Charlotte Sweeney Associates Ltd | B Corp Certified Business’ Post

Injustice in the workplace is an unfortunate reality that many employees face, often leaving lasting impacts on their professional and personal lives. Having experienced this firsthand in my previous role, I understand the profound effect it can have on one's morale and productivity. At my former company, I witnessed how operational structures could be manipulated to create environments where employees felt marginalized and unfairly treated. These injustices ranged from favoritism to inconsistent application of policies, and even subtle forms of discrimination. Such practices not only undermine the principles of fairness and equity but also stifle innovation and collaboration. Reflecting on my experience, I’d like to share a few strategies on how to cope with and address workplace injustices: 1. Document Everything — keep detailed records of any incidents or patterns of unfair treatment. This documentation can be crucial if you need to escalate the issue. 2. Seek Support — find allies within your workplace who share your concerns. A collective voice is often more powerful than a solitary one. 3. Utilize Resources — leverage internal resources such as HR departments, employee assistance programs, or grievance procedures to report and address issues. 4. Know Your Rights — familiarize yourself with your company’s policies and your legal rights as an employee. This knowledge can empower you to take appropriate action when necessary. 5. Maintain Professionalism — while it’s essential to stand up against injustice, it’s equally important to maintain professionalism and composure. This can help you navigate the situation more effectively and preserve your professional reputation. 6. Look After Yourself — dealing with workplace injustice can be stressful. Prioritize your mental and physical health by seeking support outside of work, whether through friends, family, or professional counseling. 7. Consider Future Steps — if the situation does not improve, it might be time to evaluate your career options. Sometimes, seeking a new environment that aligns better with your values and professional aspirations is the best course of action. Experiencing injustice at work is challenging, but it can also be a catalyst for growth and positive change. By addressing these issues head-on, we not only advocate for ourselves but also contribute to creating more equitable and just workplaces for everyone. Let's strive to build work environments where fairness and respect are foundational principles. Together, we can make a difference. || #WorkplaceInjustice #EmployeeRights #WorkplaceFairness #ProfessionalGrowth #WorkplaceCulture #Leadership #HR #EmployeeWellbeing #CareerDevelopment #WorkplaceDiversity #Inclusivity #MentalHealth #EmployeeEngagement #WorkplaceAdvocacy #CorporateCulture

⭐️ This Inclusion Week is a good time for #SMEleaders to reflect on the foundations of a strong workplace culture – one where every team member feels safe, valued, and respected. Creating such an environment isn’t just a "nice-to-have" but a key driver of business success. The CIPD’s latest report on workplace bullying and harassment highlights some hard truths that all businesses, regardless of size, must take seriously: ➡️ Prevalence: Over one in four employees has experienced bullying or harassment in the last three years. ➡️ Impact: These behaviours harm not only individuals but also team morale, productivity, and overall organisational culture – essential components of a thriving business. ➡️ Responsibility: As leaders, it’s critical to take proactive steps. It’s not enough to react after the damage is done. For SMEs, who may not always have large People/HR teams or formal processes, the following practical steps can go a long way in fostering a safe and respectful workplace: ✅ Clear, Simple Policies: Even in smaller teams, clear anti-harassment policies help set the tone. Make them accessible and easy to understand. ✅ Training for All: Whether through quick online sessions or in-person workshops, ensure your team knows what constitutes unacceptable behaviour and how to report it. ✅ Encourage Open Communication: Create an open-door culture where team members can safely raise concerns without fear of retaliation. ✅ Respond Quickly: Act immediately on any reports of harassment, showing your commitment to maintaining a respectful workplace. ✅ Support Structures: Offer access to employee assistance programs (EAPs) or external counselling for those affected. At Thrive HR Consulting Ltd, we’re passionate about helping SMEs build and maintain inclusive, high-performing cultures. The findings from this report underscore how vital this work is. Let’s work together to create environments where every team member can thrive, and so can your business. 📖 Read more about the CIPD report on workplace bullying and harassment: https://lnkd.in/eEDxvQ6e #ImpactMatters #InclusionMatters #InclusionWeek #PeopleLeadership #WorkplaceCulture #EmployeeWellbeing #Thrive #SME #SmallBusiness #AntiHarassment #BusinessSuccess GTA - Future of Work

Insightful guidance for all businesses - big and small this #InclusionWeek- and a powerful reminder on the paramount importance of #workplaceculture. Sadly workplace bullying and harassment is still prevalent as this CIPD report unveils. Our Co-Founder and leader of Thrive HR Consulting Ltd, Louisa Steensma Williamson, FCIPD, shares her top tips for best practice in navigating this toxicity to ensure organisations are more than fit for purpose, but thriving. #orgculture #hrinsight #workplacebullying #sme #bestpractice #futureofwork

“𝗔 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝘀𝗵𝗼𝘂𝗹𝗱𝗻’𝘁 𝗽𝗿𝗼𝘃𝗶𝗱𝗲 𝗷𝘂𝘀𝘁𝗶𝗰𝗲, 𝘁𝗵𝗮𝘁’𝘀 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝘁𝘀.” This is a common objection when implementing Just Culture in highly regulated industries. However, justice goes beyond legal declarations—it's about ensuring fair and equitable treatment for everyone. Organisations have both a moral and legal duty to uphold fairness, especially in cases like unfair dismissal or abuse. Australia's new psychosocial risks regulations highlight the importance of addressing poor organisational justice. Learn more about addressing objections from regulators and lawyers in the blog. https://lnkd.in/gWNyk-xm #JustCulture #WorkplaceJustice #OrganisationalFairness #HR #Leadership #PsychosocialRisks #workculture #culture #justcultureconsulting

Dignity at work is a complex and important issue. According to experts, dignity at work is emerging as a huge issue, with conditions in the modern workplace being 'shockingly inhumane.' So, this raises the question, is dignity at work dead, and can it be fixed? Employers and organisations can establish more dignity at work via an inclusive work policy. According to GetMarlee, such policies should include the following language: - Employees need to focus on treating others with dignity and respect. - Discouraging any form of discrimination and harassment. - Supporting any member who feels they have been subject to discrimination or harassment. - Managers should set a good example and ensure concerns raised are acted upon. More: https://bit.ly/3JXSvGs #DignityAtWork #WorkPolicies #Corporate

I have been watching the events in the UK this weekend unfold with a mixture of disbelief and horror. I don’t recognise my country. The far-right riots and the resulting climate of fear and uncertainty are shocking, and it's essential to recognise the impact these events will be having on our colleagues, especially those who may be directly targeted or feel vulnerable. As leaders we have a duty to help to create an environment that is supportive, inclusive, and safe for everyone. Here are some ways to be an effective ally to those who may be feeling targeted or afraid. Firstly, create a space where colleagues feel comfortable sharing their experiences and concerns without fear of judgment. Active listening involves paying full attention, acknowledging feelings, and asking open-ended questions to better understand their perspectives. Show empathy and validate their emotions, recognising that their fears and vulnerabilities are real and significant. Understanding the historical and social context behind the issues faced by marginalised groups is crucial. Take the time to educate yourself on the dynamics of discrimination, hate, and fear, and how these affect individuals both inside and outside the workplace. Encourage others to do the same by sharing resources such as articles, books, and documentaries that can provide insight into the experiences of those who are targeted. Silence can be interpreted as complicity. Use your voice to speak out against discriminatory behaviour, both in and out of the workplace. Challenge racist, xenophobic, or hateful language when you hear it, and encourage others to do the same. Taking a stand shows your colleagues that you are committed to supporting them and fostering a respectful environment. Ensure you are clear on your organisation’s policies with regards to diversity, equity, and inclusion. If none exist, advocate for policies that protect against discrimination and harassment, and promote an inclusive workplace culture. Review existing policies to identify any gaps and work towards implementing changes that ensure a safer and more supportive environment for all employees. Be proactive in offering support to colleagues who may need it. This can include checking in on them regularly, offering flexible work arrangements if they feel unsafe commuting, or providing resources such as counseling services. Demonstrating tangible support shows that you are willing to back up your words with action. Being an ally is an ongoing process of learning and growth. In times of crisis and beyond, being an ally is about standing in solidarity with those who are vulnerable and taking meaningful action to support them. By listening, educating ourselves, speaking out, and fostering inclusive environments, we can help create a workplace where everyone feels safe, valued, and respected.

Day 1: Introduction to Workplace Boundaries and Equity Hello, LinkedIn Family! So, we’re going to chat about the world of workplace boundaries and equitable treatment. Think of it as the ultimate adventure in the professional jungle. Yes, it's like being Indiana Jones, but instead of dodging boulders, we're sidestepping oversteppers and championing fairness. In any professional setting, establishing clear boundaries is not just about saying "no" but about fostering mutual respect and understanding. It's about creating a space where every individual can thrive, balancing personal well-being with professional commitments. Equally important is the principle of equitable treatment. It's the foundation upon which inclusive, diverse workplaces are built, ensuring that every voice is heard, every contribution valued, and every individual treated fairly and with respect. So, it’s a lot to go through so I’m going to break it down over the next week: 1. The ABCs of workplace boundaries and why equitable treatment should be your new BFF. 2. Crafting the art of saying "No, thank you" with the grace of a gazelle and the firmness of a... very firm thing. 3. How to spot inequality like a pro detective and what to do about it (Spoiler: It doesn't involve capes, usually… unless that’s your thing). 4. The survival guide for when boundaries are as respected as jaywalking laws in New York. 5. Conjuring a magical workplace culture where everyone thrives (or at least doesn't want to hide in the bathroom). Why This Subject? Because blending personal well-being with professional excellence shouldn't be as difficult as finding a polite political discussion online. And let's face it, a happier, fairer workplace is the dream – and I'm here to help make it your reality. Today's Laugh: If you had to describe your workplace's approach to boundaries and equitable treatment using a movie title, what would it be? "Gone with the Wind"? "Mission Impossible"? Share below and let's crack each other up! Alright, team, it's storytime in the comments! Ever had to set a boundary with the subtlety of a neon sign? Or maybe you've championed equity with the zeal of a superhero? How did it go down? Did it change the game or was it more "comedy of errors"? #WorkplaceBoundaries #EquitableTreatment #ProfessionalGrowth #InclusiveWorkplace #Leadership #HR

A shocking 25% of UK employees – that's around eight million people – have experienced workplace conflict in the past year, according to the CIPD Good Work Index 2024. Key Findings: 48% felt humiliated or undermined 35% faced shouting or heated arguments 34% experienced verbal abuse or insults 20% encountered discriminatory behaviour Read on for more: https://bit.ly/3W5C8OE #WorkplaceConflict #CIPDReport #InclusiveWorkplace #EmployeeWellbeing #PositiveCulture #GoodWorkIndex

Our Lack Of Connection Is Doing Us Great Harm According to the WSJ, "more Americans are profoundly lonely, and the way they work—more digitally linked but less personally connected—is deepening that sense of isolation.” Consider these disturbing trends: *** The number of U.S. adults who call themselves lonely has climbed to 58% from 46% in 2018, according to a recent Cigna poll. *** Among one company's 5,000 hybrid & fully on-site employees, the most popular community chat group offered by a company mental-health provider is simply called “Loneliness.”  *** Since 2020, Americans have tripled the time spent in meetings  leaving less time for the casual interactions that social scientists say foster happiness at work. *** Face-to-face meetings now account for only 8% of employee time at work. *** In a survey of 101,000 people, only 68% said they knew their co-workers on a personal level, down from 79% five years ago. Noting that research proves the single greatest driver of human well-being is “belonging,” it’s become incumbent upon organizations – workplace managers, especially – to go out of their way to actively foster employee social interactions, relationship building and connection.  We’ve all heard the adage that people don’t quit companies, they quit managers. In truth, more workers quit jobs where they feel anonymous, unappreciated and undervalued. Building team connection has become one of the most essential leadership responsibilities because it leads to human thriving.  And without thriving humans, we can only expect sub-optimal performance in our workplaces.