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As research highlights the link between nature, wellbeing and productivity, we call for employers to consider how they can use biophilic design in the workplace.
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About half the population will experience the menopause at some point in their lives, and it often has a significant impact on work. So why is it so often unacknowledged in the workplace?
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About one in seven of us has a condition that causes us to think differently – it’s called neurodiversity. What does it mean and how can organisations make the most of neurodiverse employees?
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Returning to work after a long sickness absence can be daunting, but good line manager engagement supported by a well-crafted HR policy can help a lot, says Helen White-Knight
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Workplace disability adjustments such as special chairs for bad backs have proven benefits. Extending the service to all staff – not just disabled employees – helps everyone to become happier and more productive.
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D&I professionals: if you really want to build a culture of inclusion in your workplace, stop putting people in condition-specific boxes and start looking at their actual needs, says Helen White-Knight.
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For a long time, employee mental health sat in the ‘too difficult to fix’ pile, but employers are finally beginning to search for solutions. Helen White-Knight explores ways in which they can find them.
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Paul Suthers from NatWest Private talks about how his organisation helped him adjust when he was diagnosed with macular degeneration, and what it means to be an inclusive employer.
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The idea that employees can leave their mental health conditions at home is not realistic, writes Helen White-Knight. Removing fear and developing workplace adjustments stops people feeling they need to.
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Disability consultant Simon Minty talks about the benefits of reasonable adjustments, the importance of employee networks, and five ways to better manage employees with disabilities.
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