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The Diverse Minds Podcast
The Diverse Minds Podcast episodes
- #312 Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain
Welcome to the 312th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring toxic positivity and why "good vibes only" culture is damaging mental health and masking serious workplace problems.
In today’s show on Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain- 01:00 What toxic positivity actually is and how it differs from real happiness
- 03:00 How toxic positivity forces people to repress emotions and disconnect from themselves.
- 04:00 Why ignoring problems in the name of positivity masks harassment, fraud, and failures.
- 06:36 What you can do to create safe spaces for people to air grievances.
- 09:44 How training managers on their own baggage helps them handle difficult conversations better.
Quotes on Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain- Toxic positivity takes positive thinking to an extreme.
- How do we flag up any kind of operational failures, if everything's all positive?
- There is a difference between toxic positivity, positivity, joy, happiness, and constructive feedback.
- Toxic positivity is unhelpful because it pushes things down under, makes people feel repressed, and can have a significant negative impact on mental wellbeing.
- When comfort is prioritized over truth, people have to blow the whistle because internal processes aren't listening to them.
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Resources for Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain- Episode 311: AI in HR: Are We Automating Bias Into HR Processes?
- Episode 186: Celebrating the International Day of Happiness
- Bonus Episode: Why Resilience Isn’t A Sticking Plaster
- Toxic positivity at work: Examples and ways to manage it
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
13 min - #311 AI in HR: Are We Automating Bias Into HR Processes?
Welcome to the 311th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the rapid rise of AI in HR and asking a critical question: are we automating the very biases we're trying to eliminate?
In today’s show on AI in HR: Are We Automating Bias Into HR Processes?- 02:30 - How AI is changing HR and why it matters
- 07:40 - Why AI isn't neutral, and it's only as good as the data it's trained on.
- 09:54 - How AI should actually be used in HR
- 13:00 - Why transparency and consent matter right now
- 15:00 - What HR leaders can do to audit and implement AI ethically
Quotes on AI in HR: Are We Automating Bias Into HR Processes?- AI in HR specifically: are we automating bias into our processes?
- These benefits assume that AI is neutral, but they're not. If humans aren't, why on earth would AI be?
- AI systems are only as good as the data they're trained on, and if that data reflects historical biases, AI will perpetuate or even amplify those biases.
- Candidates and employees don't really know how decisions are being made or why they're being rejected, and I don't think that's transparent.
- It feels like we're sleepwalking into something really, really horrible.
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Resources for AI in HR: Are We Automating Bias Into HR Processes?- CIPD Article: How people professionals can develop, deploy and use AI in an ethical, legal and sustainable way
- CIPD Article: Navigating the generative AI middle ground through co-creation in a not-for-profit organisation
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
17 min - #310 Are You Using Data or Spying? The Dangerous Misuse of People Analytics
Welcome to the 310th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the fine line between using data to improve performance and creating a surveillance state in your workplace.
In today’s show on Are You Using Data or Spying? The Dangerous Misuse of People Analytics- 00:29 – Celebrating South Asian Heritage Month and referencing our previous look into toxic egos.
- 01:05 – Surveillance vs. Management: The rise of keystroke tracking, webcam monitoring, and automated sentiment analysis.
- 02:07 – Learning from 2018 historical insights: A deep dive into Wharton Business School's warnings on wearable devices and boundary-crossing analytics.
- 04:17 – The true cost of tech outpacing ethics, including the psychological impact of constant tracking and multi-million euro GDPR fines.
- 08:15 – Actionable frameworks for change: How to build a data transparency charter, implement tiered consent models, and design an ethical tech checklist.
Quotes on Are You Using Data or Spying? The Dangerous Misuse of People Analytics- Most companies are increasingly using AI-driven tools to monitor staff demographics, but also productivity, emotions, and potentially physical movements.
- The problem isn't necessarily the people analytics in and of itself, but it's the lack of ethical guardrails and frameworks.
- When people feel constantly watched, they may be less likely to go the extra mile, help colleagues, or bring their full creativity and effort to their workplace.
- Diversity really can suffer because of algorithms.
- Zero tolerance needs to mean zero tolerance.
Resources for Are You Using Data or Spying? The Dangerous Misuse of People Analytics- Episode #309: From Rockstar to Risk: Managing the Fallout of Unchecked Egos
- South Asian History Month Episodes
- Wharton Article: People Analytics: Getting the Right Data Without Stepping Over the Line
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
18 min - #309 From Rockstar to Risk: Managing the Fallout of Unchecked Egos
Welcome to the 309th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the "toxic rockstar" phenomenon—that top performer who consistently exceeds targets, is brilliant at getting results, but undermines colleagues, dismisses feedback, and creates a toxic work environment.
From the Elizabeth Holmes Theranos case to your own organisation, discover why unchecked egos fly under the radar, the financial and reputational costs, and practical strategies to mitigate toxic behaviour before it becomes a crisis.
Listen to the episodeIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
In today’s show on Stop Using Non-disclosure Agreements- 00:53 - Honoring South Asian History Month and accessing nearly seven years of podcast content.
- 01:56 - Defining the "toxic rock star" and uncovering why high performers with unchecked egos fly under the radar.
- 02:49 - The cautionary tale of Theranos and Elizabeth Holmes: An extreme example of a toxic workplace culture and its devastating human cost.
- 06:23 - Understanding the severe financial, legal, and reputational risks of ignoring behavioral red flags.
- 16:30 - Actionable strategies for prevention, resetting zero-tolerance metrics, and healing a team after a toxic disruption.
.Quotes on Stop Using Non-disclosure Agreements- Many organisations tolerate toxic behaviour from top performers due to fear of losing revenue, talent, or having to recruit.
- It's their ego, their sense of entitlement, their lack of self-awareness that can then lead to these disruptive, toxic, or counterproductive behaviours.
- Public fallouts or discrimination cases often go back to poor behaviour that goes unchecked in leadership, but also at the middle management level.
- Zero tolerance has to mean zero tolerance, and that means if someone is creating havoc and bullying people, then they have to be dismissed.
- Toxic behavior's got to be treated like a performance issue.
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Resources for Stop Using Non-disclosure Agreements- Episode #307: The Empathy Trap: Are You an HR Manager or a Therapist?
- When is a Non-Disclosure Agreement (NDA) required?
- Discrimination and harassment changes: NDAs and protected disclosures
- Case Study: Pregnant Then Screwed campaign challenging ITN's NDA usage
- Episode #277: Your Workplace Shouldn’t Be A Family
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
17 min - #308 Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict
Welcome to the 308th episode of the award-winning Diverse Minds podcast! In this episode, I’m moving away from the "empathy trap" discussed last week to dive into a crucial and highly timely legal shift: the changing landscape of Non-Disclosure Agreements (NDAs) in the UK workplace.
With major legal reforms coming into force this year, using NDAs as a sticking plaster for bullying, harassment, and discrimination is no longer viable. So, what are the healthier, more transparent alternatives for organisations looking to build a truly preventative culture?
In today’s show on Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict- 01:00 - The reality of using NDAs as a sticking plaster and upcoming UK legal reforms.
- 02:32 - Key statistics from the CIPD survey on how employers tackle bullying and harassment.
- 03:11 - Major changes under the Employment Rights Act 2025 and new rules active as of April 2026.
- 05:12 - High-profile case studies: The heavy reputational damage faced by higher education institutions and broadcasters.
- 07:07 - 5 alternatives to NDAs that workplaces can use.
Quotes on Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict- NDAs will remain a legitimate and important tool where they serve a proper purpose, but they should not be used for harassment, bullying, or poor behavior.
- Unfortunately, because mediation often comes so late in a workplace process, it's often not very successful.
- A business cannot silence whistleblowers amongst its workforce.
- I can't emphasize enough: you do not want your workplace to be a family.
- Whistleblowing isn't a last line of defense. It is an integral part of cultures.
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Resources for Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict- Episode #307: The Empathy Trap: Are You an HR Manager or a Therapist?
- Episode #277: Your Workplace Shouldn’t Be A Family
- When is a Non-Disclosure Agreement (NDA) required?
- Discrimination and harassment changes: NDAs and protected disclosures
- Case Study: Pregnant Then Screwed campaign challenging ITN's NDA usage
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
19 min - #307 The Empathy Trap: Are You an HR Manager or a Therapist?
Welcome to the 307th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring one of the most challenging aspects of working in HR: finding the balance between empathy and boundaries. An employee comes to you in tears, sharing personal struggles.
In today’s show on The Empathy Trap: Are You an HR Manager or a Therapist?- 01:25 - What empathy really is and how it builds trust and psychological safety
- 02:00 - Understanding boundaries: protecting both you and employees
- 03:54 - When HR blurs the line: giving advice, diagnosing, and creating dependencies.
- 05:00 - Three harmful patterns: emotional avoidance, over-empathizing, and avoiding boundaries entirely.
- 10:30 - Recognizing crisis: when to escalate rather than support.
Quotes on The Empathy Trap: Are You an HR Manager or a Therapist?- Where's the line between caring, not caring, and overstepping?
- Have you ever felt like a therapist in your HR role?
- Empathy without boundaries can result in compassion fatigue. Boundaries without empathy is just called transactional HR.
- The ideal place is: I care about your wellbeing and my own wellbeing, and my role is to connect you with the right support.
- Coaching skills help us flip from 'Why didn't you do this?' to 'What would you like to happen next?
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Resources for The Empathy Trap: Are You an HR Manager or a Therapist?- HR Magazine article: HR is not your therapist – but it needs one
- Resolving Conflict with the Drama and Empowerment Triangles
- Episode 97: The art of listening to support someone
- Episode #306: Yoga Mats Won’t Fix Burnout: The Real Root Causes of Employee Exhaustion
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
19 min - #306 Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion
Welcome to the 306th episode of the award-winning Diverse Minds podcast! In this episode, I'm cutting through the superficial fluff of modern corporate wellbeing programs to uncover what is actually driving employee exhaustion.
In today’s show on Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion- 00:56 - Why yoga classes aren't making systemic change.
- 01:33 - What burnout really is: WHO definition and Mental Health UK's 2026 report findings.
- 02:49 - The impact and legal risks of burnout in the UK.
- 08:16 - The need for systemic change over surface solutions.
- 09:05 - What really needs to shift to eliminate burnout in workplaces.
Quotes on Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion- Organisations will say to me, 'Oh, we have yoga and mindfulness classes.' Great, but how is this making systemic change and really supporting people's burnout?
- Nine in ten adults (91%) reported experiencing high or extreme pressure in the past year, and one in five (20%) have taken time off due to stress-related mental health challenges.
- We must rethink our approach to systemic change. As the saying goes, a stitch in time saves nine.
- Yoga mats won't fix burnout.
- We really need to look at the root cause of employee exhaustion."
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Resources for Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion- How stress and burnout will shape the workplace in 2026
- Understanding Burnout in the Workplace — Why It Matters for Businesses and How to Address It
- Managing stress, burnout and fatigue in health and social care
- Mental Health UK: Burnout
- An Employer’s Guide to Preventing Burnout in the Workplace
- Episode 305: Your D&I Strategy is a PR Stunt: Here’s how to fix it
- Episode #114: Identifying and Combatting Burnout
- Episode #304: South Asian Women and Burnout with Neelu Kaur
- Episode 108: What's the Big Deal with Cultural Appropriation?
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
24 min - #305 Your D&I Strategy is a PR Stunt: Here’s how to fix it
Welcome to the 304th episode of the award-winning Diverse Minds podcast! In this episode, I'm tackling diversity disconnect and asking a controversial question: do we actually need diversity strategies, or are they just performative PR stunts?
In today’s show on Your D&I Strategy is a PR Stunt: Here’s how to fix it- 00:59 - The backlash against "wokeness" and performative workplace activism
- 01:30 - What makes DEI performative: diversity washing, tokenism, and surface-level marketing
- 06:17 - Why stunts backfire at work: disengagement, management resistance, and resource drain
- 09:15 - From strategy to action plan: Do you actually need a glossy diversity strategy?
- 10:12 - Policy shifts and accountability: mandatory pay gap reporting and new legal requirements.
Quotes on Your D&I Strategy is a PR Stunt: Here’s how to fix it- A diversity and inclusion PR stunt in the workplace is superficial, performative actions where a company promotes diversity when trending to enhance their reputation, without making any real structural changes.
- Do you hear anyone talking about Black Lives Matter at the corporate level anymore? Because I certainly don't, and yet we still know there is a huge disparity in the experience of black staff.
- What good is a strategy when people don't read the information, and need an awful lot of spoon-feeding about how it impacts them and what they need to do differently?
- Data and accountability are more powerful than a strategy.
- Allyship is often described as 'I'm helping you.' Coalition or solidarity is 'I'm in this with you because our own lives are also diminished by this systemic abuse.
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Resources for Your D&I Strategy is a PR Stunt: Here’s how to fix it- Read The Guardian article: UK firms ditching diversity and inclusion ‘face higher risk of lawsuits’
- 2025 Gen Z and Millennial Survey
- Employment Rights Act 2025
- New protections from sexual harassment come into force
- Non-financial misconduct in financial services
- Consultation on mandatory ethnicity and disability pay gap reporting: government response
- What White People Can Do Next: From Allyship to Coalition
- Beyond Allyship: Coalition
- Episode #250: Do we have to do mandatory training?
- Episode #304: Stop Blaming Culture Fit: The Truth About Systemic Bias
- Episode #245: What is Psychological Safety at Work?
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
24 min - #304 Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR
Welcome to the 304th episode of the award-winning Diverse Minds podcast! In this episode, I'm exposing the truth about "culture fit" and how this seemingly innocent phrase disproportionately affects underrepresented groups in hiring.
In today’s show on Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR- 00:59 - Why culture fit hurts: how this vague term masks bias and blocks opportunities
- 02:00 - The definition of cultural fit: what it's supposed to mean versus what it actually means in practice
- 02:40 - An eye-opening research on cultural matching.
- 04:38 - How likability trumps competence and hinders diversity when it comes to hiring in some organisations.
- 09:47 - Some recruitment fixes and mindset shifts organisations can make to improve their hiring process.
Quotes on Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR- What if the reason you didn't get a job wasn't your skills or experience, but something far more insidious?
- Hiring is more than just a process of skill sorting. It is also a process of cultural matching between candidates, evaluators, and firms.
- Concerns about shared culture were highly salient to employers and often outweighed concerns about absolute productivity or skills for the role.
- Cultural fit can simply mean 'we get along.' But it becomes a problem when your opinion of an applicant becomes a deciding factor.
- Interestingly, going to the pub always comes up in global majority leadership programs that I run.
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Resources for Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR- Read the BBC Work-Life article: What Does Being a Cultural Fit Actually Mean?
- Read the Sage Journals article: Hiring as Cultural Matching: The Case of Elite Professional Service Firms
- Episode #267: How to Handle Gatekeepers
- Episode #95: Shaking up your Recruitment Process
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
20 min - #303 Why Professional Courage is Dead. Standing up for what's right at work.
Welcome to the 303rd episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring professional courage and asking a critical question: what do people do when they witness unethical behaviour at work but fear the consequences?
In today’s show on Why Professional Courage is Dead. Standing up for what's right at work.- 01:22 - What counts as unethical behaviour: fraud, bullying, discrimination, conflicts of interest, and more.
- 02:49 - Defining professional courage through whistleblowing, challenging authority, and ethical decision-making.
- 04:37 - Challenging authority and advocating for diversity and inclusion in practice.
- 06:36 - An alarming survey data: why 60% of UK employees don't report bullying and harassment.
- 14:15 - Why professional courage matters long-term for wellbeing and organisational sustainability.
Quotes on Why Professional Courage is Dead. Standing up for what's right at work.- We can do all the training in the world, but if the environment is still very negative, it's not going to be possible to speak up.
- It's much easier, I feel, for people to be nasty and rude and get away with it than it is for positive, kind, accountable behaviour to be held up as a positive way to do things.
- Professional courage is an interesting topic that we don't talk about enough in the workplace, and it can be very difficult to do, nigh on impossible if you're a lone voice.
- Whistleblowing is the act of exposing wrongdoing within an organisation to safeguard public interest.
- It's not easy to confront a peer who said something racist, sexist, ableist, homophobic or transphobic — especially if the workplace environment is very emotionally immature.
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Resources for Why Professional Courage is Dead. Standing up for what's right at work.- Read about the Theranos whistleblowers: Tyler Shultz and Erika Cheung
- Learn about Boeing whistleblower Curtis Eubank
- Read my blog: Speaking out about workplace bullying
- Episode #11: Bullying and harassment in the workplace: what you can do about it.
- Episode #302: Why do HR Leaders Stay Silent When Things Get Toxic?
- Episode #267: How to Handle Gatekeepers
- Episode #245: What is Psychological Safety at Work?
- Episode #63: Anti-bullying initiatives that work
- Join my Mailing List and receive a white paper on mental health and inclusion here
- Check out my TEDx talk: The Connection between Culture, Race and Mental Health
- Leave me a message on my SpeakPipe
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Work with meHave a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC
One-hour focused Sessions £250 1-2-1Power Hour Sessions for OrganisationsComplete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489
Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing.
Subscribe to the podcastIf you enjoyed this episode, then consider subscribing on Apple podcast, Spotify or wherever you access your podcasts from.
If you enjoyed it, why not leave a review?
You can also connect with me on Facebook, Twitter, and LinkedIn.
Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.
17 min
About The Diverse Minds Podcast
From the publisher's feed
The podcast that talks about race equality and wellbeing for a busy modern world through inspiring stories, interviews and case studies.
Brought to you by Leyla Okhai, CEO of Diverse Minds UK and former Head of the Equality, Diversity and Inclusion Centre at Imperial College London. We provide insights from diverse thought leaders in race equality, wellbeing and mental health to increase your understanding and enable you to make positive changes in your life with ease.
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