Culture Shift

Maybe 2024 isn't about doing things new, it's about doing them better? We're not reinventing the wheel with our 2024 ED&I calendar, we're simply making the wheel run smoother. This isn't just a list of dates; it’s a go-to resource for navigating what can often feel like a maze of significant ED&I events throughout the year. No more frantic Google searches or missed opportunities to recognise, celebrate, or address pivotal ED&I milestones. It’s all right there, at your fingertips... plus, it syncs easily with your work calendar. We’ve curated links and resources to signpost you right to the information you need. From historical context to actionable strategies, this toolkit empowers you to take meaningful steps forward in your ED&I journey. Download the 2024 ED&I calendar now, from Culture Shift, your partner in culture transformation.

62% of CEOs said that growth is the top focus for their organisation in the 2024/5 financial year. 27% listed workforce as a core focus. How intrinsic is maintaining a good workforce culture to pursuing growth?

We're moving through another shift in organisational perceptions of office working. In our area of work, we explore the continuation of harassment in remote working setups via digital channels. We also look at the impact of in-person working on building cultures. There's also considerations around employee productivity, feelings of belonging, isolation, presenteeism, development... There's no denying it's a complicated topic to discuss. What are your thoughts? Where should leaders be focusing?

We've received incredible feedback on our DE&I calendar this year, so thought we'd share it again for anybody that isn't quite sure on what's coming up and what you can do https://lnkd.in/eNdN7ndz The DE&I calendar includes resources, comments and reminders on making the most of key inclusion dates in 2024

How to avoid reputational risk around workplace harassment: - Be honest about the existence of harmful behaviours - Plan for harassment happening in your organisation - Talk openly about the risk, and your action to mitigate it - Encourage people to tell you where risks might arise Learn about how anonymous reporting can aid your goal to mitigate risk and prevent workplace harassment: https://lnkd.in/gryyQ5WS

The first step to understanding your organisational culture is just asking a question... Hear your people when it matters most with our full-suite reporting and case resolution software https://lnkd.in/etqDi5da

How do you present a business case for your culture management strategy to senior leaders? Show them something they can't argue with... data We recently went to speak with Nicola Campbell and the team over at University of York to discuss how working with Culture Shift is impacting their culture management work. Here's one of the many things the team had to say... We'd love to tell you more: https://lnkd.in/enfQpaZ5

Inc. Magazine wrote an article recently discussing the application of Mark Parker's Edit & Amplify framework for innovation and growth to Workplace inclusion strategic thinking. Which makes you think... What other frameworks are successfully working in your organisation that could be adapted to support your goals in creating a better business culture? And, if a team outside of your HR or ED&I function is already mastering that work, why do we only think of inclusive practice having to be driven by your People centred teams? Visit our website: culture-shift.co.uk

"We've got reporting channels for our employees but they're not using them" "What are you doing as an organisation to show them that it's safe to report to you?"... We often start working with organisations that have had reporting channels in place for years, but haven't invested beyond reporting. That's why our approach goes beyond a reporting platform. We help you to collect and understand data, take targeted interventions and upskill your team to define and refine your response strategy over time. Take a look: https://lnkd.in/eF9yQz7H

Problem solved: You investigated a report of workplace harassment and it resulted in removing the instigator from the business 👍 Unfortunately not... What impact does that have on the person that reported the behaviour? What impact has the process had on the wider business? What work is going in to rebuilding trust in your leadership? Culture Management is complicated, and difficult to navigate. That's why our partnership with over 100 organisations doesn't end with software. In fact, the product is just the beginning, our ongoing guidance, support and consultancy is what our partners say is the most valuable part of working with us. Let's chat: https://lnkd.in/etqDi5da