Summary

In this episode of 'You Must Be Woking', hosts Craig Richards and Dawn Hurst engage in a thought-provoking discussion on various topics related to diversity and inclusion. They explore the implications of language in political discourse, the cultural issues within local government, and the ongoing immigration debate. The conversation shifts to Uber's controversial women-only ride option, raising questions about safety and discrimination. They also discuss the significance of representation in sports, particularly for LGBTQ+ individuals, and the challenges faced by neurodiverse individuals in the workplace. The episode concludes with a critique of the NHS's language sensitivity and the downfall of the 'Just Like That' series, highlighting the need for authenticity in representation.

In this episode of the You Must Be Woking podcast, Dawn Hurst, Craig Richards and law expert Tina Chander, delve into the Worker Protection Act 2023. They break down the core provisions of the Act, explaining how it introduces new duties for employers to actively prevent harassment and discrimination in the workplace. The three discuss the broader context of the law, including its origins, the types of behavior it targets, and the legal rationale behind these sweeping changes.

How are employer responsibilities evolving under the new Act, and what practical steps must organisations take to comply? The conversation explores the heightened expectations placed on employers, emphasising the need for robust anti-harassment policies, regular staff training, and clear communication of standards. Tina Chander offers specific guidance on how businesses can audit their current practices, identify gaps, and implement effective reporting mechanisms.

What challenges do organisations face in preventing harassment, and how can they overcome them? The episode addresses the real-world difficulties employers encounter, such as managing workplace culture, addressing subtle forms of discrimination, and handling incidents involving third parties like customers or clients. Through recent case studies and legal precedents, the discussion illustrates the complexities of third-party liability and the need for proactive leadership. Tina stresses that fostering a culture of respect and accountability is essential for compliance and for building a genuinely inclusive environment.

Why are clear reporting mechanisms and a positive workplace culture so critical in the fight against harassment and discrimination? Dawn, Craig and Tina examine how transparent processes for raising concerns, coupled with visible support from management, can make a tangible difference in employee wellbeing and organisational reputation. They share practical advice on creating accessible reporting channels, protecting whistleblowers, and responding promptly to complaints.

How can organisations stay ahead of legal changes and foster safer, more inclusive workplaces? Wrapping up, the hosts and Tina Chander reflect on the importance of continuous education, regular policy reviews, and leadership commitment to upholding the highest standards of workplace conduct. They encourage listeners to view the Worker Protection Act 2023 not just as a compliance obligation, but as an opportunity to lead by example and set new benchmarks for fairness and safety in the modern workplace.

So, are your current workplace policies truly protecting your employees, or just ticking the boxes?

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For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of "You Must be Woking", hosts Dawn Hurst and Craig Richards sit down with renowned disability inclusion advocate Kate Nash OBE. The conversation opens by examining the multifaceted nature of disability inclusion — highlighting the need for accessible environments and, importantly, organisational cultures that foster belonging and respect. Kate shares how businesses can move beyond token gestures by listening to disabled voices and embedding inclusion at every level.

How do real-world incidents reveal the ongoing challenges faced by disabled people? The conversation addresses ongoing challenges faced by disabled people, sparked by a recent BBC story about Paralympian Piers Gilbert, who was refused a hotel room because he uses a wheelchair. This incident reveals persistent legal, practical, and cultural barriers, underscoring the emotional impact of exclusion and the urgent need for proactive accessibility and bias challenge.

What legal protections exist, and how effective are they in practice? The episode delves into the Equality Act 2010, which enshrines the rights of disabled people in the UK and mandates reasonable adjustments in both employment and service provision. Kate explains what constitutes a “reasonable adjustment” and why it is essential for organisations to go beyond mere compliance. The discussion covers the practicalities of implementing adjustments, the importance of consulting with disabled individuals, and the role of adjustment passports in streamlining support for employees as they move between roles or organisations.

Why is disclosure such a complex issue for disabled employees, and how can workplaces better support them? Kate explores the challenges surrounding disability disclosure in the workplace, noting that many employees hesitate to share their needs due to fear of stigma or negative consequences. The three discuss strategies for creating safe, supportive environments where employees feel empowered to disclose and request adjustments.

How can ongoing education, empathy, and storytelling drive genuine inclusion and challenge persistent misconceptions? The episode emphasises ongoing education, empathy, and storytelling as key drivers of genuine inclusion. Kate advocates for regular training and sharing lived experiences to break down stereotypes. The hosts call on listeners to become active allies, championing accessibility and inclusion in every area of life.

So, what practical steps can you take to ensure that reasonable adjustments aren’t just about compliance but about genuine support?

We want to hear from you, get in touch and share your questions and comments with us:

• By email: [email protected] 
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Follow the You Must Be Woking podcast on socials:

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LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/

For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal 

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of 'You Must Be Woking', hosts Craig Richards and Dawn Hurst delve into pressing issues surrounding diversity and inclusion. They discuss the recent Supreme Court ruling on biological women, the Louise Casey report on grooming gangs, and the implications of cyberbullying through platforms like Tattle. The conversation also touches on the legacy of Pope Francis, the relevance of trigger warnings in theatre, and a review of the film 'Straw', which highlights societal challenges. Additionally, they address accusations against Tyler Perry and the racism highlighted in the Air India crash reporting, concluding with a reflection on Pride Month and the importance of inclusivity.

In this episode of the "In the Spotlight" series, part of the You Must Be Woking podcast, hosts Dawn Hurst and Craig Richards discuss the journey of young female entrepreneurs with their guest, Zoe Trigwell, a dynamic entrepreneur and the innovative founder of Trigwell Cosmetics. Zoe's journey is nothing short of inspiring, as she shares her experiences navigating the often tumultuous world of entrepreneurship. Her story is marked by resilience and determination, as she candidly discusses the challenges she has faced, including battling imposter syndrome and managing mental health struggles. Zoe's transition from a student at a makeup academy to launching her own cosmetics brand during the unprecedented times of the COVID-19 pandemic is a testament to her tenacity and vision.

How does Zoe Trigwell address the challenges of entrepreneurship? Zoe opens up about the various obstacles she has encountered on her entrepreneurial journey. She highlights the pervasive issue of imposter syndrome, a common challenge for many entrepreneurs, which involves doubting one's abilities and feeling like a fraud despite evident success. Additionally, Zoe discusses the mental health struggles that can accompany the pressures of running a business, especially during a global pandemic.
Why is inclusivity important in the beauty industry? The conversation with Zoe emphasises the importance of creating products that cater to a diverse range of skin tones and types, ensuring that everyone feels represented and valued. She believes that inclusivity should be at the forefront of any beauty brand's mission, as it not only fosters a sense of belonging among consumers but also drives innovation and creativity within the industry. Zoe's commitment to inclusivity is reflected in her brand's offerings, which aim to celebrate and empower everyone.

What role does social media play in mental health? Zoe discusses impact of social media on mental health and how social media can be a double-edged sword for entrepreneurs and consumers alike. While it offers a powerful platform for brand promotion and community building, it can also contribute to mental health challenges, such as anxiety and self-comparison. Zoe shares her strategies for maintaining a healthy relationship with social media, emphasising the importance of setting boundaries and focusing on authentic engagement rather than superficial metrics.

Zoe’s journey is a powerful reminder that success isn’t just about going viral or hitting milestones, it’s about resilience, self-awareness, and staying true to your purpose. Her honesty about imposter syndrome, mental health, and the pressure of social media makes this more than just a business story, it’s a human one.

So, what do you think? Did this episode change how you think about mental health and entrepreneurship?

We want to hear from you, get in touch and share your questions and comments with us:
By email: [email protected]
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Follow the You Must Be Woking podcast on socials:
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For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of You Must Be Woking, hosts Dawn Hurst and Craig Richards delve into the critical role that emotional intelligence (EI) plays in enhancing both company culture and overall performance. They begin by defining emotional intelligence and explaining its components, such as self-awareness, self-regulation, motivation, empathy, and social skills. The hosts emphasise that EI is not just a buzzword but a vital skill set that can lead to more harmonious and productive work environments. By sharing personal anecdotes, they illustrate how EI has impacted their own professional journeys, providing listeners with relatable examples of its importance.

How can emotional intelligence enhance company culture and performance? Dawn and Craig explore this question by discussing the balance between emotional and rational decision-making in leadership. They argue that leaders who possess high EI are better equipped to make decisions that consider both the emotional and logical aspects of a situation, leading to more thoughtful and effective outcomes. The hosts also highlight the importance of effective communication, noting that leaders with strong EI can navigate complex interpersonal dynamics and foster open, honest dialogue within their teams. This, in turn, creates a culture of trust and collaboration, which is essential for high performance.

What are some practical tips for developing emotional intelligence? Throughout the episode, Dawn and Craig offer listeners a variety of strategies for enhancing their EI. They suggest starting with self-reflection to increase self-awareness, encouraging individuals to regularly assess their emotional responses and identify patterns. The hosts also recommend seeking feedback from colleagues and mentors to gain insight into how one's emotions and behaviours are perceived by others. Additionally, they discuss the value of empathy and active listening, urging listeners to practice putting themselves in others' shoes to better understand different perspectives.

How can organisations measure and identify emotional intelligence in individuals? The two address this question by exploring various methods for assessing EI, both at the individual and organisational levels. They mention tools such as EI assessments and 360-degree feedback, which can provide valuable insights into an individual's emotional competencies. Dawn and Craig also discuss the importance of integrating EI into hiring and promotion processes, suggesting that organisations prioritise candidates who demonstrate strong emotional skills alongside technical expertise. By doing so, companies can build teams that are not only skilled but also emotionally intelligent, leading to more cohesive and effective work environments.

So, how has emotional intelligence made a difference in your workplace or leadership experience? We'd love to hear your story.

We want to hear from you, get in touch and share your questions and comments with us:
By email: [email protected]
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Follow the You Must Be Woking podcast on socials:
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For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of the "In the Spotlight" series, part of the You Must Be Woking podcast, hosts Dawn Hurst and Craig Richards delve into a candid conversation about menopause with their guest, Victoria Hardy, who is also known by her moniker, Ginge Unhinged. A powerful voice for female empowerment in the UK, Victoria speaks openly about the often-sidelined topics of womanhood, from menstrual health to menopause. This episode dives deep into her personal experience with surgical menopause and living with chronic illness, highlighting the importance of honest conversations and greater awareness. She also makes a strong case for better workplace support for those navigating similar challenges.

How does Victoria Hardy's personal journey contribute to the conversation on menopause and workplace support? Victoria provides a detailed account of her own experiences with surgical menopause, offering listeners a firsthand perspective on the challenges and changes she faced. Her narrative serves as a powerful reminder of the need for greater understanding and empathy towards those experiencing menopause. She advocates for breaking the stigmas associated with menopause and emphasises the importance of fostering a supportive environment for all employees, regardless of their health conditions.

Why is it important to understand the impact of menopause and foster a supportive environment in the workplace? The episode highlights the significant impact that menopause can have on many individuals, both personally and professionally. Dawn and Craig discuss with Victoria the importance of recognising these impacts and taking proactive steps to create a workplace culture that is inclusive and supportive. They stress that understanding and addressing the needs of employees going through menopause not only benefits the individuals but also enhances the overall work environment. By breaking down stigmas and encouraging open dialogue, organisations can ensure that all employees feel valued and supported.

As the episode draws to a close, the conversation is wrapped up on a positive note, with all participants expressing a shared commitment to continue advocating for awareness and support for menopause and chronic illness in the workplace. Their discussion serves as a call to action for listeners to engage in similar conversations and contribute to creating a more understanding and supportive environment for everyone.

So, what do you think? Has this episode shifted your understanding of menopause, and if so, what steps could you take to be a more empathetic colleague or leader?

We want to hear from you, get in touch and share your questions and comments with us:
By email: [email protected]
On WhatsApp: +44 (0)7482 974 726

Follow the You Must Be Woking podcast on socials:
Instagram: https://www.instagram.com/youmustbewokingpodcast/ LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/

For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of You Must Be Woking, co-hosts Dawn Hurst and Craig Richards embark on an insightful exploration of the multifaceted nature of workplace wellbeing. They begin by dissecting its definition, emphasising that workplace wellbeing extends beyond mere physical health to encompass mental, emotional, and social dimensions. The hosts highlight the significance of wellbeing in shaping organisational culture, arguing that a genuine commitment to employee wellbeing can lead to increased productivity, reduced turnover, and a more harmonious work environment. They question whether current initiatives, such as desk massages and yoga sessions, are merely superficial gestures or if they genuinely contribute to a healthier workplace. By scrutinising these practices, Dawn and Craig encourage listeners to consider whether such initiatives are part of a broader, more meaningful strategy or simply a box-ticking exercise.

How effective are flexible working arrangements in promoting workplace wellbeing? Dawn and Craig explore flexible working, focusing on the four-day workweek. They discuss benefits like better work-life balance, job satisfaction, and morale, supported by real-world examples. They also acknowledge challenges, such as communication issues and heavier workloads in condensed weeks. By weighing the pros and cons, they offer a balanced view of how flexible arrangements can support wellbeing when thoughtfully implemented.

What role do mental health first aiders play in the workplace, and how can leadership contribute to a culture of wellbeing? Dawn and Craig critique the role of mental health first aiders, questioning whether their presence is sufficient to address the complex mental health needs of employees. They argue that while mental health first aiders can provide valuable support, they should not be seen as a substitute for comprehensive mental health resources and policies. The two emphasise the critical role of leadership in fostering a genuine culture of wellbeing, suggesting that leaders must actively demonstrate their commitment to employee wellbeing through their actions and decisions.

What practical steps can organisations take to adopt a holistic and equitable approach to employee wellbeing? As the episode draws to a close, Dawn and Craig offer practical recommendations for organisations seeking to enhance their approach to employee wellbeing. The two suggest conducting regular wellbeing assessments, involving employees in developing initiatives, and ensuring these programs are inclusive and accessible. They also emphasise the importance of ongoing education and training for both employees and leaders to promote continuous improvement.

So, what do you think? How can your workplace improve wellbeing, and what steps would you like to see implemented?

We want to hear from you, get in touch and share your questions and comments with us:

• By email: [email protected] 
• On WhatsApp: +44 (0)7482 974 726

Follow the You Must Be Woking podcast on socials:

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For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal 

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of You Must Be Woking, hosts Dawn Hurst and Craig Richards explore the role accountability plays in modern leadership. They discuss how it is becoming more vital as organisations work towards creating inclusive and diverse environments. The conversation focuses on the definition of accountability and its importance in ensuring that leaders are responsible for their actions and decisions.

How does accountability impact teams and organisational culture? Hurst and Richards discuss how accountability can affect team dynamics and the overall culture of an organisation. They suggest that when leaders hold themselves accountable, it sets a precedent for the entire team, fostering a culture of trust and transparency. This can lead to increased collaboration, innovation, and a sense of belonging among team members.

What challenges do leaders face in adapting to new expectations of accountability? The episode highlights the obstacles leaders face as they strive to meet the evolving demands of accountability, particularly in the context of diversity and inclusion. Dawn and Craig acknowledge that many leaders may feel unprepared or resistant to these changes, especially if they lack the necessary training or support. They emphasise the importance of providing leaders with the tools and resources they need to succeed.

Why is training and support crucial for leaders in fostering accountability? The hosts stress the importance of ongoing training and support for leaders to effectively embrace accountability. They argue that without proper guidance, leaders may struggle to implement meaningful changes or may inadvertently perpetuate existing biases. The two advocate for leadership development programmes that focus on practical skills and real-world scenarios.

What are the consequences of a lack of accountability in leadership? The episode highlights the negative outcomes that can arise when accountability is absent in leadership. The hosts discuss how this can lead to a toxic work environment, characterised by mistrust, low morale, and high turnover rates. They warn that without accountability, efforts to promote diversity and inclusion may be superficial or ineffective.

How can organisations foster open communication to support accountability? Dawn and Craig highlight the importance of creating a culture where feedback is encouraged, helping leaders better understand their team's perspectives. This openness leads to more informed decisions and a stronger focus on diversity and inclusion.

So, what about you? How does your organisation promote open communication and honest feedback to support accountability?

We want to hear from you, get in touch and share your questions and comments with us:
By email: [email protected]
On WhatsApp: +44 (0)7482 974 726

Follow the You Must Be Woking podcast on socials:
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For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal

Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 

In this episode of You Must Be Woking, hosts Dawn Hurst and Craig Richards delve into a variety of recent news stories, examining them through the critical lens of media influence, diversity, and inclusion. The episode kicks off with a deep dive into the controversial Netflix show "Adolescence," a series that has sparked significant debate due to its raw portrayal of crime, social media, and the myriad societal issues that impact today's youth. Dawn and Craig dissect the show's narrative, discussing how it reflects the complex realities faced by young people and the role media plays in shaping public perception and understanding of these issues. They explore the show's impact on viewers and its potential to drive conversations around the challenges of adolescence in a rapidly changing world, and the impact of toxic masculinity in the workplace.

How does the recent BBC settlement highlight ongoing issues of discrimination in the workplace? The hosts then shift their focus to a significant legal development involving the BBC, where a settlement was reached with four female news presenters over claims of sex and age discrimination. Dawn and Craig emphasise the importance of this case as a reminder of the persistent inequalities that exist within organisations, particularly in terms of gender and age. They discuss the implications of the settlement for the media industry and beyond, stressing the necessity for transparency and genuine inclusion in workplace practices. The conversation highlights the need for systemic change to address these deeply rooted issues and the role of leadership in fostering an inclusive environment where all employees feel valued and respected.

What broader societal issues do Dawn and Craig address in their discussion? Beyond these specific stories, the two broaden the conversation to include topics such as affirmative action, accessibility issues, and representation in media. They argue for a more nuanced understanding of these complex societal issues and their implications for the workplace. The two advocate for policies and practices that promote equity and inclusion, urging listeners to consider how these issues affect not only marginalised groups but society as a whole. They highlight the importance of diverse representation in media as a means of challenging stereotypes and promoting a more inclusive narrative.

So, how can we, as individuals, challenge discrimination and push for systemic change in our workplaces and communities?

We want to hear from you, get in touch and share your questions and comments with us:
By email: [email protected]
On WhatsApp: +44 (0)7482 974 726

Follow the You Must Be Woking podcast on socials:Instagram: https://www.instagram.com/youmustbewokingpodcast/ LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/

For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal
Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion 
To Listen Elsewhere:Spotify: to be updated Apple Podcasts: to be updated