Artificial Intelligence (AI) and Diversity, Equity and Inclusion (DEI) are both important in terms of how we interact in work and society.

Recent research suggests significantly more employees feel stress / anxiety should be a top priority compared to employers (51% versus 33% respectively).

Social capital is defined by McKinsey as networks, relationships, shared norms, and trust among individuals, teams, and business leaders. It is the glue that brings people together.

With hybrid working set to stay, the need to find new and innovative solutions to build and develop disparate teams has grown.

There has been a recent backlash against the concept of culture fit. With many arguing that hiring for culture fit leads to homogenous teams where everyone behaves and thinks the same. At the same time, there’s a growing voice in favour of culture add, where organizations hire to add difference to their team culture.

A company’s culture is made up of the various norms and practices that take place within the organization.

Most of us will have experienced the uncomfortable feelings that come with social rejection at some point in our life – whether that rejection was real or imagined.

Many leaders and middle managers feel the strain between wanting to do the right thing and not having the control to do so, caught between their own sense of values and the limitations of their employment.

Resilience training can help employees to become psychologically prepared for challenges and equip them with the tools and strategies to overcome them. But how prepared are companies for more resilient staff who may push for better work conditions and feel more empowered to make a difference?

One of the latest words to enter the Collins English Dictionary, Permacrisis, is defined as an extended period of instability and insecurity. It succinctly captures what it has been like to lurch from one crisis to another and it looks set to be a word used frequently in the foreseeable future.