Joanne Lockwood speaks with statistician and trained therapist Nic Marks about what the science of happiness can tell us, and how positive emotions and wellbeing can be understood and measured.

They discuss how happiness can mean different things (contentment versus joy), how population statistics can hide individual stories, and how biases and fast/slow thinking shape our judgments of other people. The conversation also reflects on the mental strain created by sustained negative news, COVID-era uncertainty, and how resilience shows up as people absorb setbacks and partially recover over time.

Nic shares insights from Friday Pulse data on shifts in employee morale during lockdown, why experiences differ across groups, and what leaders can do in practice when teams are remote—especially checking in with people, creating space for human connection, and recognising that different life circumstances affect wellbeing at work.

Joanne Lockwood is joined by transformational life coach Michael Cerasi to explore his AAA philosophy: acceptance and authenticity as foundations for achievement. They unpack what active listening really means, why compassion matters, and how coaching differs from counselling and mentoring.

The conversation looks at common barriers such as limiting beliefs, imposter feelings, and the challenge of making time to invest in yourself, especially during the uncertainty of the COVID period. Joanne shares practical reflections on benchmarking progress and learning to accept positive feedback.

Michael also talks about giving back to the LGBTQ+ community through projects including Bi Pride and an online magazine, and shares parts of his own journey of coming out as bisexual and choosing to live authentically despite stigma and misconceptions.

Lewis Bell-Cawthra reflects on what it has meant to “swim upstream” as a gay man moving from an accepting environment into a corporate recruitment culture where he experienced exclusion, stereotyping and homophobic abuse. He and Joanne Lockwood explore how everyday assumptions and workplace “banter” can escalate into real harm when leaders and HR minimise incidents rather than address them.

Lewis shares how he responded by choosing visibility and advocacy: becoming a trustee and communications lead for Exeter Pride, speaking with schools and businesses, and encouraging employers to treat inclusion as more than a tick-box exercise. He discusses practical changes he has made as a recruiter to challenge bias in hiring, including tailoring job adverts to attract broader audiences, anonymising details where appropriate, and having direct conversations with clients about diversity early in the relationship.

The conversation also touches on the importance of allyship and internal networks, building safe community spaces (including an LGBTQ+ football team), and sustaining motivation during furlough and lockdown through connection, routines and learning. Throughout, Lewis emphasises openness, persistence and finding or shaping workplaces where people can be themselves without having to repeatedly “come out.”

Joanne Lockwood speaks with keynote speaker and former BBC broadcaster Jeremy Nicholas about how humour can help people connect and feel included at work. They explore why shared laughter builds rapport, how humour can quickly reduce tension, and why people sometimes hold back their lighter side in professional settings.

Jeremy explains the difference between laughing with people and laughing at them, and how context, relationship, and audience all shape whether a joke lands well or causes harm. He shares examples of how the same line can be received very differently in different rooms, and offers practical guidance on avoiding cruelty, making yourself the safest target when using humour, and being cautious when improvising.

The conversation also touches on humour as a coping tool during stressful times, and the role of skilled event MCs in setting tone, building energy, and helping speakers succeed. Throughout, the focus stays on using humour thoughtfully to nurture belonging while reducing the risk of exclusion or offence.

Joanne Lockwood is joined by Scott McArthur to explore “diversity fatigue” and what happens when inclusion conversations become polarised, overly labelled, or reduced to training and statistics that don’t shift culture.

Scott shares professional and personal reflections from his background in HR and employee experience work, including why storytelling changes people more than facts, and how cognitive diversity and community can help create better dialogue. Together they discuss men’s experiences of feeling sidelined in DEI conversations, the unintended consequences of labels, and the importance of creating spaces where people can ask questions, admit uncertainty, and speak without fear.

The conversation also touches on mental health and vulnerability, including the stigma men can face when expressing emotions and the links to male suicide. They discuss Scott’s work with the Whole Man Academy, the role of connection and community, and how workplace practices may need to evolve towards more individualised approaches rather than one-size-fits-all policies.

Katie Neeves joins Joanne Lockwood to talk about coming out publicly as transgender while running an established photography and filmmaking business, and the risks and uncertainties that came with that decision.

Katie describes the practical and emotional lead-up to “pressing send” on her announcement to clients, the support she received, and the clients and connections she lost along the way. She and Joanne discuss everyday challenges such as misgendering, voice anxiety, and navigating public spaces, alongside strategies that can reduce pressure in real-world interactions.

The conversation also explores how confidence and openness can shape how others respond, and why allyship matters—especially when it shows up in moments where trans people are not present to advocate for themselves.

Finally, Katie shares advice for small businesses and employers on creating an inclusive environment, including proactive training and thoughtful steps that make it easier for people to bring their whole selves to work.

Joanne Lockwood is joined by Dr Lynda Shaw, a cognitive neuroscientist specialising in unconscious emotional processing and behavioural change, to explore how the brain forms shortcuts and why those shortcuts can become bias.

They discuss heuristics, the dominance of unconscious processing, and how deliberate reframing can build new neural pathways. The conversation also challenges popularised neuroscience and over-simplified models, including the risks of turning complex research into neat soundbites.

From there, they connect brain science to real-world inclusion: stereotyping, in-groups and out-groups, recruitment bias, and how organisations can redesign interviewing and assessment to reduce subjectivity. They explore the role of curiosity and dialogue in reducing polarisation, including in debates amplified by social media.

The episode also touches on gender identity and misgendering, focusing on how default patterns and limited exposure can shape behaviour, and how learning, empathy, and thoughtful conversations can help people navigate change more respectfully over time.