Please see below our calendar for 2025 showing the awareness campaigns we will be celebrating.
We also have more information for each awareness campaign in the drop down sections below. This will be updated throughout the year.
We have arranged webinars relevant to the awareness campaigns, visit our platform of activities to browse and book.
To download a PDF version of the Health & Wellbeing Calendar, click here - EDI & Belonging Calendar
Meet Laura Wiltshire who is a committee member of the Women Inspired Network, who explains what LGBTQ+ is and shares her own personal story.
Meet Najma Timms who is a committee member of the Women Inspired Network, who explains what Hijab and world Hijab day is.
It is Sign Language week and we’d like to take the opportunity to promote awareness and inclusivity around Sign Language and support the Deaf community.
Did you know…
- Sign Language Week is celebrated each year in March to commemorate 18th March 2003 when British Sign Language was officially acknowledged as a language by the UK Government
- Over 11 million people in the UK are Deaf and/or hard of hearing
- British Sign Language is the fourth most widely used indigenous language in the UK
- An estimated 151,000 individuals use British Sign Language as their primary method of communication yet many face daily barriers in terms of accessibility and inclusion
- More than 80% of Deaf individuals feel excluded from mainstream services due to language barriers
In addition, being Deaf can significantly impact mental health and wellbeing. The Royal National Institute for Deaf People (RNID) reports that people who are Deaf and/or hard of hearing are twice as a likely to experience mental health problems compared to those without hearing loss. In addition, research by SignHealth found that 24% of Deaf people reported depression compared to 12% of the general population.
We can help to change this by breaking down barriers and stigma, raising awareness and learning British Sign Language!
Below you will see how you can play a role in celebrating British Sign Language Week and setting you the challenge of learning some sign language yourself with some easy video tutorials.
Hands that Speak: Hearts that Listen: Day 1: your Sign Language Challenge
It’s Sign Language Week 2025 and throughout the week we invite you to learn some sign language! We challenge you to learn some new signs every day of this week and we’ll be sending you a reminder and a hint each day.
But before we do that, we’re going to help you to understand the correct language to use:
- "Deaf" (capitalised) – used by members of the Deaf community who identify culturally with Deafness and use sign language as their primary means of communication.
- "deaf" (lowercase) – generally a broader term referring to individuals with significant hearing loss (they may or may not identify with the Deaf community).
- "Hard of hearing" (HoH) – used to refer to individuals with mild to moderate hearing loss who may use hearing aids, cochlear implants, or lip-reading to assist with communication.
- "Deaf and hard of hearing" – is an inclusive phrase often used in official or general communication to encompass both groups.
Terms to avoid: “hearing impaired”
- "Hearing impaired" – may be considered out of date and negative as it as it frames hearing loss as a deficiency.
- "Deaf-mute" or "deaf and dumb" – These are offensive and incorrect, as many deaf people can speak and communicate effectively.
So now to our Day 1 challenge...
Learning some basic sign language can go a long way in helping a Deaf or hard of hearing person to feel understood and heard.
To start you off let’s learn the core basics. See the Basic Sign Language
- Hello: wave your hand in a small motion
- Thank you: put your fingertips on your chin and move your hand forward
- Please: put your hand on your chest and move it in a small circular motion
- Sorry: place your hand in a fist and move it in a small circular motion over your chest
- Goodbye: wave!
Commanding Hands on You Tube have some easily accessible and great videos to watch to learn the basics. Click here to watch their first video with some common greetings and phrases demonstrated. We’ll be pointing you to Watch the free video tutorial in the attached to get some more insights.
It’s Day 2 and today we’re going to learn to ask “What is your name?”
See the Commanding Hands video here for the instruction here which also includes lots of other greetings.
Did you know that when asking a question in British Sign Language it is really important to raise your eyebrows slightly? Facial expressions are super important with Sign Language in building connection and expression.
Tomorrow we will learn how to respond which is a tad trickier as it means learning the BSL alphabet in order to answer the question!
See the link for a reminder of the basics Basic Sign Language
It’s Day 3 of Sign Language Awareness Week and today we’re going to answer the question we asked yesterday and say what our name is.
For this we’ll need to introduce you to the Sign Language alphabet so you can answer this question when asked. There’s a super helpful video here from Natasha Lamb which teaches you the alphabet and also the numbers.
For my name is:
- “My” – place a flat hand on your chest
- “Name” -
It’s Day 4 of Sign Language Awareness Week and today we’re going to learn how to ask “How are you…”
Again we will refer to our friends at Commanding Hands and point you to this fabulous video to give you a tutorial.
It also teaches you how to respond with a variety of different responses good, great, so-so, tired etc.
Now you’ve learned some basics can you get together with one of your colleagues and have a practice?
It’s the final day of Sign Language Awareness Week and today we’re going to learn how to practice some basic manners.
Again we will refer to our friends at Commanding Hands and point you to this video tutorial.
Congratulations on learning some sign language! If you would like to continue we recommend you visit our resources attachment to continue your learning!
Here are some useful tips Useful resources
On Trans Day of Visibility, consider how you can support trans-people in your life, and those you may not know but who are a part of our South Yorkshire community.
Today is a day to celebrate trans people being visible, however, this is not always easy, and can involve a lot of risk for trans individuals.
One way that you can support trans people to not have to be hyper-visible in the workplace, is by putting your pronouns in your email signature.
How does this help?
- It means that trans staff, including non-binary staff, are not the only ones putting their pronouns in their signatures, making this more inclusive, and preventing people being forced to disclose that they are trans if they don’t feel comfortable doing so.
- It normalises letting people know your pronouns rather than sticking to the age-old guessing system.
- It prevents people misgendering people whose names are not anglophone names, many people who are not trans are also mis-gendered because people incorrectly guess their pronouns in emails. This adds an anti-racist and language-inclusive reason for including your pronouns in your email signature.
Something small, can make a big difference, why not add your pronouns to your email signature today!
Examples of common pronouns:
For men: He/him For women: She/her For non-binary people: They/them
For more information, check out: A beginner’s guide to pronouns and using pronouns in the… | Stonewall
Autism Acceptance Month to promote awareness and inclusion about Autism, mental health and wellbeing in the workplace.
Let’s promote Autism Acceptance Month to drive inclusion at work not only for autistic people but for all employees.
Key Objectives
- Educate people around autism and what it is like to be autistic in the workplace
- Provide some understanding around how autism impacts mental health and wellbeing
- Introduce some activities and exercises to step in to the shoes of an autistic individual in the workplace to encourage empathy
- Encourage ideas around how to support our autistic colleagues
What is Autism Acceptance Month
Autism Acceptance Month is celebrated in April every year. We are aligning with the National Autistic Society to raise awareness around autism in the workplace and how you can play an active role in encouraging inclusion and belonging by supporting your autistic colleagues so we can all thrive at work.
We are framing our campaign around mental health and wellbeing. Here are some key statistics around autism:
- There are at least 700,000 autistic adults and children in the UK (not the number of people with an actual diagnosis but those likely to have one – this figure is probably a lot higher!)
- Autism is understood as a spectrum where an individual has a unique combination of characteristics rather than existing on a “more” or “less” continuum
- Autism is not a learning disability or a mental health condition
- One third of autistic individuals do have a learning disability
- Autistic people are more likely to experience poor mental health: it is thought that 70-80% of autistic individuals will experience mental health problems in their lifetimes
- Autistic people face significant barriers when it comes to employment with only 16% of autistic adults in full time positions
(statistics from the National Autistic Society and Beyond Autism)
The National Autistic Society have created this short video about what autism is which is a very useful watch. Click here for What Is Autism a summary of what autism is and it includes some more links to really useful videos, such as this one:
https://youtu.be/GAehvcnFjmI?si=3kichZm_lMfwWA4f (video on workplace recruitment)
We encourage you to reflect on what autism means to you and how you have interacted with autistic individuals. We also challenge you to come up your own reasons as to why inclusion matters in the workplace. We’ll share some ideas below.
Why does inclusion matter?
We’ve talked about autism, and we’d now like to share some ideas around why inclusion matters when it comes to autism in the workplace.
Hopefully you came up with lots of these in your reflection exercise:
- Fostering a sense of belonging: we can encourage deeper empathy, team work and a sense of understanding and respect which contributes to us all feeling happier, healthier at work
- Diverse perspectives create innovation: Autistic employees will often approach tasks in a different, fresh and creative way which can drive innovation
- Success grows from empowerment: providing tailored support for autistic individuals through reasonable adjustments and/or clear communication will empower individuals to do their best and thrive in their teams and roles!
- We can all learn from one another: creating, embedding and celebrating inclusive workplaces means we can all learn from one another and enrich our lives!
To help to raise further awareness, we’ve put together a true or false activity about autism you can do as a quick team exercise either in person or via an online team meeting! Click here True or False
What does it really feel like to have autism?
We would like to encourage you to build your empathy and understanding around what it really feels like to have autism.
So here’s a short task for you, choose one of the following:
- Watch this video from the Autistic Society to understand what overwhelm might feel like for an autistic individual and reflect on this and how it could impact your colleagues in the workplace: https://youtu.be/aPknwW8mPAM?si=kNzdG-iF8j15-6e5 (video on sensory overload)
- If you know any autistic people, inside or outside work, take some time to actually talk to them about their experience. Ask open questions, be curious and really get to understand what it feels like to walk in their shoes on a day-to-day basis
The more understanding we can gain, the better we can create accepting, inclusive and diverse workplaces!
What are the key traits of autism
As we build our awareness of autism, we want to encourage you to learn more about key traits of autism and think about how these might impact you and your autistic colleagues in the workplace.
We also want to encourage you to continue imagine what it might feel like to be in a work environment for your autistic colleagues so we can really start to build empathic and compassionate understanding to truly create and embed inclusive workplaces for all.
Click here Key traits of Autism for an overview of the key traits that people with autism might exhibit or experience.
Remember that traits will vary from person to person as, just like neurotypical people, each autistic individual is unique with different strengths, challenges, perspectives and preferences.
Also bear in mind that some of your colleagues may be experiencing some of the traits of autism but may not necessarily have a diagnosis. Indeed, it can take people sometimes years to get to the point of diagnosis and some people never do which isn’t always a bad thing! Diagnosis can be both liberating and challenging for people. Remember to treat everyone as an individual, each with unique strengths and challenges, rather than seeking to judge or diagnose!
What is masking?
Hopefully you are gaining more awareness about autism and how it might be impactful in the workplace for individuals.
We’d now like to expand our campaign to think more deeply about some of the aspects that impact neurodiverse individuals with autism and the first area we’re going to look at is masking.
Masking in the context of autism is disguising or hiding autistic traits to fit in with what is considered more “normal” or neurotypical behaviour. Masking could include suppressing stimming (self-soothing behaviours), forcing eye contact or scripting conversations.
Some people will mask for years on end to the point where their masked personalities become indistinguishable from their true selves. Masking can be both positive and negative.
See attachment Masking for a video from the National Autistic Society on masking and some quotes from autistic people who have experienced masking and some reasons why autistic people might mask.
Can you imagine how much of an impact this could have on a person’s mental and emotional health! It can easily lead to:
- Autistic burnout: exhaustion and loss of function from prolonged masking and social stress
- Anxiety and depression: due to not being their authentic self, it can sometimes lead to suicidal ideation and/or self-harm
- Social isolation: or feeling disconnected from others
- Relationships: can be impacted as it might be hard for the individual to develop authentic connections
- Loss of self-esteem or confidence
We would like you to reflect on this and think about how you could help your autistic colleagues to unmask to the point where they can be more their true selves in the workplace. What could you do to help facilitate this?
How can we celebrate our whole selves at work?
We’ve talked about autism over the last month to celebrate the diversity of our workforce and work towards creating truly inclusive workplaces where autistic people feel seen, heard, supported and can thrive in their roles and their lives.
When we think about masking and the other traits autistic people might exhibit is there anything we can do as individuals to encourage those who are autistic to be their true selves at work and “unmask” to the point where they feel comfortable?
We should bear in mind that for some autistic people, masking is helpful and for others it is not so helpful. We want to encourage our workplaces to be inclusive and support autistic people in whatever way they want to present themselves to be their true selves.
Write down some individual goals you can take to work towards this objective in the attached handout: Whole Self Goals
What have you learned?
We hope you have learnt more about autism and have developed your empathic and compassionate understanding.
Here are some ideas we’ve put together to inspire you and add to your list of goals for how you can create more inclusive workplaces for your autistic colleagues.:
- Create and embed psychologically safe workplaces where autistic individuals feel comfortable being themselves and free from judgement
- Encourage open communication and honest conversations about autism including talking about masking and unmasking
- Set up peer and reverse mentoring schemes where neurotypical people can learn from autistic individuals
- Organise lived experiences talks and demonstrations of how it feels to be autistic in the workplace
- Provide support for autistic individuals in the form of coaching to help them to identify their masking behaviours and build goals towards being their true selves
- Create and co-create employee support groups with and for neurodivergent individuals in your workplaces
- Celebrate authenticity and difference and promote the benefits of people feeling they can be their true selves and what this means for the workplace
- Ensure being aware of colleagues who might not know they could be neurodiverse.
Further resources & support:
Week 1: Quiz and Activities to Celebrate
To kick off Pride Month, we’ve put together a range of activities and events you can share with your teams throughout June Activity Ideas
We’ve also compiled a list of local Pride events happening across Yorkshire Yorkshire Pride Events — perfect for planning your celebrations.
To start things off, try our Pride Month quiz Quiz, designed to get your teams thinking about why Pride Month matters and to spark conversation and learning.
Week 2: Lunch & Learn – Lived Experience and Allyship
Invite a representative from the LGBTQIA+ community to host a Lunch & Learn session and share their lived experiences. These talks can:
- Be a powerful tool for awareness, education, and change
- Build empathy and understanding
- Reduce stigma and foster inclusion
- Provide insights into challenges faced by LGBTQIA+ individuals in the workplace
- Promote learning around intersectionality (how race, class, disability, faith, and other factors interact with LGBTQIA+ identities)
Consider inviting an ally (someone who actively supports LGBTQIA+ colleagues even if they don’t identify as LGBTQIA+ themselves) to share their perspective as well Lived Experience
Week 3: Wear the Colours of the Rainbow
This week, get involved in our “Wear the Colours of the Rainbow” activity to celebrate Pride Month.
The rainbow flag, created by artist Gilbert Baker in 1978, represents the diversity of the LGBTQIA+ community. Each colour has its own meaning—see the attached guide Rainbow Colours
Choose something vibrant and wear it proudly at work, and with permission, share photos to celebrate together. Don’t forget to check out local Pride events Yorkshire Pride Events
Week 4: Create an LGBTQIA+ Staff Network and Host a Picnic
Take time to connect with colleagues over a lunchtime picnic—bring your own food and share stories of inclusion, connection, and belonging.
Think about how to continue promoting LGBTQIA+ inclusion within your organisation:
- Could you create or strengthen an LGBTQIA+ staff network?
- If you already have one, consider joining as a member or ally.
- How can you ensure the network is active, inclusive, and a driver of positive change? Activity Ideas
Week 5: Bringing It All Together
As Pride Month concludes, reflect on what you’ve learned and how you’ve grown. Use the Reflection Log Reflection Log to capture your thoughts, insights, and plans for the future.
What actions will you take as a result of this month’s activities? How will you continue to champion inclusion and belonging in your workplace?
We’ve just celebrated Pride Month and we are continuing to embrace diversity and inclusion in the workplace as we mark Disability Pride Month this July.
Disability Pride Month is an annual event taking place in the month of July to promote awareness around disability. The campaign highlights disability culture, history and community pride.
The theme, set by the US based, Arc’s national Council of Self-Advocates, this year is “We Belong Here, and We’re Here to Stay”.
We’ll be building a month-long series of activities and discussion topics for you to participate in to drive the inclusion agenda, and we’ll look forward to welcoming you to our celebrations!
To set the scene, we’d like to invite you to consider these questions:
- What is ableism?
- What is disablism?
- In what ways, might your workplace be designed for non-disabled people, and how could you change this?
It’s Disability Pride Month! Week 1: Facts
To mark the first week of Disability Pride Month with our theme of “We Belong Here, and We’re Here to Stay” we are again asking you to ponder the questions we asked last week:
- What is ableism?
- What is disablism?
- In what ways, might your workplace be designed for non-disabled people, and how could you change this?
Before we look at the answers let’s look at what Disability Pride Month is and how it started!
- Disability Pride Month originated in the United States to commemorate the signing of the Americans with Disabilities Act (ADA) in 1990.
- The first Disability Pride Month was celebrated in 2015 marking the 25th Anniversary of the ADA
- Disability Pride Month has been celebrated in the UK since 2015 with events and activities focused on raising awareness, promoting inclusion and celebrating the achievements of disabled people.
Have a look at Ableism and Office Disabilities for our definitions of “ableism” and “disablism” and tips on what you can do to try to avoid ableism and disablism in the workplace to drive inclusion and embracing “We Belong Here, and We’re Here to Stay”.
Next week we’ll be asking you to think about dispelling any myths about disability.
Disability Pride Month Week 2: Busting myths around disabilities
It’s week 2 of Disability Pride Month and we’d like to invite you to think about the language you use in everyday conversations, particularly around disability.
If you are talking to a person with a disability, the general guidance is as follows:
- Avoid making their disability the defining feature of the conversation
- Ask the person how they prefer to be described when referring to their disability
- Use neutral and respectful language – avoid patronising or sensationalising
In general, say:
- Disabled person or person with a disability (avoid handicapped/crippled)
- Person who uses a wheelchair (avoid confined to a wheelchair)
- Blind person/person with visual impairment/partially sighted person (avoid “the blind”)
- Deaf/user of British Sign Language/person with a hearing impairment (avoid deaf and dumb, deaf mute)
- Person with a mental health condition (avoid mental patient, mad, insane, crazy, loopy, bonkers, crackers etc)
- Person with cerebral palsy (avoid spastic)
- Person with epilepsy, diabetes, depression or something who has epilepsy, diabetes, depression etc (avoid an epileptic, a diabetic, a depressive etc)
There’s more on this in our Ableism and Office Disabilities
To help us to think about this in more detail let’s take part in our myth busting quiz Myth Busing Quiz
Hopefully this quiz will help to dispel any myths around disabilities and encourage inclusion and belonging as we celebrate Disability Pride Month and the theme “We Belong Here, and We’re Here to Stay”.
We encourage you to join in your teams to do this myth busting quiz together and talk about what it has brought up for you.
Disability Pride Month Week 3: What does this story tell you?
It’s week 3 of Disability Pride Month and we’re inviting you to watch the following video and have a discussion about what it brings up for you: 'End The Awkward' At Work - Disabled people tell Scope their stories and tips.
- Research by Scope finds that approximately 67% of British people admit to feeling uncomfortable talking to disabled people
- This discomfort often stems from fears of saying something inappropriate or being seen as patronising
How do you feel about talking to disabled people?
See Resources for where to go for more support and information in general for Disability Pride Month.
Disability Pride Month Week 4: Intersectionality
It’s week 4 of Disability Pride Month and we hope you enjoyed taking part in our myth busting quiz as well as reflecting on the video and other resources we’ve shared.
We’d now like to think a bit about intersectionality when it comes to disability.
What is intersectionality?
Have a look at Intersectionality for a fuller description of what it means.
As it has just been Pride Month, we are going to look a little more into the intersectionality of LGBTQIA+ and disabilities, as this represents a complex aspect of the human experience.
Individuals identifying as LGBTQIA+ and with disabilities may often face “double discrimination”.
Studies show that up to 36% of people identifying as LGBTQIA+ also have a disability. This can result in lots of issues including: vulnerability to harassment and abuse, higher rates of poverty, more barriers in terms of healthcare, housing and employment and general feelings of being excluded from wider society.
On a more positive note there are lots of amazing initiatives to support people identifying as LGBTQIA+ and disabled, see the following for more details: LGBTQ+ and Disability: An Introduction and Resource Guide | Disability Resources
What can you do to support people who are potentially experiencing the challenges of intersectionality? See Resources for where to go for more support and information in general for Disability Pride Month.
Disability Pride Month: “not yet disabled”
We hope you have enjoyed our month-long celebration of all things Disability Pride!
It’s time now to bring it all together and reflect on what you have learned and how you have grown on this journey together.
We wanted to share one final thought with you from the late disability rights activist Judith Heumann. She preferred to use the term “not yet disabled” to emphasise that we will all experience some sort of impairment and disability at some stage of our lives. Therefore, we may all be likely to experience ableism and disablism. We can prepare for this by acknowledging and challenging our own biases, promote inclusivity and accessibility in the workplace and champion the voices of people with disabilities at every opportunity!
The month of September marks “World Alzheimer’s Month” and this year the theme set by the Alzheimer’s Disease International is “Ask about Dementia”.
Over the following weeks we are going to mark the month by doing the following:
- Raise awareness of Dementia and Alzheimer’s Disease
- Break down stigma around these conditions
- Understand the impact Dementia on carers and people in the workplace
- Understand the impact on mental health and wellbeing for people and their carers with Alzheimer’s and Dementia
To start our campaign off we want to ask the question of what is Alzheimer’s and what is Dementia and what is the difference? Do you know?
Next week we’ll provide some super useful definitions for you to take away to build your understanding of these conditions.https://syics.co.uk/download_file/view/8539/2564
- It’s World Alzheimer’s Month – let’s “Ask about Dementia”!
Subject line: World Alzheimer’s Month: what is Dementia?
It’s September and it’s World Alzheimer’s Month. We’re embracing the opportunity to bring you as much information as we can to broaden understanding and breakdown stigma around these conditions.
We asked you last week what Dementia and Alzheimer’s are and what the differences are. Do you know? Have a look at the attached Risk Factors & Symptoms to give you some ideas of what Dementia is and what the main symptoms are.
Here’s some statistics on how prevalent Dementia is:
- Approximately 982,000 people in the UK are living with Dementia and this is expected to rise to 1.4 million by 2024 (Alzheimer’s Society)
- A new case of Dementia arises somewhere in the world every 3 seconds
- Dementia is the leading cause of death in the UK
- It is thought that over one third of people with Dementia in the UK are current undiagnosed
Next week we’ll think about how we can dispel some of the myths related to Dementia and breakdown some of the stigma around the condition.
World Alzheimer’s Month: Dementia myth busting
Many people don’t know a lot about Dementia and we’re here to try to dispel some of the common myths and raise awareness as part of our “Ask about Dementia” campaign to mark World Alzheimer’s Month.
We invite you to get together in your teams and think about the following and consider whether these are myths or facts:
- We can prevent the development of Dementia
- Only older people are impacted by Dementia
- There is currently no cure for Dementia
- Alzheimer’s disease is the only type of Dementia
- Dementia is part of the normal ageing process
See Myth Busting for information about each of these areas and whether or not they are myths!
World Alzheimer’s Month: preventing Dementia
We’ve thought about definitions and breaking down some of the common myths around Dementia in our “Ask about Dementia” month campaign. One of these myths was around prevention and the commonly held view that there is nothing we can do about Dementia and that it is a normal part of the aging process.
The good news is that there’s lots we can all do to help to prevent the development of all forms of Dementia. Take a look back at the Risk Factors & Symptoms and consider how many of the risk factors identified here at modifiable?
Quite a few of them! This means we are able to counteract some of these risk factors and give ourselves the best chance we can to limit the impact of Dementia (and also prevent a lot of other physical and mental health conditions as well as live our best lives!). See Prevention for more details.
World Alzheimer’s Month: Are you or your colleagues impacted by Dementia?
It’s week 4 of World Alzheimer’s Month and we’ve shared lots of useful information about Dementia as well as thinking about what we can do to prevent Dementia from occurring.
We’re now going to think about how Dementia can impact us in the workplace and think about those of us who we might be working with who are directly impacted.
A question to ponder is how Dementia could impact us in the workplace?
- A report for the Alzheimer’s Society in the UK estimated that there were roughly 47,000 people with Dementia still in the workplace
- There are approximately 270,000 carers of people with Dementia employed in the UK
- Approximately 66,000 of these have had to reduce their working hours to accommodate their caregiving responsibilities
- Around 50,000 have had to leave work altogether as a result of their caregiving
What can we do to support carers of Dementia in the workplace? Discuss how you can contribute to your workplace and your policies. See Supporting Carers for more here.
World Alzheimer’s Month: resources for further support
It’s the last week of September and the end of our World Alzheimer’s Month campaign and celebration of the theme “Ask about Dementia”. We hope you have learnt a lot about Dementia and how to support people with the condition. To finish off our month of learning we wanted to highlight some of the mental health and wellbeing impacts Dementia might have on people with the condition and those caring for them:
- Depression is common in people with Dementia
- People can often become irritable, tearful, anxious and agitated with Dementia
- Those caring for people with Dementia often report higher stress and lower wellbeing
- Nearly two thirds of Dementia care givers in the UK report feeling lonely
- Carers are often at risk of other health conditions and can experience emotional burnout
See our Resources for a summary of support and where to go to get reputable information and further resources to support those with Dementia and their carers.
Black History Month
Standing Firm in Power and Pride
- To celebrate the achievements and contributions of Black communities
- To educate employees on Black history, culture, and systemic inequalities
- To foster long-term inclusion and equality beyond the month itself
At a time when our Black, Asian, and Minority Ethnic (BAME) colleagues are facing increased challenges, it is vital we reclaim the narrative and celebrate the crucial work they do in our organisation.
Black History month is being celebrated this year from 1st to 31st October 2025. The theme this year is “Standing Firm in Power and Pride”. The focus is on the resilience and the contributions of the Black community.
2025 marks a remarkable 60 years since the UK’s first Race Relation Act. This was a key moment in the ongoing journey towards racial justice and equality.
We will be looking at different aspects of this important subject in our campaign so keep reading!
For information on events that are happening during October, see the attached information. There are many exciting things going on from cultural awareness to music and comedy! A diverse selection of events that help us to celebrate this important history. Take a look and see if you can attend any of these events.
Black History in Britain
Black History Month 2025 is a good time for reflection, celebration and also action. We encourage everyone to engage with the rich history and contributions of Black communities, and at the same time look forward to a more equitable future.
In order to do this, it is important that we look to the past. So, we will start with honouring the past, which will then help us to inspire the future.
Let’s start with a bit of history, focussing on 3 key events during the 1960’s and 1970’s.
- In 1964 we saw the Campaign against Racial Discrimination (CARD).
This was an interracial coalition challenging racism in Britain. It pushed for stronger laws than just race relations and included discrimination in housing, employment and public life.
- In 1968 The British Black Panthers were founded in Notting Hill.
They took inspiration from the US Black Panther Party. They fought racial injustice in Britain, tackling things like police brutality and continued discrimination in housing, education and jobs. They also focussed on Black self-determination and community empowerment.
- In 1975 we saw the formation of The Black Parents Movement.
This supported Black communities in Britain, with a particular focus on the working class and the unemployed. This Movement continued to be active during the 1980’s. It tacked things like:
- Racism in education
- Policing
- Housing
- Jobs
- International solidarity work
Themes of this year’s Black History Month
The theme of Black History Month has a focus on two core values: power and pride.
Power represents the influence, the leadership and the capacity to effect positive change.
The legacies of visionaries who have led political, civil rights and social movements remind us that true power is not about titles but about the collective strength and resilience that is used to carve a more equitable future for us all.
Pride reflects cultural identity, heritage, and the celebration of Black excellence. From the arts and music to the stories passed through generations, pride is the heartbeat of Black communities worldwide. It’s about knowing where people come from, embracing their history, and walking boldly into the future without compromise or apology. Pride is a declaration of the beauty, the resilience, and the unmatched contributions of Black culture to the world.
Key figures in Black history who have positively influenced change
Have a think with your colleagues about some of the key figures in Black history who have positively influenced change.
Let’s look at some of these now. There are many to choose from, but the following have played very crucial roles in driving positive change across civil rights, social justice, science, arts, music and politics.
- Martin Luther King Jr. — Leader of the U.S. civil rights movement; advocated for nonviolent protest and delivered the famous “I Have a Dream” speech; instrumental in the Civil Rights Act of 1964 and the Voting Rights Act of 1965.
- Rosa Parks — Sparked the Montgomery Bus Boycott when she refused to give up her seat to a white passenger, becoming a symbol of resistance to racial segregation.
- Harriet Tubman — Escaped slavery and helped hundreds of enslaved people gain freedom via the Underground Railroad; also served as a spy for the Union during the Civil War.
- Frederick Douglass — Formerly enslaved abolitionist, writer, and orator who campaigned tirelessly for the end of slavery and for equal rights.
- Sojourner Truth — Abolitionist and women’s rights activist who spoke out against slavery and advocated for racial and gender equality.
- Nelson Mandela — Anti-apartheid leader in South Africa who became the country’s first Black president and a global symbol of reconciliation and justice.
Recognising Black History Month in the workplace
Think about Black History Month in the context of your Equality, Diversity, and Inclusion (EDI) commitment. There are many things you can do internally that will help to educate, inspire, and empower to create a more inclusive workplace for everyone.
Here is a simple plan for you to implement within your own workplace:
General
- Organise a Cultural lunch with dishes from African and Caribbean cuisines. If this is not possible, share our recipe attached with colleagues to inspire people to try this type of food and also try it yourself. Recipe
- Invite guest speakers, historians, or local community leaders to discuss Black history, civil rights, or current issues affecting the Black community.
- Host a Story Telling Corner where you invite employees to share personal stories or family histories relating to Black heritage and resilience.
Employee Involvement and Recognition
- Employee Spotlights
Highlight contributions of Black employees within the company on your intranet, newsletters, or social media. - Panel Discussions
Create a safe space for employees to talk about race, diversity, and inclusion, and share personal experiences. - ERG (Employee Resource Group) Collaboration or a Staff Network
Support or launch a Black/African ERG or staff network and give them a leading role in planning events.
- Share a commitment plan to carry equality actions forward all year-round.
Community Impact
- Volunteer Opportunities
Organize a team volunteer day at a local Black-led nonprofit, school, or cultural centre. - Support Black-owned businesses
Host a marketplace or create a directory of local Black-owned businesses for employees to support.
Don’t forget that a year-round focus is also important. You can commit to making cultural celebration part of your ongoing workplace culture, not just as a once a year event.
Summary:
We have looked at Black History Month and the important of recognising this. Now let’s look at the current situation. At the moment, we only focus on Black History for one month in the year. There have been some recent developments and debates which are useful to note:
- Campaigners like Lavinya Stennett (founder of The Black Curriculum) are pushing for Black history to be integrated into the national curriculum in England in a mandatory, not just optional, way. They argue that relegating it to one month (or only in certain areas) perpetuates ignorance and misses the point of long-term change.
- Wales has already made Black history lessons mandatory in its schools.
There are many things happening behind the scenes which will hopefully bring future, positive change.
Despite the increase in awareness, many Black people still face barriers in education, in employment and in leadership positions. Some fantastic work has been done in the UK, particularly within the NHS, but unfortunately there are still gaps in outcomes and staff experiences.
Positive change can be influenced in your own organisation. By using Black History Month as a springboard for a year-round focus and not just an event in October, we can all create positive change.
Action: Take an action to discuss a plan of action within your teams. Organisational Next Steps
We hope you have enjoyed our campaign and that this highlights the need to keep a year long focus on this important history.
ADHD Awareness Month
The Many Faces of ADHD
Campaign Aims
- To provide education around ADHD.
- To address misconceptions and stigma surrounding ADHD.
- To increase awareness of ADHD and share information.
ADHD Awareness Month is an annual observance held in October to raise awareness about Attention-Deficit/Hyperactivity Disorder (ADHD). The month-long campaign aims to educate the public, reduce stigma, and provide support to individuals and families affected by ADHD. It also highlights the importance of early diagnosis, effective treatment, and understanding the challenges faced by those with ADHD.
What is Neurodiversity?
The term "neurodiversity" was coined in the late 1990s by Judy Singer, an autistic sociologist, to promote a shift in how society views neurological differences.
Neurodiversity describes differences in brain function from person to person that affect daily mental functions.
Neurodiversity is a concept which acknowledges and accepts differences in brain function and behaviour as a natural manifestation of humanity's variety rather than viewing them as wrong or problematic. It celebrates how these different ways of thinking, processing, and learning make us unique rather than seeing them as deficits. Therefore, conditions like Autism, ADHD, Dyslexia, and others—are seen as natural variations of the human brain, rather than deficits or disorders that need to be "fixed."
Key points of the philosophy of Neurodiversity:
- Natural Variation: Neurodiversity sees different brain types as a natural part of human variation.
- Not a Problem to Cure: Conditions like Autism or ADHD aren't necessarily seen as disorders or medical problems, but as differences in how people think, learn, and experience the world.
- Strengths and Challenges: Neurodivergent individuals may face difficulties (especially in systems not designed for them such as mainstream education or workplace settings), but they also often have unique strengths, like creativity, attention to detail, or innovative thinking.
- Inclusion and Acceptance: The neurodiversity movement promotes acceptance, accommodation and respect for neurodivergent people whilst encouraging focus on an individual’s strengths rather than their differences and trying to make them "fit in" by changing who they are.
Common Terms:
- Neurodivergent: A person whose brain functions differently from what’s considered "typical" (e.g., someone with Autism, ADHD, etc.).
- Neurotypical: A person whose brain functions in ways that are considered typical or standard by societal norms.
- Neurodiverse Group: A group that includes people with different types of neurocognitive functioning.
What is ADHD?
ADHD stands for Attention-Deficit/Hyperactivity Disorder. It’s a neurodevelopmental condition that affects how people focus, control impulses, and manage energy levels. It’s one of the most common neurodivergent conditions and can affect both children and adults.
ADHD is usually divided into three types, depending on which symptoms are strongest:
Inattentive Type (formerly known as ADD).
Main symptoms are:
- Trouble focusing or paying attention.
- Easily distracted.
- Frequently loses things.
- Struggles to follow through on tasks.
- Forgetful in daily activities.
Hyperactive-Impulsive Type
Main symptoms are:
- Fidgeting or restlessness.
- Difficulty sitting still.
- Talking excessively.
- Interrupting others.
- Acting without thinking.
Combined Type
- A mix of inattentive and hyperactive-impulsive symptoms.
What Causes ADHD?
There’s no single cause, but research suggests:
- Genetics play a major role (it often runs in families).
- Brain structure and chemical differences.
- Environmental factors (e.g., premature birth, early exposure to toxins).
Who Gets ADHD?
- It’s usually diagnosed in childhood, but many people carry it into adulthood, and some individuals are only diagnosed later in life.
- ADHD looks different in girls vs. boys and also in adults vs. children, which means it can often be underdiagnosed in some groups.
How is ADHD Managed?
Treatment can include:
- Medication (like stimulants such as Ritalin or Adderall).
- Behavioural therapy.
- Coaching or adjustments at school or work.
- Lifestyle changes (good sleep, exercise and eating routines).
Myths and facts about ADHD
- Myth: People with ADHD just cannot concentrate
FACT: Individuals with ADHD can concentrate when they are interested in or intrigued by what they are doing.
- MYTH: ADHD is over diagnosed
FACT: The rates with which ADHD is diagnosed vary so much primarily due to diagnostic criteria and measurement methods used.
- MYTH: ADHD is caused by bad parenting
FACT: Brain-imaging studies show that differences in brain structure and wiring cause problems with attention, impulse control, and motivation.
- MYTH: All children grow out of ADHD
FACT: Significant symptoms and impairments persist in 50-86% of people with ADHD.
Living with ADHD: Real Life Stories
The best way to express different views and perspectives about ADHD is to share stories by real people. The impact of shared experience can be very powerful and supportive in not only encouraging compassion for others but also in supporting people with symptoms which they have struggled with and not previously been able to get support with. Here are some real-life stories to share:
Lizabeth’s Story
Living with ADHD - ADHD Awareness Month 2025
Jeannette’s Story
Diagnosed at 49: I Wasn't Lazy or Stupid—I Had ADHD - ADHDAwarenessMonth 2025
Helen’s Story
Rediscovering Myself at 52: How ADHD Changed My Life - ADHDAwarenessMonth 2025
Seb’s Story
Unmasking My Adult ADHD: A Journey to Awareness and Acceptance - ADHDAwarenessMonth 2025
Atiq’s Story
Mastering the Task Juggle: My Simple Strategy - ADHDAwarenessMonth 2025
Educational Campaigns at work – what can you do to support staff and raise awareness?
Raise awareness in the workplace by simply starting the conversation around Neurodiversity. Bringing in Neurodiversity speakers is a great starting point. They can help to educate and engage an audience through a lived experience of Neurodiversity which helps to make the subject relatable and supports people to connect with those around them.
Once the conversation has begun you can think about specific training in Neurodiversity such as Neurodiversity in the workplace, Neurodiversity for Line Managers, Neurodiversity and Occupational Health, and Neurodiversity and Train the Trainers.
Slides are available from a series of neurodiversity in the workplace webinars which SY ICB’s People Experience team organised - click here.
Workplace Needs Assessments are also extremely important in considering an individual’s needs within the workplace. A workplace needs assessment is a process that reviews the strengths and challenges of employees who may need extra support to carry out their roles. The assessment identifies any reasonable adjustments to make for staff with disabilities, neurodiversity, or specific learning differences. Information about organisations which offer employment support can be found on the Inclusive Wellbeing & Employment Support webpage.
Note For Employers
ADHD is classed as a “Disability” under The Equality Act 2010. This means that, as an employer, you may be required to put in place reasonable adjustments to support your employees with ADHD at work. These can sometimes be funded by 'Access to Work'
It’s important to recognise that employees with ADHD often have particular strengths in areas such as general creativity where they can see the bigger picture; think outside the box; connect ideas and so on. With the right structure and support in place, the skills of these ‘specialist thinkers’ can greatly benefit your organisation, and these individuals can bring real added value to their roles.
Spotting the signs of ADHD and supporting staff and colleagues
Many adults live with ADHD and do not recognize it. Why? Because its symptoms are often mistaken for a stressful life and for someone who is disorganised and even lacking in effort. Furthermore, spotting ADHD in others can be difficult because symptoms can vary so widely between individuals and can look different depending on age, gender, and environment.
However, there are some common signs that may indicate someone could be living with ADHD.
Here is what to look out for:
General Signs of ADHD (in both children and adults)
1. Inattention
- Frequently seems “elsewhere” or easily distracted, even in conversations.
- Struggles to stay focused on tasks, especially boring or repetitive ones.
- Makes careless mistakes, misses details.
- Often loses things (keys, phone, schoolwork, tools).
- Appears forgetful—misses appointments, deadlines, etc.
- Starts tasks but does not finish them.
- Avoids tasks that require sustained effort (e.g., paperwork, reports).
2. Hyperactivity
- Always “on the go” or struggles to sit still.
- Talks a lot—may dominate conversations without realizing it.
- Fidgets, tap-s hands/feet, or squirms in seat.
- Feels restless or has trouble relaxing.
- May pace, drum fingers, or constantly shift position.
3. Impulsivity
- Interrupts or blurts out answers before someone is finished speaking.
- Struggles with patience or waiting their turn.
- Makes snap decisions without thinking through consequences.
- May overshare or speak without a filter.
- Emotionally reactive or has frequent mood swings.
Signs in Children
- Trouble sitting still in class.
- Acts without thinking (e.g., grabbing, shouting out).
- Difficulty following instructions.
- Poor time management or messy work.
- Struggles to make or keep friends due to impulsivity.
Signs in Adults
- Chronic lateness or procrastination.
- Difficulty organizing tasks or spaces (messy desk, missed deadlines).
- Zoning out during meetings or conversations.
- Easily overwhelmed by decisions or planning.
- May seem forgetful, scattered, or “all over the place.”
- Emotionally sensitive or easily frustrated.
Important Considerations!
- Everyone has ADHD-like moments. It’s only considered ADHD if the behaviours are frequent, long-lasting, and cause real problems in daily life (work, school, relationships).
- ADHD can be masked, especially in women or high-achieving people who learn to “hide” their struggles.
- Some people might show mainly inattentive signs without hyperactivity, making it harder to notice.
How can I support others if I suspect they may have ADHD?
It is important to avoid diagnosing others. ADHD is complex and should be evaluated by a mental health professional. Therefore, if you do suspect someone has ADHD consider the following points:
- If it is someone close to you (like a friend or partner), you could gently suggest they look into it if they’ve expressed struggles.
- For children, talk to a teacher, school counsellor, or paediatrician.
- For adults, a psychologist or psychiatrist can provide testing and diagnosis.
The World Health Organization have developed a self-screener to be used as a starting point to help you recognize the signs/symptoms of Adult ADHD.
NB: It is not meant to replace consultation with a trained healthcare professional. An accurate diagnosis can only be made through a clinical evaluation. Regardless of the questionnaire results, if you have concerns about diagnosis and treatment of adult ADHD, please discuss your concerns with your physician. Here are the links to the self-screener if you want to have a look at the questions:
Ideas for Inclusivity and Support Initiatives at work:
The starting point is to open the conversation around Neurodiversity. As an organisation you can raise awareness through specific workshops and webinars. Reflecting on last week’s email, bringing in Neurodiversity speakers is a great starting point. They can help to educate and engage an audience through a lived experience of Neurodiversity which helps to make the subject relatable and supports people to connect with those around them.
Once awareness is raised you could look at ideas which will encourage an ongoing conversation around support in the workplace and help colleagues feel connected to one another and also psychologically safe to open up conversations and ask for help when needed.
Ideas: Daily highlights/tips on living with ADHD at work
- Day 1 - Write it down to remember it (diary notes, post its, electronic reminders etc).
- Day 2 - Use colour coding to organise and focus the mind.
- Day 3 - Healthy sleep habits to encourage restoration and reduce fatigue.
- Day 4 - Creating the best environment for work.
- Day 5 - Planning healthy eating and managing energy levels.
Consider Creative Workshops such as Art for Wellbeing where those attending learn how to express their emotions and feelings through art and tap into their natural talent and creativity. This can be a very effective tool for people with ADHD in helping to reduce anxiety and quieten the mind and improve focus.
Consider Team Building Events with a focus on connection and creation through nature. Using time outdoors and in nature helps to remove distractions which can cause anxiety and overwhelm and this also encourages connection to ourselves, each other, and the environment. You can further tap into people’s creativity through things like bushcraft, foraging, singing, outdoor cooking. These things can be really supportive and life changing for someone suffering with ADHD.
Make access to services and support easy!
- Ensuring employees know how to and where to access support is crucial. Signpost to Mental Health First Aiders and Wellbeing Champions so staff know where to go to access those first stages of support. If you do not already have a process in place, think about a sign posting process for support and also permission to share relevant information relating to individuals.
- Encourage an open, compassionate, and inclusive culture where employees feel safe to open up and ask for help. Remember adults suffering with ADHD may become overwhelmed very easily and feel emotionally sensitive therefore it’s important to create a safe physical and mental environment to support people in this process.
- Use Workplace Needs Assessments to support individuals in understanding the issues they may face within their working environment. The goal of these assessments is to help to create an inclusive and supportive working environment, where every member of an organisation can thrive. Information about organisations which offer employment support can be found on the Inclusive Wellbeing & Employment Support webpage.
- Create support groups and invite guest speakers to share experiences, address common misconceptions and stigmas around ADHD.
Estimates suggest around 15% of the workforce have some form of neurodiversity, however around half of them don’t realise it yet. So, whether they’ve received a diagnosis yet or not, employers do have a legal obligation to support any reasonable adjustments Under the Equality Act 2010.
Also, research suggests neurodiverse workforces can offer a competitive advantage by up to 30%. For example, employees with autism often bring excellent attention to detail, creative talents, and specialist knowledge to office environments.
Here are some of the benefits you can see in the workplace through offering support and accommodation of Neurodiverse employees:
- Higher morale
- Improved job satisfaction
- Motivated staff
- Increased productivity
Support & Resources
- Neurodiversity in the workplace training - Slides are available from a series of neurodiversity in the workplace webinars which SY ICB’s People Experience team organised - click here.
- Employment support - Information about organisations which offer employment support can be found on the Inclusive Wellbeing & Employment Support webpage.
- ADHDAwarenessMonth 2025
- ADHD Empowerment Month 2025 | The ADHD Advocate
- ADHD Awareness Month Resources - ADHDAwarenessMonth 2025
Summary
We hope you have enjoyed the ADHD Awareness Month Campaign and that the campaign has encouraged some open conversations around Neurodiversity in the workplace with a specific focus on ADHD and the impact this can have on individuals.
Let’s not stop the conversation here but rather keep it going. By raising awareness of the struggle’s individuals living with this condition may face you will encourage an open, compassionate, and inclusive culture and keeping the conversation going will help to embed this into the overall culture of the organisation.
It’s very easy for people with ADHD and Neurodiverse conditions to feel disconnected, therefore the creation of an open and inclusive culture in the workplace is key in helping these employees to feel safe and in turn thrive. Being able to offer valuable contribution to job roles helps people to feel connected to not only the organisation but colleagues and friends and can significantly improve focus, morale, and job satisfaction.
Key areas of focus:
- Provide relevant and up to date education around ADHD.
- Address misconceptions and stigma surrounding ADHD through education and awareness training.
- Make information and support accessible and inclusive. Encourage ongoing support through Mental Health First Aiders / Wellbeing Champions, Support Groups, Shared experiences.
- Support Team Building Events which are inclusive and improve our connection to and our understanding of each other.