Changing the Script: How the National Theatre is Redefining Workplace Culture
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Behind the scenes, the National Theatre has been driving meaningful cultural change – building an environment where people feel safe, respected and heard.
In this recorded conversation, Gemma McCall, CEO and Co-Founder of Culture Shift, speaks with Sarah Dean, People Policy and Engagement Partner at the National Theatre, about why the organisation adopted Culture Shift’s Report + Support™ system and what they’ve learned along the way.
You’ll hear practical insights on how a world-renowned cultural institution has:
- Embedded trust and transparency through its reporting processes
- Used data and insight to drive long-term cultural change
- Balanced sensitivity, privacy and accountability when handling complex issues
Whether you work in the arts, HR, EDI or leadership, this session offers a candid look at what it really takes to create sustainable cultural change in a high-profile, creative organisation.
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What we're reading
Latest insights from the front lines of workplace culture.
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The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Third Party Harassment: The Blind Spot in Most Workplace Harassment Policies
Most harassment policies are built around one scenario: two colleagues, one incident. But a lot of harassment comes from outside the organisation - customers, clients, patients, delegates - and the law is catching up. Learn what third party harassment looks like in practice, where employer liability stands under the Worker Protection Act, and what changes from October 2026 under the Employment Rights Act, including a higher bar for "reasonable steps" and liability from the first incident.
Internal vs External Reporting Systems: What's Best for HR Teams?
Most organisations already have some way for staff to raise a concern: a line manager, an HR inbox, a form on the intranet nobody's touched since 2019. The question HR teams are asking now isn't whether they have a reporting system, it's whether the one they've got is good enough.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
