This story begins on Friday, 20 February 2026, around 8am. I was savouring my double espresso ☕️ while texting a friend who was due to fly to Dubai the following Thursday. After some enquiries, I had booked a flight to Dubai for Saturday 7 March, just two weeks away. I was due to return to the UK on 16 March, and had booked three days in downtown Dubai. I had planned to spend Tuesday afternoon at the Museum of the Future and a night in Abu Dhabi before moving to a hotel in the Marina. Everything was organised and I was ready for culture, sunshine and all that.
On Thursday afternoon, I rang my friend as she and her family headed to the airport for their overnight flight to the UAE. Everything seemed fine.
On Friday 27 February, my son and I drove to Birmingham and stayed overnight at a hotel so we could drive to Anfield on Saturday to watch our football (soccer) team, Liverpool, play West Ham United at home. I listen to BBC World Service every morning, and this Saturday was no exception. I woke up to news of trouble in the Gulf region. Iran is just across the waters (the subject of much recent political discussion) from Dubai. I immediately texted my friend to check if she and her family were safe. Now a big question mark loomed over whether I might have to cancel my trip. As we drove to Liverpool, my son told me that Dubai had been “attacked.” I told him he was mistaken and that he shouldn’t believe everything he saw and heard on TikTok. We all know what happened next!
Chilling in The Bahamas
So, after booking just ten days earlier, on Monday 2 March I reluctantly cancelled everything. My friend and her family were stranded in the UAE beyond their scheduled stay, but, other than to say they are now back safely, that’s their story to tell.
The irony is I stayed at an iconic hotel that’s not much unlike the one I might have stayed in Dubai: The Atlantis!
I was hesitant to return to work and considered visiting Florida, the Dominican Republic or the Bahamas. After much thought, I settled for the Bahamas. As it happens, in 1999 I almost studied there. I only needed to return my application form, but I changed my mind at the last minute. Big Mistake! Having visited Barbados, Antigua, St Lucia, Tobago, St Vincent and, of course, many times, Grenada and Carriacou, I was adding Nassau to my Caribbean list. What a joy! What an experience! It was FAB-U-LOUS!
As for the Bahamas, it is stunning! As for Dubai, I may see you one day (as I landed back at Terminal 3 at Heathrow Airport, I turned to my right and saw a colourful plane, calling me. I say no more!)
As participants, a few of us had the pleasure of witnessing the Closing Ceremony, which was a treat in itself. A scene in John Landis’ icon movie, Trading Places, sprung to mind. Well, it was not quite the same as what I had seen in the movies, regarding the NYSE. Neither did I witness an equivalent to Eddie (Billy Ray Valentine), Dan Aykroyd (Winthorpe) or Jamie Lee Curtis (Ophelia) celebrating nor the brothers, Randolph and Mortimer Duke, fall to their knees over a one dollar bet taken too far and the outcome gone very wrong!
Closing Ceremony at the London Stock Exchange on 6 February 2026
Ethnicity pay gap reporting involves measuring the difference between the average earnings of employees from different ethnic groups across an organisation. While not yet a legal requirement like gender pay gap reporting, many companies are adopting it to build more equitable workplaces. It is a proposal that forms part of the Equality (Race and Disability) Bill, following a consultation process that closed in June 2025, seeking views on how to introduce mandatory ethnicity and disability pay reporting for large employers (those with 250 or more employees). The keynote speaker was Seema Malhotra MP, Minister for Equalities who informed us, amongst other things, that the Government will respond the consultation in due course.
The Summit was a timely and practical event for anyone working in DEI, HR, Reward, Talent, People Analytics, Comms and senior leadership, especially as we prepare for the mandatory Ethnicity Pay Gap reporting legislation.
The summit brought together leaders and specialists across:
✔ Employment law ✔ Data analytics and reporting ✔ Communications and storytelling ✔ Diversity, equity and inclusion
Hopefully, attendees left with a clearer insight into what good looks like, how to approach reporting responsibly, and how to turn data into real action.
This government was elected to deliver change. To improve the lives of working people and strengthen our country. Our Plan for Change sets out the ambitious – but achievable – milestones we aim to reach by the end of this Parliament.
An essential element of this Plan – and our five missions for government – is our commitment to create a more equal society in which people can thrive whatever their background. The reality is far from that goal. For example, currently most ethnic minority groups earn on average less than their White British peers. Similarly, while there has been growth in employment rates for disabled people in recent years, disabled people have, on average, lower incomes than non-disabled people. While previous Labour governments introduced the landmark Equal Pay Act 1970 and the Equality Act 2010, as well as other equality-related legislation, more still remains to be done.
I HAVE WRITTEN about prostate cancer awareness many times, and each time is not one time too many if it helps educate and save lives.
PROSTATE CANCER is a disease that develops within the prostate gland. It is currently the most common cancer among men in the UK. Although it is a serious condition, survival rates are high: nearly 80% of men diagnosed survive for at least 10 years. It is the second most common cancer overall, following breast cancer. Approximately 55,300 new cases per year and, sadly, there are approximately 12,200 deaths per year.
ONE OF THE CHALLENGES of prostate cancer is that it often presents no symptoms during its early stages. I have heard this from friends who have been diagnosed with prostate cancer. Sadly, I lost a friend as recently as last year to PC. However, as the condition progresses, indicators may include changes in urination: Specifically, a need to urinate more frequently, especially during the night; sexual function: The onset of erectile dysfunction.
WHILE ANY MAN can develop prostate cancer, three main factors significantly increase the likelihood.
Age: Risk rises as you get older. It is rare in men under 50, and the majority of cases are diagnosed in men aged 50 and above.
Ethnicity: Black men are more likely to get prostate cancer than other men. In the UK, about 1 in 4 Black men will get prostate cancer in their lifetime.
Family History: You are 2.5 times more likely to get prostate cancer if your father or brother has had it, particularly if they were diagnosed under the age of 60.
THERE IS CURRENTLY no national screening programme for prostate cancer in the UK. I know some disagree to it, but, in my view, there should be. One of the arguments against it is that the available tests are not always accurate and can sometimes lead to unnecessary treatment for slow-growing cancers that would not have caused problems. However, the NHS provides the following testing pathway:
PSA Test: Men over 50 can request a PSA (Prostate Specific Antigen) blood test from their GP, even without symptoms. This measures the level of a specific protein in the blood. A high level can be a sign of cancer, but it can also indicate other common conditions like a urine infection or an enlarged prostate.
Digital Rectal Examination (DRE): A doctor may physically examine the prostate gland to check for abnormalities.
MRI Scan: If a PSA test suggests a problem, an MRI scan is often used to create a detailed image of the prostate to see if there is a suspicious growth.
Biopsy: The only way to definitively diagnose cancer is a biopsy, where small samples of tissue are taken from the prostate for analysis. This is usually only done if the MRI scan shows a potential issue.
WHATEVER YOUR VIEW, please ensure that you, a family member or a loved one get checked and have regular checks, if only for peace of mind ✌🏾and longevity 🙏🏾
One would think that the three words, ‘Performance Improvement Plan,’ in isolation and without context would be welcomed by most employees. After all, who doesn’t want to improve? For example, being reflective is primarily based on the concept of improving and making what was good even better.
However, in practice, it would be fair to say that an employee is rarely put on a PIP to prepare and equip them for promotion. In other words, it is not often heard that the purpose of placing one on a PIP is that the employee is performing competently at the expected level and it is to get them to the next level up. No. One is invariably put on a PIP because they are said not to be performing competently at the required or expected level demanded by their employer. Unlike with a misconduct, leading to a disciplinary and a sanction (oral or written warning or, worse, dismissal), being placed on a PIP is generally a matter of an employee’s capability.
Under the Employment Rights Act 1996, in determining whether the dismissal of an employee is fair or unfair, it is for the employer to show that the reason for the dismissal is, in addition to some other substantial reason of a kind such as to justify the dismissal, one that relates either to the employee’s capability or the conduct. However, dealing with a capability or conduct matter is not necessarily handled in the same way. In some circumstances a conduct matter could lead to a summary dismissal, whereas regarding capability good practice is to give an employee a reasonable time to improve with clear SMART (Specific, Measurable, Achievable, Realistic, and Timely) objectives or goals within the parameters of the role they were employed to undertake. So, what is the position where an employee is put on a PIP and is dismissed for the reasons they were placed on the PIP before the time stipulated for their performance to be reviewed under or pursuant to the PIP? After all, they may not have improved sufficiently by the mid-point but may do so by the end. ‘Slow and steady wins the race,’ springs mind!
In P. Sabourin v. BT Group Plc[2025] EAT 171, the Claimant began employment with the Respondent in 2009 and became project manager in the Data Compliance and Assurance (DCA) team in November 2021, reporting to Mr. C, Senior Manager of Data Projects, who in turn reported to Mr. D, BT Director for DCA. From early 2022, Mr. C raised concerns about the Claimant’s performance, initially addressed through coaching. A formal performance review commenced in August 2022, with expectations clearly outlined. On 18 October 2022, an informal PIP was agreed, identifying nine areas for improvement. Despite weekly reviews, Mr. C observed no progress. Consequently, a formal meeting on 23 November 2022 reduced the goals to seven, and the Claimant received a first written warning, confirmed by letter on 25 November 2022. The Claimant did not appeal.
A further formal review of the PIP took place on 5 January 2023, with the Claimant represented. Mr. C systematically reviewed each goal, identified ongoing concerns, and issued a final written warning, concluding that progress was insufficient to end the PIP. The final warning letter was issued on 9 January 2023 and advised that a decision meeting was to be held on 20 January 2023, giving the Claimant 10 working days to provide evidence of his improved performance. This was despite the Respondent’s policy stating, amongst other things, ‘usual monitoring is 4 weeks, may differ depending on role/circumstance.’
In a subsequent meeting between the Claimant and Mr. D (a more senior manager Mr. C), during which the Claimant was represented, the Claimant was informed of the decision to dismiss him in a letter dated 26 January 2023. The Claimant was in fact given notice and placed on garden leave, which ended on 1 May 2023.
The Claimant presented a complaint of unfair dismissal unsuccessfully. The Claimant contended that, the dismissing officer, Mr. D, had not considered his record of performance in that further two-week period at all, but had relied upon the same record of performance that had already resulted in a final written warning. The Employment Tribunal did not accept that the two-week period was so short that it did not allow a fair opportunity for further improvement. The Claimant appealed to the Employment Appeal Tribunal (‘EAT’). Allowing the appeal, the EAT held that the contention that Mr. D had not considered the Claimant’s record of performance in that further two-week period at all, but had relied upon the same record of performance that had already resulted in a final written warning was a material distinct argument of unfairness that the tribunal should have addressed in its decision. It erred by not doing so. In consequence, the matter was remitted to the same judge to make a finding of fact about it, and, to decide afresh, taking account of that finding alongside the existing findings, whether the dismissal was fair or unfair.
Finally, therefore, good practice would be to allow an employee a reasonable period to complete their PIP. There will be occasions when it will be apparent, hopefully to both employee and employer, that the employee’s performance will not improve by the stipulated – and hopefully agreed – timeframe in which case fair steps in the circumstances will need to be taken. On this point, I asked an HR practitioner of a multinational company for a comment: “Where there is a huge gap in capability vs performance, it could be that the employee is so far from where they need to be that they are never going to get there (sometimes happens with a promotion), and all the PIP does is prolong the timescales, adds more stress and makes for a very unpleasant experience!”
AS WE HAVE ENTERED, FOR SOME, THE FINAL MONTH OF YEAR, and for some of my readers, the beginning of the festive season, although for my American readers, the season may have started last Thursday (Happy Thanksgiving!), I thank you all for your messages and comments over the year.
IT HAS BEEN A YEAR of demanding trials (some of which were reported in the British media), a memorable trip in March to Sin City, Las Vegas, Hoover Dam and the Grand Canyon; finishing my book, Discrimination in Employment Law in 7 Days, in KOS in July (which I had fun diarising); running a 10K in September (Ok, more walk🚶🏿♀️and run! 🏃🏾♂️); and visiting the birthplace of paella, Valencia, Spain, and seeing the Holy Grail; and speaking to Law students at a British university in October.
I AM GRATEFUL to readers from all over the world from the North America to India to Indonesia to Singapore to Australia to all countries in Europe to China and beyond. My writing is eclectic, to say the least, and does not fit neatly into any one pigeon hole. As a graduate of English Literature, I would be fascinated to know what genre of writing a scholar would put me in. One day, I am writing about the law, the next about equality and human rights, the next about Education and speaking in schools, the next about the Arts – music, theatre, paintings, sculptures etc – the next about travelling, and the next about diarising about a book I am writing on a Greek island. Have fun categorising those!
On 4 October 2025 I visited #Valencia#Cathedral in #Spain 🇪🇸 #holygrail Matthew 26:27-28: “Then he took the cup, and when he had given thanks, he gave it to them, saying, ‘Drink from it, all of you, for this is my blood of the covenant…'” Various churches, most notably the Valencia Cathedral, claim to possess a chalice that is the true Holy Grail, although its historical authenticity remains debated by scholars.
ON MONDAY, 24 NOVEMBER 2025, I was driving clockwise on the M25 motorway, having had a long overdue catch-up with a dear good friend of mine and her lovely family in Sussex, England, when I received a call from Caz to say that the singer Jimmy Cliff had left us to meet his maker.
Jimmy Cliff (30 July 1944 – 24 November 2025)
When people speak of famous reggae singers, they are probably most likely to think of the great Bob Marley first. This is understandable because Mr. Marley was a wonderful poet, musician and singer.
However, JC is right up there with Mr. Marley in his own right. In my view, the sign of a great artist, of any genre, is one who transcends over many eras and remains current and relevant. On that basis, JC ticks all the boxes.
Kos 2025
In one video I am playing his version of Johnny Nash’s classic, I can see clearly now, to a Kos video and the next I am playing his, Many Rivers to Cross, to a short video on my agreeing to speak at the Ethnicity Pay Gap Summit 2026 in London.
As with Mr. Marley’s, Mr. Jimmy Cliff’s music is as relevant and current today as it/they were YesterYear.
I HAVE WRITTEN about prostate cancer awareness many times, and each time is not one time too many if it helps educate and save lives.
PROSTATE CANCER is a disease that develops within the prostate gland. It is currently the most common cancer among men in the UK. Although it is a serious condition, survival rates are high: nearly 80% of men diagnosed survive for at least 10 years. It is the second most common cancer overall, following breast cancer. Approximately 55,300 new cases per year and, sadly, there are approximately 12,200 deaths per year.
ONE OF THE CHALLENGES of prostate cancer is that it often presents no symptoms during its early stages. I have heard this from friends who have been diagnosed with prostate cancer. Sadly, I lost a friend as recently as last year to PC. However, as the condition progresses, indicators may include changes in urination: Specifically, a need to urinate more frequently, especially during the night; sexual function: The onset of erectile dysfunction.
WHILE ANY MAN can develop prostate cancer, three main factors significantly increase the likelihood.
Age: Risk rises as you get older. It is rare in men under 50, and the majority of cases are diagnosed in men aged 50 and above.
Ethnicity: Black men are more likely to get prostate cancer than other men. In the UK, about 1 in 4 Black men will get prostate cancer in their lifetime.
Family History: You are 2.5 times more likely to get prostate cancer if your father or brother has had it, particularly if they were diagnosed under the age of 60.
THERE IS CURRENTLY no national screening programme for prostate cancer in the UK. I know some disagree to it, but, in my view, there should be. One of the arguments against it is that the available tests are not always accurate and can sometimes lead to unnecessary treatment for slow-growing cancers that would not have caused problems. However, the NHS provides the following testing pathway:
PSA Test: Men over 50 can request a PSA (Prostate Specific Antigen) blood test from their GP, even without symptoms. This measures the level of a specific protein in the blood. A high level can be a sign of cancer, but it can also indicate other common conditions like a urine infection or an enlarged prostate.
Digital Rectal Examination (DRE): A doctor may physically examine the prostate gland to check for abnormalities.
MRI Scan: If a PSA test suggests a problem, an MRI scan is often used to create a detailed image of the prostate to see if there is a suspicious growth.
Biopsy: The only way to definitively diagnose cancer is a biopsy, where small samples of tissue are taken from the prostate for analysis. This is usually only done if the MRI scan shows a potential issue.
WHATEVER YOUR VIEW, please ensure that you, a family member or a loved one get checked and have regular checks, if only for peace of mind ✌🏾and longevity 🙏🏾
SCHOOL GOVERNORS play a crucial role in the management and oversight of schools in the UK. I know. I have been a governor of many maintained and non-maintained schools from London to Surrey to Berkshire. It is very rewarding but highly challenging and demanding, especially on one’s time. Plus, it’s voluntary. Yes, one does it for free! However, the return on the free time invested by a school governor is seeing that each child, irrespective of race, religion, belief and or gender etc., receive the best education the school is able to provide with the resources available to it. Here are just some of the key challenges governors face:
1. Budget Constraints
With ongoing budget cuts in education, school governors must make tough decisions about resource allocation. They need to ensure that funds are used efficiently while still supporting quality education and essential programs.
2. Accountability and Compliance
Governors are responsible for ensuring that schools adhere to national standards and regulations. This includes compliance with policies on safeguarding, equality, and special educational needs. Navigating these requirements can be complex and time-consuming.
3. Changing Educational Policies
The education landscape is constantly evolving, with frequent changes in government policies. Staying abreast of these changes and understanding their implications for the school can be a significant challenge for governors.
4. Diverse Stakeholder Interests
Governors must balance the diverse interests of stakeholders, including parents, teachers, students, and local authorities. Building consensus and addressing differing opinions can be difficult, especially when tough decisions are on the table.
5. Time Commitments
Governance requires a significant time commitment for meetings, training, and school events. Many governors juggle these responsibilities with their professional and personal lives, making it challenging to dedicate adequate time and attention.
6. Recruitment and Retention
Finding and retaining skilled governors is an ongoing challenge. Many schools struggle to attract individuals with the necessary skills and commitment to serve effectively on governing bodies.
7. Crisis Management
Governors may be called upon to navigate crises, whether related to financial difficulties, staffing issues, or unforeseen events like a pandemic. Effective crisis management strategies are essential to maintaining stability in schools.
Conclusion
Despite these challenges, school governors remain integral to the success and well-being of schools in the UK. By addressing these issues proactively and collaboratively, they can continue to provide vital oversight and leadership in education.
TRAINING
We provide training courses – face to face and online – for schools and governors. One of our courses is on seeking to avoid and recognise sexual harassment. To book a course, you can make contact via our numerous platforms.
AFTER READING A FEW CHAPTERS of Kamala Harris’ “107 Days,” yesterday, I read parts of my The Observer (UK Sunday paper) before settling down to do some prep for the coming week. Then I recalled at a recent dinner party, the host mentioning ‘Celebrity Traitors.’ I am not a big TV fan – unless the Mighty Liverpool is playing or the news is on!
ANYWAY, I set aside 10 minutes of my life to watch it, thinking if it’s ok for David Olusoga to be in it then it’s ok for me to invest a fraction of my time watching it. OMG! As one who gets paid for cross-examining people, I find the degree of deviousness and deceitfulness fascinating. Let’s just say the said 10 minutes set aside turned into a lot longer!!!
I ATTENDED an interview of David in Edinburgh and have a ‘to Ryan’ signed copy of one of his books (I already owned others). So I am rooting for him, so that I can boast to have a signed copy of the winner’s book. Not so devious, more selfishness. 😂 Actually, joking aside, it’s all for charity. So good luck to all 👍🏽
Ryan Clement 