As the only constant thing in life is change, it will be inevitable that our colleagues (or us!) leave the organisation that we are at. This will happen numerous times over the course of our careers. Perhaps to pursue a career at another company, to take a break to care for a newborn or an ailing family member, or perhaps because of retrenchment. Regardless of the reasons, this event may cause us to feel a variety of emotions.

According to the World Health Organization (WHO), mental health issues contribute to approximately US$1 trillion in lost productivity each year. Mental health is not just an individual's concern; it is a shared responsibility that requires the involvement of every individual and organization

Despite significant progress in recognising the importance of diversity and inclusion in the workforce today, there’s still a lack of awareness and lingering stigma surrounding neurodiversity. This gap presents a challenge towards creating a truly inclusive workplace for all.

Implementing a peer support program within an organisation offers a multitude of advantages, significantly impacting both employees and businesses. These benefits can include enhancing employee well-being, productivity, and employee retention.

People crave certainty. However, the relentless onslaught of change makes it increasingly challenging to cling to the status quo. Consequently, it has become crucial for both individuals and organisations to learn to adapt. But the question remains: how?

During our previous roundtable, we identified that layoffs, rising costs, the return to office and travel have increased stress and burnout within the workplace. 

To combat this, building a culture of care in the organisation has become increasingly crucial. However, for many, trying to incorporate a culture of care into their workplace has been nothing short of challenges and obstacles.