Blogs, news & views

Five ways organisations can recognise ESEA Heritage Month and meaningfully support their East and Southeast Asian colleagues all year round.

How Culture Shift’s reporting platform integrates with the work of NHS Freedom to Speak Up Guardians, easing pressure and broadening reporting routes for staff.

Every September Welcome Weeks begin in Higher Education institutions across the country, so in preparation each year we wanted to share our thoughts on how student support services may need to adapt to a very different cohort of students.

A simplified introduction to ESG strategy — environmental, social and governance — and why more UK companies are starting to take it seriously.

Since the OfS released their statement of expectations, we’ve seen varying levels of action happening across the sector. However, despite many positive strides forward, one thing we continue to see is dissonance between universities and student groups.

Here at Culture Shift our biggest passion lies in helping organisations promote a speak-up culture. Our work started in the education sector, but the problems and issues that people face here don’t go away when they enter the world of work. We’re really proud to have recently started working with the NHS, the UK’s largest employer, this article is a transcript of an interview between our CEO Gemma McCall and the ex Head of Equality, Diversity and Inclusion at NHS LLR Academy, Aloma Onyemah.

It’s one thing to uncover the problem, but the real challenge is finding effective ways to tackle these issues within the NHS. What’s clear is although undoubtedly many people are doing great work to try to change this statistic – nothing has worked well enough to stop racism, discrimination and other problematic behaviours like bullying and harassment so far.

How to run an anonymous reporting system in a way that fully complies with the GDPR’s seven principles, drawing on our experience helping partners do exactly that.

An open letter to ED&I specialists, recognising the demanding work they take on, the data showing why it matters, and the support every changemaker deserves.

Five common phrases and questions to avoid with ethnic minority colleagues — and what to say instead — drawing on insights from leading anti-racism voices.

In this webinar, you’ll hear insight from Sarah Sievers, Executive Support Officer at Goldsmiths, and Gemma McCall, CEO of Culture Shift, on how to use data gathered through their reporting system to drive change.

The 2021 NHS Staff Survey found that nationally around 18% of employees have experienced harassment or bullying by a manager or colleague. That’s 18% of over 600,000 survey respondents which roughly equals 108,000 employees! 108,000 people within the same organisation experiencing completely unacceptable behaviour. Another alarming point about this is that statistic has stayed at around 18% in the last 4 years of NHS Staff Surveys. And not to forget that 18% only takes into account those who disclosed it in the Survey, which in our experience is only ever the tip of the iceberg, many more people stay silent about their experiences.

acism can have many levels and take on many different forms. From micro-aggressions to colourism and from systemic racism to mass stereotyping, these can and do happen in workplaces everywhere. The 2016-2017 Racism at Work survey, “Racism Ruins Lives”, found that a shocking 70% of ethnic minority respondents had experienced racial harassment at work in the past 5 years.

Why a reactive approach to workplace harassment is no longer enough, and what ‘reasonable steps’ under UK law really looks like in practice.

What the reaction to This Is Going to Hurt tells us about the culture inside the NHS — and what employers across the public sector can take from it.

With dozens of MPs facing allegations, what does workplace culture really look like in Westminster — and what can other organisations learn from ‘Pestminster’?

New research shows two thirds of UK workers wouldn’t accept a job at a company known for toxic culture — proof that reputation now travels with values.

Our partner Darlington College on why top-down alignment from board to curriculum staff is the foundation for genuinely effective student support.

How ED&I professionals can help protect their organisation’s reputation when toxic culture comes to light — before allegations dominate the headlines.

Welcoming NHS Leicester, Leicestershire and Rutland as our latest partner — extending anonymous reporting to more than 23,500 NHS staff across the region.

Why most experiences of harassment go unreported, what the biggest barriers to disclosure actually are, and how anonymous reporting helps remove them.

Catch up on our webinar, which took place 6 months on from the release of the Equality and Human Rights Commission (EHRC) eye opening report ‘Tackling racial harassment: universities challenged‘.

In today’s world businesses are faced with paying a huge price if they let problematic behaviour in the workplace go unreported and unresolved. This is not only costing them financially, in literally billions of pounds, but also in potentially irreparable reputational damage.

How to calculate the return on investment of effective employee retention — and why culture, not perks, is what holds top talent in place.