, which has meant that, cybersecurity is now one of the most important ingredients for success. And with the average cost to remediate a data breach now estimated at $3.86 million, it’s an expensive thing to get wrong.

In the wake of the coronavirus outbreak, HR leaders are having to ask themselves questions they’ve never had to before.