MIX Diversity Developers

06/01/2026

If you’re a leader or part of a People Team and feeling uneasy about the Right to Disconnect, try asking yourself:

→ Why do I believe employees need to be reachable after hours?
→ Is our workload genuinely manageable?
→ Do we all share the same understanding of expectations – or is what’s in my head different from what my team thinks?

Research consistently shows that happier employees perform better. So instead of seeing the Right to Disconnect as a restriction, why not reframe it as an opportunity? It’s a chance to invest in wellbeing, build trust, and create a culture where people can truly thrive.

https://www.peoplemanagement.co.uk/article/1944082/right-switch-off-protecting-employees-personal-time

Gareth Dando explores the growing movement towards a right to disconnect and how businesses can manage expectations around out-of-hours contact

16/12/2025

"Psychological safety isn’t the soft stuff. It’s the foundation that makes the hard stuff possible."

In an exclusive article for Mix, leadership and culture specialist Kris Bachoo explains why psychological safety is the foundation of high performance – and how leaders can build it with confidence and courage.

Psychological Safety, And Why It’s Never Been More Important - an in-depth guide from the company culture experts at Mix Diversity.

11/12/2025

Alarming new research shows how gender inequality can physiologically “thin” areas of women’s brains. And how rigid gender norms harm men, too.

Time and again, we see how *meaningful* systemic change improves performance, health and productivity across an organisation. As we look ahead to 2026, here are some ideas to take forward:

→ Strengthen organisational systems, not just behaviours
Conduct gender-equality audits across pay, progression, workload, and decision-making influence. Ensure equitable access to career-advancing opportunities and leadership pathways. Review all policies - e.g., flexible working, parental leave, reporting mechanisms - to identify structural barriers.

→ Actively tackle subtle and everyday sexism
Provide training on microaggressions, patronising behaviour, benevolent sexism and stereotype threat. Build confidence in leaders to call out inappropriate behaviour quickly and consistently. Embed inclusive leadership expectations into performance reviews.

→ Prioritise psychological safety
Train managers on trauma-informed leadership practices and the impact of chronic stress. Regularly measure psychological safety at team level and act on the results. Offer confidential reporting routes and ensure follow-through.

→ Reduce harmful gender norms for men
Promote healthier, “caring masculinity” models that value compassion, collaboration and balance. Normalise men taking parental leave, flexible working and wellbeing support. Challenge cultures of overwork, bravado and risk-taking that contribute to misconduct or burnout.

→ Invest in gender-responsive health and wellbeing support
Ensure occupational health, mental-health support and benefits meet the needs of different genders. Train managers on gender-specific health issues (e.g., menstrual health, menopause, fertility challenges). Partner with employee networks to identify gaps and build trust.

→ Encourage transparency and open conversations
Share data on gender representation, pay, promotion and wellbeing outcomes. Support safe spaces for women and men to discuss experiences of discrimination and gender expectations. Communicate clearly that speaking up improves culture and wellbeing.

→ Lead by example
Model inclusive behaviour consistently. Avoid stereotype-reinforcing language. Sponsor women and underrepresented employees, don’t just mentor them.

Gender equity is a strategic imperative, not a “nice to have”. Addressing both structural and everyday sexism creates healthier, more productive workplaces, and benefits everyone.

→ DM us for a free 45 minute consultation.

https://www.bbc.co.uk/future/article/20251209-brain-scars-the-hidden-forms-of-sexism-that-harm-womens-health

Subtle sexism that pervades everyday life often gets shrugged off. But research shows it can still have lasting psychological effects – including "thinning" parts of the brain.

10/12/2025

When it comes to leadership and inclusion training, *who* you put in the room matters just as much as *what* you teach.

The mix of departments, levels and perspectives can completely shape the honesty of conversations, the quality of learning and the momentum for culture change. Here’s a look at how different cohort designs influence impact and what to consider when planning your next programme.

https://www.mixdiversity.com/blog/leadership-training-how-to-build-the-right-cohort/

Leadership Training: How to Build the Right Cohort - an in-depth guide from the company culture experts at Mix Diversity.

03/12/2025

Today marks International Day of People with Disabilities. A day dedicated to the rights and well-being of people with disabilities in all areas of society, helping to improve accessibility and inclusivity at every level.

Have you thought about how your workplace can better support people with disabilities?
Training and education around this is a key method in raising awareness.

Head over to our website to find out more about how your workplace can celebrate
https://www.mixdiversity.com/awareness-day/international-day-of-people-with-disabilities/

19/11/2025

Today is International Men's Day, and this year's theme is focused on 'celebrating men and boys'.

What does today mean to you? For some, raising awareness of issues men face with mental health, discrimination, or their well-being may be a priority. For others, it can be an opportunity to give a shoutout to a positive male role model in your life. Discussions around inclusion, gender equality in every community, and challenging stereotypes may also come up.

Interested in finding out what today stands for? https://internationalmensday.com/
Next year, you could book a training experience for your team to create engaging discussions, educate teams, and give support to those who need it.
https://www.mixdiversity.com/awareness-day/international-mens-day-speakers/

24/10/2025

Consistently getting someone’s name wrong may seem minor, but it can have lasting effects on an individual’s sense of belonging and inclusion.

So why is name pronunciation so important? And what practical steps can your organisation take to embrace this small, yet impactful, change?

Consistently getting someone’s name wrong can have lasting effects on their sense of belonging and inclusion. Find out more in our guide.

23/10/2025

"We do not need anti-racism to be trendy. We need it to be unrelenting. Because history was never changed by those who stayed quiet when the noise died down."

Aleisha Omeike on why the theme - Standing Firm in Power and Pride - could not be more urgent

Anti-racism has slipped out of fashion. In classrooms, conversations about race are smoothed over to avoid discomfort. On social media, calling out

22/10/2025

What does unconscious bias look like in leadership?

1. Affinity Bias: Leaders favour people who share similar backgrounds, interests, or communication styles, and promote or collaborate more closely with those who “fit in” culturally or personally.

2. Confirmation Bias: Leaders seek or interpret information that reinforces their pre-existing beliefs (while ignoring contradictory evidence).

3. Gender Bias: Roles or responsibilities are unconsciously assigned based on gender stereotypes - for example, assuming women excel at administrative tasks or men are more suited for leadership positions.

4. Performance Bias: Employee performance is evaluated based on subjective assumptions, not than measurable results. For instance, leaders might assume that a more outspoken or visible employee is more effective than a quieter but equally capable team member.

5. Recency Bias: A leader gives disproportionate weight to recent events or performances, overlooking consistent long-term contributions. It often distorts performance reviews and promotion decisions.

6. Fundamental Attribution Error: Leaders may attribute an employee's mistakes to character flaws (e.g., laziness) rather than considering situational factors (e.g., workload, personal issues).

Unconscious bias doesn’t make us “bad” - it makes us human. But, left unchecked, it excludes unique perspectives, leads to poor decision-making, undermines equality and limits both professional development and business growth opportunities.

Mix can help ensure that's not the story in your organisation. DM us or visit our website to find out more.

Company-Wide Unconscious Bias Training In a Format That Fits Your Needs. Designed By The Brightest Minds In EDI. Talk To Us.

21/10/2025

“This report lays bare the scale of architecture’s gender inequity crisis. We cannot afford to lose talented women to outdated workplace cultures or structural inequity."

A new report from RIBA and Fawcett Society examines the ‘Old Boys’ Club’, the parenthood penalty and everyday sexism in

Despite good intentions and pockets of progress, gender inequality remains deeply embedded in the architecture sector’s culture and structures, a RIBA-commissioned study by the Fawcett Society has found

20/10/2025

Everyone deserves to let their hair down with colleagues and celebrate being part of a team. But, in 2025, office parties that aren't planned (and executed) with caution run an increased risk of sexual harassment tribunals.

Join our FREE webinar for HR professionals on Thursday 14th November to learn:

→ Practical steps your organisation can take to prepare for office parties, including reviewing policies, conducting risk assessments and how to clearly communicating expectations.
→ How the Worker Protection Act regulations directly relate to workplace social gatherings and office parties.
→ The significance of power imbalances, with real-life scenarios illustrating the dangers and consequences of inaction.
→ Lessons from recent legal cases where failure to set behavioural guidelines at social events led to harassment, tribunal awards, and employer liability.
→ How to put policy into practice during parties with leadership presence, responsible alcohol management, monitoring dynamics, anonymised reporting options, and inclusive arrangements.
→ Procedures for managing incidents during or after events, and the importance of post-event review to improve future practices.

Register for free: a3e57bbe-f244-4ea7-b17d-2a2c2a15a4d1@ed3a35e1-378e-4b03-b412-19cf69070727" rel="ugc" target="_blank">https://events.teams.microsoft.com/event/a3e57bbe-f244-4ea7-b17d-2a2c2a15a4d1@ed3a35e1-378e-4b03-b412-19cf69070727

17/10/2025

Now in its third year, the City & Guilds index is an invaluable benchmark to drive meaningful change. Findings from 2025's report show there is still much work to do:

• 33% of neurodiverse employees were not satisfied with the current support they are receiving from their employer
• 51% of employees say they have taken time off work because of their neurodivergence
• 26% reported having no adjustments put in place relating to their caring responsibilities

Read the report in full here: https://77f20764.flowpaper.com/CityandGuildsNeurodiversityIndexReport2025/ =1

2026 Neurodiversity Index Survey is Live! Add your experience, help shape the future – complete the Neurodiversity Index survey. Complete the survey 3 Over the last 3 years, we have worked on the Neurodiversity Index Report in partnership with Do-IT Solutions. We have uncovered valuable insights i...