Poor performance is often seen as the problem of a poor employee rather than a symptom. How can you recognise this as a manager. Read here to learn more.

Incorporating a diversity calendar into organisational culture offers a multitude of benefits, when done right. Without being strategic and committed with the approach, the efforts can seem performative. How can your organisation avoid this?

Successful leaders often lead to bottlenecks and prevent progression for the next generation. How can organisations avoid this bottleneck and why it is it important?

While organisations continue to work on addressing the pay gap, there are still others ways to help women in their workforce. Financial literacy is half the story, so what more can they do? Read here to find out.

The leaders who will helm organisations in the future will be different to those of today, but what makes them different?

Effective leaders of the future understand that they have a dual responsibility.

Representation is a part of gender equity but it is not the end of the journey, but the beginning. What needs to be considered to go further? Read more here..

As more organisations implement mandatory office days, there is a danger that they will be doing more harm than good. Women and people of colour have expressed that they feel more comfortable working from home, so how can organisations strike a balance that serves both the organisation and its employees?

How can your organisation begin to nurture future leaders? And how can this further strengthen your female pipeline? Read our article to learn more.

What is the value of having a culture that allows for mistakes? Read our Weekly Edition to find out. It is a lot more important than you may think.

It isn’t enough to speak about issues, it is important that leadership take action. The culture gap is widening due to the fact that words and actions are not matching up. What does courageous leadership mean?

Despite it being over 2 years since George Floyd’s murder and the conversations and commitments to racial equity and gender equity, organisations are a lot closer to the starting line and having discussions than taking action.

Why is Gender Equity our focus and not Gender Equity? What is the crucial difference between the two?

The European voice of Black women in the workplace needs to be elevated and counted. Without including this, there is no chance of achieving gender equity within the workplace. Learn more about our survey, which is driving solutions.

Organisational commitments to diversity shouldn’t be seen as a benchmark or proxy for determining how good it is. There are many superficial ways to create diversity within the workplace, but when it is an outcome, the question becomes, how do we get there? This alone demands a change in approach.