Diversity and inclusion in the workplace
Diversity is not just important for society, it is important for a successful, sustainable business and the worldwide economy. And, it’s important for people’s happiness at work.
The events of recent months have shone a spotlight on the lack of diversity within some organisations, with many calling for more to be done to ensure they’re representative of reality.
This discussion covered how organisations can make sure fostering diversity and inclusion stays at the top of the agenda, and why that is vital while there is so much else going on in the world vying for our attention.
We’ll be looking at some of the results from our recent research into workplace culture, touching on what’s important to employees, and what employers can do to prioritise the safety, support and progression of people from all backgrounds.
What we're reading
Latest insights from the front lines of workplace culture.
%20(1).png)
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.
