There’s a quiet misunderstanding sitting at the heart of many workplaces. Leaders say they want to be kind but what they often practice is niceness. And while niceness feels comfortable in the moment, it’s kindness that actually builds trust, performance, and resilient teams.

Let’s be honest: whenever someone suggests “workplace wellness,” the first thing executives think is, “That sounds expensive… so what’s the ROI?”

Women, as well as organizations, need to start working together to break it down. It's not just about fighting against the system, it's about changing our own narratives, embracing risk, demanding support, and, above all, trusting ourselves. When we collectively start rejecting self-doubt and stop waiting for the “perfect” moment, the glass ceiling won't just crack - it will shatter.

Breaking through the bamboo ceiling isn’t easy, but it’s more than worth the effort. Leaders who navigate this challenge have the power to reshape organizational cultures, redefine leadership, and inspire the next generation of diverse leaders.

Ah, rainbow washing, the corporate equivalent of showing up to a Pride parade wearing a t-shirt that says “I’m an ally” but forgetting to read up on what that really means. Also known as pinkwashing, it’s when an organization slaps a rainbow logo on everything, waves the flag for a month, and then calls it "inclusion."

In today’s fast-paced, talent-hungry job market, holding on to your best employees is a strategic imperative - not just a “nice to have.” Retaining top talent is no longer just about a fat paycheck or a corner office. It’s about creating an environment where employees feel seen, heard, and, most importantly, supported in their career journey. Enter coaching, the secret weapon for organizations that want to foster loyalty, engagement, and long-term success.

The bamboo ceiling, it’s like a ninja in the night, silently blocking talented individuals from reaching the top. But instead of a physical ceiling, it’s made up of cultural biases, social norms, and outdated stereotypes. While the term glass ceiling is often associated with the barriers that women face in leadership, the bamboo ceiling adds a layer of complexity, specifically for people from Asian and other minority backgrounds. What’s going on behind this invisible barrier,

Breaking through the glass and bamboo ceilings isn’t just a matter of opportunity, it’s a matter of breaking down deeply ingrained biases and challenging the status quo. For real progress to happen, we need to rethink leadership, build inclusive environments, and provide support that goes beyond token gestures. Organizations benefit not just from diversity in leadership, but from the innovation, creativity, and success that comes from leading with a truly diverse perspective.

nnovation is the lifeblood of the modern workplace - tech advances, industry shake-ups, and the never-ending race to stay ahead of the curve. But here's the twist: as the world fast-forwards into the future, where does that leave the older employee?

We came to realize many many years ago that pay was not really a high item in the agenda as to why staff stayed or left a job… Sure we acknowledge that few people can go to work for no pay and that all employees have expenses outside of the office that means a certain level of base pay is required. However, exiting interviews from the 1980’s first identified that pay rate was not a really high factor in peoples’ decisions to leave a company. So why did people choose to stay