Measuring behavioural change – a tough nut to crack?
When organisations try to change their culture, they can sometimes fall short at actually being able to recognise how and when behaviours are changing. The change is difficult to measure and hard to quantify.
At workplaces, humour is serious business
It’s been a really serious and sobering year-and-a-half for all of us collectively. The pandemic and its resultant economic turmoil, socio-political strife, and the constant doom-and-gloom of the media have (understandably) wiped the smiles off a lot of people’s faces
How to best support people returning to work after a break
Statistics reveal that many individuals who take breaks from work often struggle to reintegrate into the workforce seamlessly. Most people associate career breaks with either younger workers taking a gap year or women quitting their jobs to care for their children. However, there are many other reasons why workers take time off, such as parental leave, medical leave, and mental health reasons.
Oops, I made a mistake! Now what?
What happens then when you fall short of what you were accountable for? What happens if, oops, you make a mistake at work? Do you shy away from it, ignore it or pretend that it never happened? Or do you accept it, own it and correct it? Accountability is not only for all the work done correctly but also for the work that is done incorrectly.
Leading with purpose: how social leadership fuels performance
Traditional leadership models are evolving to nurture inclusive and diverse working environments in today’s ever-changing corporate landscape. In this age, leadership isn’t about authority; it’s about engagement, influence, and fostering authentic relationships that can help drive equity, diversity, and inclusion (EDI) performance to new heights. Enter “social leadership” – a style that reshapes how we can lead, connect, and drive EDI cultures.
Addressing Racial and Gender Disparities in Education Recruitment and Leadership
The underrepresentation of Black and global majority leaders in the education space is not new. However, when investigated alongside gender, it presents an even more compelling case for action.
Collaborating effectively across cultures – Part 2
To build cultural competence, we need to understand how culture impacts others. One of the ways we can do that is by paying conscious attention to the culturally influenced ways of thinking and behaving that others engage in automatically and unthinkingly.
Why employee disclosure rates matter for workplace inclusion
Disclosure is when employees provide their employers with personal information relevant to measuring ED&I. Disclosure rates indicate the extent to which employees are prepared to provide this personal information and serve as a reliable indicator of the inclusivity of a workplace. High disclosure rates frequently correlate with a work climate that fosters a sense of value, respect, and inclusion for employees, regardless of their background.
Leading Inclusively in Divisive Times
Today’s era is marked by deep divisions and polarised opinions and the role of leadership in fostering inclusivity within the workplace has never been more vital. The pervasiveness of social and political polarisation does not stop at the office door. Instead, it weaves into the very fabric of our daily interactions, impacting both the mental wellbeing of employees and the overall health of an organisation.
Effectively implementing flexible working in schools
In 2023, the Education Endowment Foundation (EEF) highlighted that there was “considerable perceptual evidence that flexible working can support recruitment, retention, and workforce stability.” Part-time working and job shares have been the main forms of flexible working in schools, despite the wide variety on offer, including remote working to compressed hours, flexitime, annualised hours and phased retirement. Concerns around timetabling, cultural norms present in individual schools and attitudinal barriers often mean that many of these options are not explored.