In October, changing legislation means employers will have an increased duty of care towards employees to better prevent sexual harassment. In a society where women in particular already face sexual harassment online, on the streets and even in their own homes, it’s vital that the workplace is not another addition to that list.

There's a fine line between harmless banter and harmful bullying, yet the impact on your workplace culture can be vast.

We explore the distinctions and effective actions to ensure a psychologically safe, inclusive culture for all.

In June 2024 we hosted an intimate forum in Newcastle on the topic of cultural transformation, in partnership with Sharon MacArthur - Menopause in the Workplace and Recite Me. Read on for our top tips and takeaways from the day.

From October 2024, as an employer you will have a legal duty to take reasonable steps to prevent sexual harassment of your employees in the workplace.

Read on for how we can help.

When it comes to psychological safety in the workplace, knowing that non-inclusive behaviours will be challenged is paramount. A whopping 89% of employee respondents to one survey* said they believe that psychological safety in the workplace is essential. And that’s no surprise; it underpins everything from wellbeing and mental health to physical health and safety, as well as having a huge impact on how valued your employees feel.

Businesses are almost universally experiencing a period of significant change, but how many of them are prioritising their culture at the heart of these changes? When it comes to transformation, only about one in four transformations actually achieve long-term success - and a major cause of failure? Not looking at culture first.

Performance reviews offer a valuable chance for self-evaluation, feedback, and alignment between employees and their managers. However, challenges like bias, lack of clarity and insufficient manager training can hinder fair evaluations. We share six strategies for fostering inclusivity during your performance reviews.

Impostor syndrome – doubting your own skills and abilities, even feeling a fraud – remains a significant factor that organisations need to address. This is especially true for talent from under-represented communities and when it comes to international assignments, the challenge grows.

Explore some of the ways your organisation can make your international assignments more accessible to, and inclusive of diverse talent.

Returners to the workplace represent a real opportunity for growing an organisation’s pool of talent. There are many reasons for extended absence from the workplace and yet we often miss attracting and retaining this rich source of talent.