What happens when the technology designed to make recruitment faster and more efficient becomes another barrier for people with a disability? And who is accountable when AI-powered recruitment systems exclude qualified candidates before they have even had the opportunity to demonstrate their abilities?

In this episode of Diverse Talk Matters, Natasha Broomfield-Reid is joined by Susan Scott-Parker OBE, a leading international disability rights and business adviser and founder of Disability Ethical AI. Drawing on decades of experience working with employers, policymakers and disability networks, Susan challenges organisations to examine how artificial intelligence is changing recruitment and whether the technology they are adopting is creating new forms of discrimination.

Together, they explore:
• How AI-driven recruitment tools, including CV screening systems, psychometric assessments and video interviews, can disadvantage candidates with a disability
• Why biased data, inaccessible technology and rigid assessment processes can reinforce existing inequalities
• The risks of using facial recognition, automated assessments and other technologies that fail to recognise human differences
• Why employers cannot simply transfer responsibility for discriminatory outcomes to technology providers or recruitment agencies
• The importance of accessibility, workplace adjustments and human judgement throughout the recruitment process
• Why organisations need to ask more challenging questions of AI suppliers before purchasing and implementing their systems
• How the exclusion of qualified candidates affects not only individuals but also business performance, productivity and access to talent
• The role of Disability Ethical AI in challenging discriminatory technology and encouraging greater accountability

Susan draws attention to the gap between the promises made about AI efficiency and the realities experienced by people with a disability. She challenges employers to consider whether their recruitment systems are genuinely identifying talent or simply filtering out people who do not fit the assumptions built into the technology.

At the heart of this conversation is a critical question: If an employer uses technology that discriminates against people with a disability, who takes responsibility?

As AI becomes increasingly embedded in recruitment and workplace decision-making, this discussion highlights why accessibility, accountability and disability confidence must be considered from the outset, rather than after harm has occurred.

If you work in HR, recruitment, talent acquisition, technology procurement, equality and diversity or organisational leadership, this is an important conversation to listen to, reflect on and share.

Listen to Diverse Talk Matters, subscribe wherever you get your podcasts and share this episode with someone involved in making recruitment fairer and more accessible.

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Menopause is finally getting more attention at work. But what about menstruation?

In this episode of Diverse Talk Matters, Natasha Broomfield-Reid is joined by Chiara Cocco, a postdoctoral research associate working with Professor Kate Sang and the EDI Caucus. Chiara shares findings from research involving more than 60 women and people who menstruate, exploring how workplace culture, flexibility, access and job roles can shape their experiences.

Together, they explore:
• Why menstrual experiences are far more diverse than we might assume
• How workplace practices can create barriers, even when menstruation itself is not problematic
• Why people may describe their periods as “fine” while experiencing significant pain, heavy bleeding or disruption to work
• The connection between menstrual health and disability through the social model of disability
• How disability, race, neurodivergence, age and gender identity can shape experiences
• Why policies alone are not enough without supportive workplace cultures
• How listening, co-design and evaluation can help employers create meaningful support
• Why employers need to think beyond menopause and consider menstrual health across the wider reproductive health journey

This is a practical conversation for employers, HR professionals, managers and EDI practitioners about who our workplaces are designed for, where barriers exist and what organisations can do differently.

Chiara also shares free resources from the research, including a menstrual health action plan, baseline survey guidance and comics exploring different lived experiences.

Listen, subscribe and share the conversation.

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What does a truly inclusive school look like in practice? And what does it take to move beyond policies, awareness days and good intentions to create a culture where every child genuinely belongs?

In this episode of Diverse Talk Matters, Natasha Broomfield-Reid is joined by Gemma Hathaway, EDI Lead at Inspire Education Trust and Assistant Headteacher at Bluecoats School in Coventry. With more than 16 years in education and a continuing role in the classroom, Gemma brings both strategic insight and lived experience of what inclusion looks like for students, teachers and school communities.

Together, they explore:
• Why inclusion needs to go beyond SEND and become part of the whole school culture
• The importance of genuinely listening to student voice and acting on what students tell us
• How curriculum choices can create belonging through representation, identity and the ‘mirrors and windows’ approach
• The difference between visible EDI activity and embedding inclusion into everyday decisions and practice
• How schools can address racism, misogyny, harmful online content and other barriers to inclusion
• Why care, compassion and safeguarding matter when working with students’ lived experiences
• Practical questions teachers, leaders and parents can ask to understand how inclusive a school really is

Gemma shares examples from Inspire Education Trust and Bluecoats School, including work around curriculum diversity, student voice, recruitment, positive masculinity, digital wellbeing and creating equitable access to education.

At the heart of this conversation is a simple but powerful idea: an inclusive school is one where every child belongs, every child matters and the school is prepared to change for them.

If you care about inclusive education, EDI in schools, student voice, belonging or creating environments where every child can thrive, this is an important conversation to listen to, reflect on and share.

Listen to Diverse Talk Matters, subscribe wherever you get your podcasts and share this episode with someone working to make education more inclusive.

To find out more about the services available from Diverse Matters please visit www.diversematters.co.uk

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Thank you for tuning in and remember, if there is a topic you would like us to cover please contact us with your suggestions.

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