Sexual harassment: why employers need to listen and learn from #MeToo
Employers must prioritize workplace sexual harassment prevention following the #MeToo movement. Recent studies show nearly a quarter of young women and half of British women have experienced sexual harassment at work, yet most never report it. Legal protections exist under the Equality Act 2010, but organizations need stronger policies and zero-tolerance cultures.
Office pets: the best first impression you can make?
Office pets boost employee morale, reduce stress, and can improve company performance. Research shows that having a pet in the workplace helps workers relax, increases productivity, and creates a welcoming environment for staff and visitors alike.
Behavioural science: joined-up brain dots for the joined-up HR professional
Behavioural science is reshaping HR practice through evidence-based insights into how people actually behave. Drawing on neuroscience and psychology, HR professionals can apply behavioral principles to improve outcomes in areas like performance management, employee engagement, and organizational change.
Why showing up as the best version of yourself will help your career
Authenticity matters in your career. Showing up as your best self, rather than conforming to workplace norms, builds confidence and effectiveness in leadership roles. Embrace your unique qualities and personal brand to stand out and succeed.
Leadership tips: why managers must put ‘care’ at the heart of their people strategy
Effective managers must integrate genuine care for employees into their leadership strategy, recognizing staff as whole people with diverse experiences and needs. This approach—viewing employees holistically rather than purely as business assets—drives better performance and wellbeing while addressing challenges of economic volatility and workplace uncertainty.
HR technology: an interview with Marc Coleman, CEO and Founder of UNLEASH
Marc Coleman, CEO and Founder of UNLEASH, discusses major shifts in the HR tech industry, including the rebranding of the world’s largest Future of Work community, emerging third-wave vendors, and persistent challenges in HR innovation adoption. He shares insights on what excites and concerns him about the sector, from the opportunity to transform work to worries about employee financial wellbeing and social media’s negative impacts.
Is there gender bias in your leadership, talent and promotion criteria?
Women face higher barriers to leadership roles than men, requiring more experience and facing stricter evaluation standards. Research reveals that companies often apply gender-biased promotion criteria, expecting women to prove competence repeatedly while men benefit from sponsorship and the benefit of the doubt.
The four-day work week: tips for a smooth transition
A PR agency successfully implemented a four-day work week without reducing employee pay, improving work-life balance while maintaining productivity. The transition involved a six-week trial period and client feedback to ensure the change worked for both staff and business operations.
Predictive people analytics: how is it impacting the way we manage people?
Predictive people analytics uses data to identify which employees are likely to leave and enables managers to take targeted retention actions. This approach transforms HR from reporting-focused functions into strategic roles that drive business outcomes through improved people practices.
Gender pay gap reporting – now what?
Over 10,000 companies revealed significant gender pay gaps in mandatory reporting, with 78% paying men more than women. Beyond the data, businesses must analyze results to identify gaps in specific teams and roles, then implement targeted strategies to advance women into higher-paid positions.
How unconscious bias means that we get in our own way
Women’s unconscious biases about themselves—shaped by cultural stereotypes about their capabilities and roles—can undermine their own success and ambitions. This internalized sexism leads women to doubt themselves and other women, creating self-imposed barriers to achievement that go beyond external discrimination.
Why leaders need to put on their oxygen mask and take care of themselves
Leaders who neglect their own wellbeing cannot effectively care for their teams or organisations. When leaders experience chronic stress and exhaustion, they spread negative emotions to those around them and lose the mental capacity to lead effectively. Prioritizing personal health—mentally, emotionally, and physically—is essential for leaders to perform at their best.
Tame your inner-critic: how self-criticism limits employee productivity
Negative self-talk, or the “inner critic,” limits employee productivity by affecting how workers feel and perform. These self-doubting thoughts—often internalized from past criticism—compound stress, leading to avoidance behaviors, missed opportunities, and reduced confidence in the workplace.
Work/life balance: why checking emails on holiday is bad for business
Sixty-five percent of employees check work emails on holiday, yet 96% of business leaders don’t expect it. The research explores whether constant connectivity indicates poor work/life balance or reflects changing work dynamics, questioning whether true balance is achievable or merely an elusive myth.
Employees who keep their smartphone close by are reducing their brain power
Keeping your smartphone within sight or arm’s reach reduces your brain’s ability to focus and perform cognitive tasks, according to research from the University of Texas. The effect intensifies for people who are more dependent on their phones, even when devices are turned off or face down.
Employee engagement: decoding social media for the workplace
HR teams are increasingly exploring social media tools to boost employee engagement, with platforms like Yammer and Jive enabling staff to voice opinions, share ideas, and solve workplace problems in real-time across dispersed teams.
HR leadership: boosting inclusivity in your workplace
HR leaders can foster workplace inclusivity by supporting employee-driven affinity groups and creating safe spaces for workers to disclose disabilities. These initiatives help employees bring their authentic selves to work while building organizational awareness of diverse needs and experiences.
Growth mindset: elegant theory or robust intervention?
Growth mindset theory shows promise in the workplace, but its application differs significantly from educational settings. Organizations must account for key differences: workplaces are less structured, mistakes carry real consequences, and success criteria are often ambiguous, making direct translation of educational strategies ineffective.
How does Scientific People Analytics compare with other people analytics approaches?
Scientific People Analytics uses correlation and isolation techniques to help executives make better human capital investment decisions by demonstrating causal links between people processes and business outcomes—a scientific approach that other common people analytics methodologies like reporting and data mining cannot fully achieve.
Why financial wellness is a crucial part of your employee wellbeing strategy
Poor financial wellbeing reduces employee productivity and damages business performance, making it a critical component of workplace wellness strategies. Financial wellness means employees feel in control of their money, can meet current and future needs, and handle unexpected costs without worry. Employers can support this through rewards, benefits, financial education, and access to advice and implementation solutions tailored to their workforce’s needs.
