Blogs, news & views

Both reports lay bare the scale of toxic culture in the UK’s emergency services. We share our response and what genuine change needs to look like from here.

ED&I leaders carry a heavy and often invisible load. We share practical ways employers can support their people teams and reduce the risk of burnout.

Practical advice for attracting, selecting and onboarding new hires - and why getting the process right is key to retaining people long term.

Bullying and harassment cases in the legal sector are mounting. We look at why so many firms still fall short — and what they need to change.

From multi-million payouts to widespread employee distress, the financial sector has a problem. Here’s what’s at stake — and how to fix it.

A look at the six pillars of workplace wellbeing - job security, financial security, health, support, protection and work-life balance - and how to embed them.

Football is one of the most diverse sports on the pitch - yet behind the scenes, bullying and discrimination remain widespread. We explore what real change requires.

A practical guide to introducing and encouraging open conversations about gender pronouns at work, helping trans and non-binary colleagues feel respected and included.

Why a downloadable app isn’t always the safest or most accessible way to offer anonymous reporting - and what to look for in a more secure alternative.

ED&I is not just a HR issue, but a strategic initiative that should be embedded across every area of an organisation. HR and ED&I leaders shouldn’t approach this work alone, but should work together on the business case for ED&I and push the business forward.

Bullying is already a hard to define term, especially since it is not considered unlawful in the workplace unless it is discriminatory or constitutes harassment. However, beyond those fine lines between bullying, discrimination and harassment, is the fine line between bullying and banter, which is often not thought to be the same as bullying but can lead to bullying behaviour, discrimination and harassment.

2 in 5 people have experienced an incident at work such as bullying, discrimination or harassment. While bullying may be a difficult term to define and discrimination easier to, harassment can take a number of forms and incorporate both bullying and discrimination.

In conversation with our partner Praetura Group on why anonymous reporting is part of how a growing investment firm champions employee voice and culture.

As a company grows, its culture gradually changes, which can in some cases mean faults in the culture easily manifest over time without realising. If the company culture is bad, you’ll start to experience various problems, like low productivity, absenteeism and poor employee retention.

How to build a workplace where colleagues of any faith feel respected and supported — going beyond simply not preventing observance to actively including it.

A guide to the four main types of organisational culture — clan, adhocracy, market and hierarchy — and how to identify which one best fits your business.

The realities of bullying in the workplace are stark and ones that all employers should be aware of, especially in a world where Diversity, Equity and Inclusion (DEI) are becoming ever more important and the topic of mental health and wellbeing is front of many people’s minds.

The University of Leeds has recently gone live with their Report + Support online disclosure platform, built by Culture Shift. The team have always had a history of delivering strong student support, so we sat down to understand what made them make the decision to go with Report + Support, what they were using before, and why Report + Support is a step forward for student support in Leeds.

With NHS Staff Survey results stagnating year after year, we ask whether the world’s largest workforce survey is still the right tool for measuring real change.

Eight common questions answered for organisations weighing up an anonymous reporting platform — from the why and the how to scaling across teams of any size.

We’ve been certified as a Great Place To Work®. Here’s a look at where our team scored highly, and the areas we’re committing to improve next.

Practical workplace wellbeing ideas inspired by what we do at Culture Shift — from wellbeing days to genuinely open conversations about mental health.

Why clear definitions of bullying, harassment and inclusion really matter at work — and how the lack of them undermines reporting and psychological safety.

A closer look at how problematic behaviour is affecting NHS staff, why identifying the issue isn’t enough, and what Trusts can do to start putting it right.