While return-to-office mandate are often framed in terms of productivity and collaboration, they have real impact on culture and inclusion. They may even pose a discrimination legal risk.

Why celebrating and recognising your people can do more for your culture than any training or team-building exercise.

An article about the real impact of AI in hiring - the good, the bad, and potential legal jeopardy for employers.

This year’s International Non-Binary People's Day arrives at a moment when the legal ground beneath non-binary people has shifted considerably in the UK, and the gap between what employers can do and what the law requires has rarely mattered more.

Make Psychological Safety real. It's not about creating a "nice" environment nor is it a licence for a "anything goes" culture.

Your inclusion dashboard is green, yet your best people are quietly updating their CVs. Both can be true at the same time. A quiet finding from The Conference Board this year deserves more attention than it's getting: executives are considerably more optimistic about the impact of their inclusion efforts than their own employees are. And many programmes, the research notes, fall short of their intended goals. That gap between the view from the boardroom and the lived experien

Engagement just hit a five-year low, and no region of the world improved. The fix isn't another initiative — it's the person your people report to. Gallup's 2026 figures should stop every leadership team in its tracks: global employee engagement has fallen to 20% — the lowest since 2020 — costing an estimated $10 trillion in lost productivity. In the five years, no region of the world has improved. We keep treating this as a motivation problem. It's not. Instead, it's a conn

While in the US companies have pulled DEI off their websites, the UK has largely further entrenched it into law, but with notable setbacks. The most misread story in our field is the "mass roll back and collapse" of DEI in the US and, some assume, in the UK. But when you look closely, and two countries are heading in almost opposite directions. In the US, the currently administration declared war on DEI and the retreat has been loud. References to "DEI" fell by around 98% acr

Introduction In June 2023, the Independent Commission for Equity in Cricket released report entitled Holding Up A Mirror to Cricket. The report was through and extensive and unforgiving for the England Cricket Board (ECB). The report found in ECB an organisation bedevilled with widespread racism, classism, and sexism. The report put forward forty recommendations for the ECB to clean up bias and discrimination. In this review, I will only focus on the recommendations on Approa

Negative feedback can be daunting to give and to receive. But there are ways to make the experience less traumatic for both parties. Negative feedback can be daunting for both the receiver and the giver. But there are ways to make the experience less traumatic and more constructive. First, we'll look at the basics of giving negative feedback constructively and them move on to the basics of recieving and dealing with it if you find yourself on the receiving end. Giving negat

Imagine you come home to find an abandoned baby on your doorstep. Suddenly, the baby is your responsibility regardless of who left it there or why. You should treat everything in life like a baby on the doorstep. Even if think it’s someone else’s fault, it’s always your responsibility to do something about whatever situation you find yourself in. To illustrate a point about taking responsibility for your life, Mark Manson, in his book The Subtle Art of Not Giving a F**k, giv

Here is how to challenge language, behaviours, and actions that you find offensive and discomforting in the workplace. Remember, it's not about conflict or blame. It should be about building understanding. Sinead Bovell, founder of @wayetalks, offered a useful template of responses to racist comments. You can use this template to challenge language and behaviour you consider unacceptable.

Being an ally means you are tuned into the lived experiences of people who are different from you. If you are white, that means black and brown and minority people. If you are a man, it means women, if heterosexual it means those who are not, and so forth and so on. What does that mean in reality? It means you must always have your antenna up and be ready and prepared to: ​Engage Listen Empathise Observe Acknowledge Challenge Educate Learn Engage Be

Allyship is a committment to a cause that does not affect one. After the murder of George Floyd in 2020, “allyship” was in vogue. But I noticed one concerning trend. It appeared the concept of allyship became associated with a specific group of people. In most cases people who outwardly sought to or declared themselves allies were mostly, if not exclusively, liberal and white. But that was my observation based solely on my examination of what I saw around me, in my personal

We agonise over the outcomes and consequences of our decisions. But should we? Decisions are neither good nor bad, they are different. But here is how to make decision-making easy. Our lives are series of decisions punctuated by intended and unintended consequences of those decisions. We make decisions every minute, hour, day, month…. Whether it’s a small decision - to eat an apple or a banana, or big decisions like buying a house, marrying someone, moving to another country;

Most leaders focus on and agonise over diversity targets, data, and success stories. But the ones who create real, lasting inclusive cultures invest in something else - the small things. Most leaders in organisations big and small spend a disproportionate amount of their time worrying about making a tangible difference on diversity and inclusion within their organisations. They worry about diversity and inclusion data and stats. How many new black or brown people did we hire

Microaggressions can be difficult to grasp, especially if they arise from common phrases and words we use often without any bad intentions.

Data on diversity and inclusion suggests top-down diversity and inclusion initiatives have made little impact. Here is why.