INSIGHTS

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.

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.

The EAA is now being enforced. A quick, simplified look at what it means, who it affects, and how to find out where your organisation stands. There's a particular kind of quiet that follows a big compliance deadline. The date passes, nothing dramatic happens on the day itself, and it's tempting to assume all is and will be fine. That has been the case with the European Accessibility Act (EAA). The Act became enforceable across all 27 EU member states in June 2025, and enforce

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

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

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

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

What can go wrong with allyship, even for well-meaning allies.

How to become a better ally in 8 easy steps

Microaggressions: What they are and how to deal with them at individual level

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