Unpack the meaning of allyship in the workplace. Learn how to encourage it + ways to combat performative allyship.

Discover actionable strategies, expert insights, and helpful tips to help you manage and overcome imposter syndrome.

Find out the key distinctions between these two concepts and how one of them is, in fact, mostly unlawful in the UK.

Most of us want a fair and equitable workplace.

But how can we achieve it? Especially when a lot of the bad habits stopping us are locked behind the proverbial door of our unconscious minds.

Like all complicated things in life, fighting unconscious bias can become a lot less daunting when you break it down into manageable and actionable steps. And first up, as always, is educating yourself.

So join us as we give you a rundown of what unconscious bias is, as well as the different types that are common in today’s workplace.

If you believe everything you read on the internet, then you might think that today’s humans (I promise I’m not an alien… or an AI) have an attention span of just 8 seconds.

Which means you just about managed to get through that sentence before thinking about elephants. And if you weren’t thinking about elephants, I bet you are now.

But where was I? Oh yes – attention spans. Do they impact your work? And if so, what can you do to help improve it?

If you’ve landed on this article, then you’ve probably heard the term “workplace wellbeing” getting thrown about. It is - after all - on track to being one of this decade’s biggest buzzwords (obviously behind ChatGPT and Elon Musk).

But what does it actually mean? And how does it apply to you and your work life? Don't worry, dear reader, prepare to be enlightened!

But first things first, let's define what workplace wellbeing actually is.

It goes without saying that we all want to be treated equally and be given the same opportunities. Although when you take a look at the real world, especially the world of business, that sentiment doesn’t seem quite so universal.

So what’s the holdup?! Why aren’t businesses still doing the bare minimum? There are no excuses whatsoever (as you’re about to see) for why workplaces should be bereft of gender diversity.

But before we take a look at the benefits of gender diversity in the workplace (backed up with stats and research), let’s make sure we’re all on the same page…

More and more generations are working together than ever before. Why might you ask? Well people are living longer, social generations are getting shorter, and the retirement age is depressingly ever-increasing.

It’s now down to today’s leaders – no matter their own generation – to match the varying expectations of these 4 generations to create workforces that are inclusive to all ages.

Nothing says "out of touch" more than an organisation that doesn’t understand why people want to work for it.

While some of us would love to believe that people want to join a workplace because they have a passion for the industry, most people really only care about what’s in it for them.

And that’s fair.

I’ve seen many companies fail to recognise the importance of their employee value proposition (EVP), and have seen high-quality talent leave as a result.

Which begs the question: what actually goes into making a good employee value proposition?

The push for LGBTQ+ inclusion in the workplace has seen great momentum over the last few decades in the UK. It’s one of a great many battles being fought today to stamp out discrimination against those marginalised in our society, and ensure a safe working environment for all.

In this article, I give you a clear guide to implementing LGBTQ+ inclusivity strategies in your workplace, so all your employees can feel welcomed, respected and represented at work.

Imposter syndrome has levelled up. And leaders are struggling.

Hybrid offices are breeding grounds for imposter syndrome. All too often, leaders have not been equipped with the right skills and emotional intelligence to manage different experiences, emotions, skillsets, and values, all trying to work together, but now under countless roofs.

If you’re not already familiar with imposter syndrome, it’s the persistent inability to believe that your own success is deserved or has been achieved legitimately because of your own efforts or skills. It’s more than fear of failure. It arises when we don’t feel capable. Have you ever been in a room of hugely talented people and felt like the one who shouldn’t be there? It’s that.

You have to look the part. That’s especially true for leaders.

It’s what people expect – a snappy suit, perfect hair, always on form, always exuding confidence and authority, every moment of every working day. After all, leadership is all about attraction – attracting people, potential, possibilities, talent, results and outcomes. But it’s unfair that better-looking people may be better placed to achieve those outcomes.

Why doesn't humanity learn? Why do we keep fostering cultures that support the same types of leaders in power, disrupting harmony and attacking innocent people to satisfy egomaniacal needs?

We’ve seen it since the dawn of civilisation, read about it in history books, learned about it from our grandparents, and are looking at it on the news right now, surreal, and terrifying in it its echoes of World War 2. These sorts of leaders aren’t always in charge of a country; sometimes they’re ruining lives on a daily basis by running companies.