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Data-driven decision making has become a non-negotiable for organisations because it allows CEOs, C-Suite and managers to monitor, track and improve their KPIs based on real information rather than relying on guess work.

In today’s economy, people are at the centre of almost all that we do. For most organisations, people drive everything of value to them from IP and innovation, adaptability and attitude towards risk, through to productivity, retention and ultimately revenue.

On the 19th of March 2025, in a night dedicated to recognising individuals and teams making a real difference, Culture Shift celebrated those working tirelessly to foster safer, more inclusive environments across workplaces and educational institutions. The awards honoured those committed to ending harmful behaviours, often working behind the scenes to create lasting change.

To date, more than 270 organisations have signed the NHS Sexual Safety Charter, including all 215 NHS Trusts and 10 ambulance bodies in the UK their commitment to improving sexual safety in the NHS. If you’re part of one of those organisations, you already understand the scale of the problem and by signing the charter have made a commitment to improving sexual safety and other unwanted behaviour in your Trust such as sexual misconduct, violence, microaggressions, bullying and harassment. Tackling these harmful behaviours headfirst will contribute to driving systemic change across the NHS making it a safer, happier place to work.

Employee engagement in the UK is chronically low, a 2023 survey found a staggering 90% of employees feel disengaged at work, lacking enthusiasm for their role. Toxic workplace cultures play a large role in employee disengagement and poses multiple challenges for organisations. 75% of UK employees have experienced a toxic work culture at some point in their career, with 85% of respondents saying toxic culture has negatively affected their mental health.

Two-Way Messaging is a powerful tool for organisations looking to enhance their reporting processes, especially when it comes to engaging anonymous reporters.

Workplace cultures have a big impact on how employees feel and their attitude to work. According to a recent CIPD poll, 1 in 2 employees would call in sick to avoid a negative workplace. When employees are experiencing unsustainable workloads, high levels of stress, unsupportive managers, bullying from colleagues and other types of unwanted behaviour that goes unchecked, it has a detrimental impact on people’s health and well-being.

Hospitality workers play a key role in the experience of guests, from late night bars and busy restaurants to luxury hotels, they’re vital in providing great service to shape memorable customer experiences. But behind the scenes, the hospitality industry struggles with a pervasive cultural issue, sexual harassment.

In this webinar, Charlotte helps you deepen your understanding of workplace sexual harassment and guide you through the key changes under the Worker Protection Act 2023.

Many organisations now recognise the importance of building a positive workplace culture – it’s no longer a secret that culture is a critical driver of employee engagement, productivity and business success.

Stating you take a zero-tolerance approach to sexual harassment implies you will follow up or even implement a punishment every time sexual harassment takes place. Before you use this phrase ask yourself, is this an ambition or a reality? Is punitive action always appropriate or possible when dealing with all forms of sexual harassment? Who does this promise serve, people who experience sexual harassment or the organisation and its reputation?

As we head towards the festive season, the office Christmas Party is often the highlight of the year for many employees. It’s a chance to get together in person, ‘let your hair down’ and mingle with team members away from the office.

The introduction of the Worker Protection Act marks a significant shift in the legal landscape surrounding workplace sexual harassment in the UK. Research we’ve carried out in our latest whitepaper suggests that many organisations may be underestimating the impact of this new legislation and overestimating their readiness to comply with its requirements.

While change is a constant in life, intentionally changing organisational cultures takes time and a focused, planned approach. Knowing what you are seeking to change and what success looks like is essential for effectively monitoring progress over time. Failure to monitor progress over time can lead to feelings of hopelessness and cause initiatives to be shelved before they have had a meaningful impact on the organisation.

Workplace sexual harassment discussions often centre around the physical and emotional costs to individuals who have experienced it, rather than the impact it can have on a business’ bottom line – perhaps because it invokes a powerful emotional response.

As the October 2024 deadline for the Worker Protection Act approached, we commissioned a survey revealing that many organisations may not be as prepared as they think. The findings, which show that 61% of respondents don’t feel fully equipped to handle workplace sexual harassment, point to a significant gap between perceived readiness and actual preparedness. This gap is a clear indication that businesses need to take a more comprehensive approach to prevention in order to comply with the new legislation and protect their employees.

So you’ve received a report on about culture-damaging behaviour in your organisation, what happens next? It’s important to clearly define your process and build trust between the reporter and your organisation. Who responds and how is a vital component for building that trust

Culture Shift has been working closely with the higher education sector since 2016, we provide a powerful online platform for reporting, support information, data analysis and sharing as well as training and community-building services.

At Culture Shift we believe that the journey towards improving your reporting processes is ongoing, and it doesn’t end with adopting a new reporting system. There are many barriers to reporting that require ongoing work to build the trust needed in your reporting routes within your organisation to increase reports of Gender-based Violence.

HR and company culture go together like bread and butter. Beyond administrative tasks, Human Resources (HR) serves as the guardian of workplace ethos. By understanding the nuances of organisational behaviour, HR can influence how company culture affects employee experiences for a more successful business.

Research shows that only 44% of people from minority backgrounds trust the police and police processes. According to Government research, 67% of White adults said that they believe the police will treat them fairly compared to 56% of Black adults. An estimated 170,000 incidents of hate crime go unreported every year in the UK. We can link this low reporting rate to the lack of trust that groups who experience hate crimes have in the effectiveness of police reporting processes. This lack of trust may spill over into your organisation’s internal reporting processes.

Many people attempting to move the dial on culture within their organisation are used to that feeling of feeling shut down, disregarded, or even ignored if change isn’t happening quickly enough.

In the fast-evolving landscape of Human Resources (HR), professionals are constantly faced with the challenge of aligning their practices with the principles of Equity, Diversity, and Inclusion (ED&I).