In this conversation, Thomas Duncan Bell, known as the Bipolar Businessman, shares his journey of advocating for mental health in the workplace. He discusses the importance of human connection, vulnerability in leadership, and the need for businesses to invest in employee wellbeing. Bell emphasizes the significance of storytelling in mental health advocacy and the role of neurodiversity in creating a more inclusive and productive work environment. He challenges traditional business practices and calls for a shift towards a more humanistic approach in organizations.

In this conversation, Katie Neeves shares her personal journey of coming out as a transgender woman and her passion for diversity and inclusion (D&I). She discusses the challenges she faced, the importance of positivity in trans awareness, and how storytelling can be a powerful tool for education. Katie emphasizes the need for authentic voices in D&I discussions and the ongoing challenges within the industry, while also highlighting the global perspectives on trans issues.

Petra Bonus Podcast In this conversation, Petra Velzeboer discusses the importance of creating mentally healthy cultures within organizations, emphasizing the role of courageous leadership and community in fostering wellbeing. She highlights the need for accountability and self-care, while also addressing the challenges of remote work and the impact of technology on human connection. Petra advocates for open conversations about mental health and encourages individuals to take responsibility for their wellbeing, ultimately aiming to shift workplace culture towards a more supportive and inclusive environment.

In this conversation, Jack De Haugue, founder of NeuroPool, discusses the importance of humanizing the workplace and creating equitable employment opportunities for neurodivergent individuals, particularly those with autism and ADHD. He shares insights on the challenges faced in recruitment and retention, the significance of early intervention, and the mental health implications of unemployment. Jack emphasizes the need for companies to genuinely engage with neurodiversity initiatives and offers advice for those who may be undiagnosed but suspect they are neurodivergent.

In this conversation, Geoff McDonald discusses the evolution of the Working Well community and the importance of mental health in the workplace. He shares his personal journey from working at Unilever to advocating for mental health awareness and the need for organizations to create environments where employees feel safe to discuss their mental health. The conversation emphasizes the power of storytelling in normalizing mental health discussions and the necessity of shifting focus from individual well-being to organizational culture. Geoff also highlights the importance of effective measurement of employee well-being and shares his personal well-being practices through the CANDO approach.

In this conversation, Clare Gowar shares her journey from being the global lead for health and wellbeing at Philips to starting her own consultancy. She discusses her career path, the importance of stakeholder management in health initiatives, and the impact of grassroots champion networks in promoting mental health. Clare also reflects on generational differences in the workplace and the role of mental health champions, especially in the context of the COVID-19 pandemic.

Dr. Laura David, founder of Smart About Health, discusses her transition from being a GP to focusing on workplace well-being. She emphasizes the importance of preventative health strategies in the workplace, the role of qualified professionals, and the need for managers to support employee well-being. The conversation also highlights the Well-being Champion Program and personal well-being practices that contribute to a healthier work environment.

In this impromptu episode of the Working Wellbeing's podcast, Matt and Stuart discuss the lack of focus on workplace wellbeing in political manifestos. Stuart shares his background in health and fitness, recruitment, and occupational health and wellbeing. They explore the importance of organizations and the government working together to promote wellbeing and prevent harm in the workplace. They also discuss the need for a more proactive and creative approach to addressing workplace issues beyond the traditional focus on bullying, harassment, and pay. The conversation highlights the impact of work on mental and physical health and the ripple effect it has on society. The conversation explores the need for government intervention in addressing workplace stress and mental health issues. The speakers discuss the role of financial incentives in motivating organizations to take action, as well as the importance of government influencers and role models. They also touch on the potential solutions of the right to disconnect and the four-day working week, but acknowledge the complexity of addressing the root causes of workplace stress. The conversation ends on an optimistic note, with a belief that the younger generation will drive positive change in the workplace. Takeaways The lack of focus on workplace wellbeing in political manifestos highlights the need for organizations and the government to work together to promote wellbeing and prevent harm in the workplace. A more proactive and creative approach is needed to address workplace issues beyond the traditional focus on bullying, harassment, and pay. Work has a significant impact on mental and physical health, and organizations have the potential to create a ripple effect in society. The government should consider policies and legislation that influence workplaces and employers to prioritize employee wellbeing. There is a need to move towards a preventative and proactive approach to workplace wellbeing, rather than just treating the symptoms. Financial incentives may be necessary to motivate organizations to address workplace stress and mental health issues. Government influencers and role models can play a crucial role in driving change in the government and organizations. The right to disconnect and the four-day working week are potential solutions to address workplace stress, but they may not fully address the root causes. The younger generation is driving positive change in the workplace and prioritizing purpose and values in their work.

Mark, Head of Asset Services for real estate at Legal & General Investment Management, discusses the Hidden Workers report and the efforts to improve the lives of workers in the real estate industry. The report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Mark emphasizes the importance of providing sick pay, access to healthcare, and death in service benefits to support the well-being of these workers. He also discusses the Mercury model, which aims to create a consistent culture while allowing autonomy in different regions. In this conversation, Mark and Matt discuss the importance of valuing management skills and soft skills in the workplace. They highlight the need to celebrate and respect those who manage teams and projects, as well as the importance of language in shaping perceptions of these skills. They also discuss the Social Impact Ambassador role and the need for scalable initiatives that create networks of people to drive change in local communities. The conversation concludes with Mark sharing insights into his career journey and the importance of focusing on skills rather than specific jobs. Takeaways The Hidden Workers report highlighted the challenges faced by workers in roles such as security officers and cleaners, including difficult shift patterns, low pay, and limited access to healthcare. Providing sick pay, access to healthcare, and death in service benefits can make a significant difference in the lives of these workers and improve their well-being. The Mercury model aims to create a consistent culture while allowing autonomy in different regions, empowering employees to deliver excellent service and innovate within the framework. Managing a high performance culture requires ongoing conversations, in-flight coaching, and fair performance evaluations to support employees and help them reach their potential. The UK needs to value general managers and invest in line management to improve productivity and create a supportive work environment. Valuing management skills and soft skills is crucial for the success of an organization. Language plays a significant role in shaping perceptions of different skills. Creating networks of people through initiatives like the Social Impact Ambassador role can drive meaningful change in local communities. Focusing on skills rather than specific jobs can lead to a more diverse and impactful career journey.

Sharon Livermore, founder of domestic abuse education, shares her personal experience with domestic abuse and the importance of addressing this taboo subject in the workplace. She emphasizes the need for organizations to have policies and guidance in place to support employees experiencing domestic abuse. Sharon discusses the different forms of abuse, such as economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. She highlights the signs to look out for and the role that teams, managers, and organizations can play in helping victims of domestic abuse. Hybrid working presents new challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. In this conversation, Sharon Livermore discusses the importance of regularly checking in with remote workers and creating a culture of care in the workplace. They also touch on the topic of child-to-parent abuse and the need for organizations to address this issue. The conversation explores the role of well-being leaders in addressing domestic abuse and the need for education and support in organizations. Sharon emphasizes the importance of ongoing education and the need for organizations to have policies and referral pathways in place. She also highlights the need for a cultural shift and the inclusion of domestic abuse in well-being strategies. Takeaways Domestic abuse is a taboo subject that needs to be addressed in the workplace. Organizations should have policies and guidance in place to support employees experiencing domestic abuse. Different forms of abuse include economic abuse, isolation, coercive control, emotional abuse, physical abuse, and sexual abuse. Signs of domestic abuse include changes in behavior, constant phone use, isolation from colleagues, and absenteeism. Teams, managers, and organizations have a role to play in recognizing signs, having conversations, and referring individuals to support services. Hybrid working presents challenges in spotting signs, but safe spaces and regular catch-ups can still be created virtually. Regularly checking in with remote workers is important to ensure their well-being and create a culture of care in the workplace. Child-to-parent abuse is a topic that needs to be addressed and organizations should provide training and support for this issue. Well-being leaders play a crucial role in addressing domestic abuse in the workplace and should be educated on the topic. Organizations should have policies and referral pathways in place to support employees experiencing domestic abuse. Creating a culture of care and support requires ongoing education, awareness, and a commitment to change.