The Diverse Minds Podcast

Hosted by Leyla Okhai

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313

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Aug 2026

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About the show

The podcast that talks about race equality and wellbeing for a busy modern world through inspiring stories, interviews and case studies. Brought to you by Leyla Okhai, CEO of Diverse Minds UK and former Head of the Equality, Diversity and Inclusion Centre at Imperial College London. We provide insights from diverse thought leaders in race equality, wellbeing and mental health to increase your understanding and enable you to make positive changes in your life with ease.

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August 4, 202616 min

#311 AI in HR: Are We Automating Bias Into HR Processes?

Welcome to the 311th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the rapid rise of AI in HR and asking a critical question: are we automating the very biases we're trying to eliminate? In today’s show on AI in HR: Are We Automating Bias Into HR Processes? 02:30 - How AI is changing HR and why it matters 07:40 - Why AI isn't neutral, and it's only as good as the data it's trained on. 09:54 - How AI should actually be used in HR 13:00 - Why transparency and consent matter right now 15:00 - What HR leaders can do to audit and implement AI ethically Quotes on AI in HR: Are We Automating Bias Into HR Processes? AI in HR specifically: are we automating bias into our processes? These benefits assume that AI is neutral, but they're not. If humans aren't, why on earth would AI be? AI systems are only as good as the data they're trained on, and if that data reflects historical biases, AI will perpetuate or even amplify those biases. Candidates and employees don't really know how decisions are being made or why they're being rejected, and I don't think that's transparent. It feels like we're sleepwalking into something really, really horrible. .stk-4da79ac {margin-bottom:8px !important;} Resources for AI in HR: Are We Automating Bias Into HR Processes? CIPD Article: How people professionals can develop, deploy and use AI in an ethical, legal and sustainable way CIPD Article: Navigating the generative AI middle ground through co-creation in a not-for-profit organisation Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

July 21, 202617 min

#310 Are You Using Data or Spying? The Dangerous Misuse of People Analytics

Welcome to the 310th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the fine line between using data to improve performance and creating a surveillance state in your workplace. In today’s show on Are You Using Data or Spying? The Dangerous Misuse of People Analytics 00:29 – Celebrating South Asian Heritage Month and referencing our previous look into toxic egos. 01:05 – Surveillance vs. Management: The rise of keystroke tracking, webcam monitoring, and automated sentiment analysis. 02:07 – Learning from 2018 historical insights: A deep dive into Wharton Business School's warnings on wearable devices and boundary-crossing analytics. 04:17 – The true cost of tech outpacing ethics, including the psychological impact of constant tracking and multi-million euro GDPR fines. 08:15 – Actionable frameworks for change: How to build a data transparency charter, implement tiered consent models, and design an ethical tech checklist. Quotes on Are You Using Data or Spying? The Dangerous Misuse of People Analytics Most companies are increasingly using AI-driven tools to monitor staff demographics, but also productivity, emotions, and potentially physical movements. The problem isn't necessarily the people analytics in and of itself, but it's the lack of ethical guardrails and frameworks. When people feel constantly watched, they may be less likely to go the extra mile, help colleagues, or bring their full creativity and effort to their workplace. Diversity really can suffer because of algorithms. Zero tolerance needs to mean zero tolerance. Resources for Are You Using Data or Spying? The Dangerous Misuse of People Analytics Episode #309: From Rockstar to Risk: Managing the Fallout of Unchecked Egos South Asian History Month Episodes Wharton Article: People Analytics: Getting the Right Data Without Stepping Over the Line Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

July 7, 202616 min

#309 From Rockstar to Risk: Managing the Fallout of Unchecked Egos

Welcome to the 309th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the "toxic rockstar" phenomenon—that top performer who consistently exceeds targets, is brilliant at getting results, but undermines colleagues, dismisses feedback, and creates a toxic work environment. From the Elizabeth Holmes Theranos case to your own organisation, discover why unchecked egos fly under the radar, the financial and reputational costs, and practical strategies to mitigate toxic behaviour before it becomes a crisis. Listen to the episode If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. In today’s show on Stop Using Non-disclosure Agreements 00:53 - Honoring South Asian History Month and accessing nearly seven years of podcast content. 01:56 - Defining the "toxic rock star" and uncovering why high performers with unchecked egos fly under the radar. 02:49 - The cautionary tale of Theranos and Elizabeth Holmes: An extreme example of a toxic workplace culture and its devastating human cost. 06:23 - Understanding the severe financial, legal, and reputational risks of ignoring behavioral red flags. 16:30 - Actionable strategies for prevention, resetting zero-tolerance metrics, and healing a team after a toxic disruption. . Quotes on Stop Using Non-disclosure Agreements Many organisations tolerate toxic behaviour from top performers due to fear of losing revenue, talent, or having to recruit. It's their ego, their sense of entitlement, their lack of self-awareness that can then lead to these disruptive, toxic, or counterproductive behaviours. Public fallouts or discrimination cases often go back to poor behaviour that goes unchecked in leadership, but also at the middle management level. Zero tolerance has to mean zero tolerance, and that means if someone is creating havoc and bullying people, then they have to be dismissed. Toxic behavior's got to be treated like a performance issue. .stk-4da79ac {margin-bottom:8px !important;} Resources for Stop Using Non-disclosure Agreements Episode #307: The Empathy Trap: Are You an HR Manager or a Therapist? When is a Non-Disclosure Agreement (NDA) required? Discrimination and harassment changes: NDAs and protected disclosures Case Study: Pregnant Then Screwed campaign challenging ITN's NDA usage Episode #277: Your Workplace Shouldn’t Be A Family Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

June 23, 202618 min

#308 Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict

Welcome to the 308th episode of the award-winning Diverse Minds podcast! In this episode, I’m moving away from the "empathy trap" discussed last week to dive into a crucial and highly timely legal shift: the changing landscape of Non-Disclosure Agreements (NDAs) in the UK workplace. With major legal reforms coming into force this year, using NDAs as a sticking plaster for bullying, harassment, and discrimination is no longer viable. So, what are the healthier, more transparent alternatives for organisations looking to build a truly preventative culture? In today’s show on Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict 01:00 - The reality of using NDAs as a sticking plaster and upcoming UK legal reforms. 02:32 - Key statistics from the CIPD survey on how employers tackle bullying and harassment. 03:11 - Major changes under the Employment Rights Act 2025 and new rules active as of April 2026. 05:12 - High-profile case studies: The heavy reputational damage faced by higher education institutions and broadcasters. 07:07 - 5 alternatives to NDAs that workplaces can use. Quotes on Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict NDAs will remain a legitimate and important tool where they serve a proper purpose, but they should not be used for harassment, bullying, or poor behavior. Unfortunately, because mediation often comes so late in a workplace process, it's often not very successful. A business cannot silence whistleblowers amongst its workforce. I can't emphasize enough: you do not want your workplace to be a family. Whistleblowing isn't a last line of defense. It is an integral part of cultures. .stk-4da79ac {margin-bottom:8px !important;} Resources for Stop Using Non-disclosure Agreements: Why Your Company Fails at Resolving Conflict Episode #307: The Empathy Trap: Are You an HR Manager or a Therapist? Episode #277: Your Workplace Shouldn’t Be A Family When is a Non-Disclosure Agreement (NDA) required? Discrimination and harassment changes: NDAs and protected disclosures Case Study: Pregnant Then Screwed campaign challenging ITN's NDA usage Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

June 9, 202618 min

#307 The Empathy Trap: Are You an HR Manager or a Therapist?

Welcome to the 307th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring one of the most challenging aspects of working in HR: finding the balance between empathy and boundaries. An employee comes to you in tears, sharing personal struggles. In today’s show on The Empathy Trap: Are You an HR Manager or a Therapist? 01:25 - What empathy really is and how it builds trust and psychological safety 02:00 - Understanding boundaries: protecting both you and employees 03:54 - When HR blurs the line: giving advice, diagnosing, and creating dependencies. 05:00 - Three harmful patterns: emotional avoidance, over-empathizing, and avoiding boundaries entirely. 10:30 - Recognizing crisis: when to escalate rather than support. Quotes on The Empathy Trap: Are You an HR Manager or a Therapist? Where's the line between caring, not caring, and overstepping? Have you ever felt like a therapist in your HR role? Empathy without boundaries can result in compassion fatigue. Boundaries without empathy is just called transactional HR. The ideal place is: I care about your wellbeing and my own wellbeing, and my role is to connect you with the right support. Coaching skills help us flip from 'Why didn't you do this?' to 'What would you like to happen next? .stk-4da79ac {margin-bottom:8px !important;} Resources for The Empathy Trap: Are You an HR Manager or a Therapist? HR Magazine article: HR is not your therapist – but it needs one Resolving Conflict with the Drama and Empowerment Triangles Episode 97: The art of listening to support someone Episode #306: Yoga Mats Won’t Fix Burnout: The Real Root Causes of Employee Exhaustion Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

May 26, 202623 min

#306 Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion

Welcome to the 306th episode of the award-winning Diverse Minds podcast! In this episode, I'm cutting through the superficial fluff of modern corporate wellbeing programs to uncover what is actually driving employee exhaustion. In today’s show on Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion 00:56 - Why yoga classes aren't making systemic change. 01:33 - What burnout really is: WHO definition and Mental Health UK's 2026 report findings. 02:49 - The impact and legal risks of burnout in the UK. 08:16 - The need for systemic change over surface solutions. 09:05 - What really needs to shift to eliminate burnout in workplaces. Quotes on Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion Organisations will say to me, 'Oh, we have yoga and mindfulness classes.' Great, but how is this making systemic change and really supporting people's burnout? Nine in ten adults (91%) reported experiencing high or extreme pressure in the past year, and one in five (20%) have taken time off due to stress-related mental health challenges. We must rethink our approach to systemic change. As the saying goes, a stitch in time saves nine. Yoga mats won't fix burnout. We really need to look at the root cause of employee exhaustion." .stk-4da79ac {margin-bottom:8px !important;} Resources for Yoga Mats Won't Fix Burnout: The Real Root Causes of Employee Exhaustion How stress and burnout will shape the workplace in 2026 Understanding Burnout in the Workplace — Why It Matters for Businesses and How to Address It Managing stress, burnout and fatigue in health and social care Mental Health UK: Burnout An Employer’s Guide to Preventing Burnout in the Workplace Episode 305: Your D&I Strategy is a PR Stunt: Here’s how to fix it Episode #114: Identifying and Combatting Burnout Episode #304: South Asian Women and Burnout with Neelu Kaur Episode 108: What's the Big Deal with Cultural Appropriation? Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

May 12, 202623 min

#305 Your D&I Strategy is a PR Stunt: Here’s how to fix it

Welcome to the 304th episode of the award-winning Diverse Minds podcast! In this episode, I'm tackling diversity disconnect and asking a controversial question: do we actually need diversity strategies, or are they just performative PR stunts? In today’s show on Your D&I Strategy is a PR Stunt: Here’s how to fix it 00:59 - The backlash against "wokeness" and performative workplace activism 01:30 - What makes DEI performative: diversity washing, tokenism, and surface-level marketing 06:17 - Why stunts backfire at work: disengagement, management resistance, and resource drain 09:15 - From strategy to action plan: Do you actually need a glossy diversity strategy? 10:12 - Policy shifts and accountability: mandatory pay gap reporting and new legal requirements. Quotes on Your D&I Strategy is a PR Stunt: Here’s how to fix it A diversity and inclusion PR stunt in the workplace is superficial, performative actions where a company promotes diversity when trending to enhance their reputation, without making any real structural changes. Do you hear anyone talking about Black Lives Matter at the corporate level anymore? Because I certainly don't, and yet we still know there is a huge disparity in the experience of black staff. What good is a strategy when people don't read the information, and need an awful lot of spoon-feeding about how it impacts them and what they need to do differently? Data and accountability are more powerful than a strategy. Allyship is often described as 'I'm helping you.' Coalition or solidarity is 'I'm in this with you because our own lives are also diminished by this systemic abuse. .stk-4da79ac {margin-bottom:8px !important;} Resources for Your D&I Strategy is a PR Stunt: Here’s how to fix it Read The Guardian article: UK firms ditching diversity and inclusion ‘face higher risk of lawsuits’ 2025 Gen Z and Millennial Survey Employment Rights Act 2025 New protections from sexual harassment come into force Non-financial misconduct in financial services Consultation on mandatory ethnicity and disability pay gap reporting: government response What White People Can Do Next: From Allyship to Coalition Beyond Allyship: Coalition Episode #250: Do we have to do mandatory training? Episode #304: Stop Blaming Culture Fit: The Truth About Systemic Bias Episode #245: What is Psychological Safety at Work? Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

April 28, 202619 min

#304 Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR

Welcome to the 304th episode of the award-winning Diverse Minds podcast! In this episode, I'm exposing the truth about "culture fit" and how this seemingly innocent phrase disproportionately affects underrepresented groups in hiring. In today’s show on Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR 00:59 - Why culture fit hurts: how this vague term masks bias and blocks opportunities 02:00 - The definition of cultural fit: what it's supposed to mean versus what it actually means in practice 02:40 - An eye-opening research on cultural matching. 04:38 - How likability trumps competence and hinders diversity when it comes to hiring in some organisations. 09:47 - Some recruitment fixes and mindset shifts organisations can make to improve their hiring process. Quotes on Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR What if the reason you didn't get a job wasn't your skills or experience, but something far more insidious? Hiring is more than just a process of skill sorting. It is also a process of cultural matching between candidates, evaluators, and firms. Concerns about shared culture were highly salient to employers and often outweighed concerns about absolute productivity or skills for the role. Cultural fit can simply mean 'we get along.' But it becomes a problem when your opinion of an applicant becomes a deciding factor. Interestingly, going to the pub always comes up in global majority leadership programs that I run. .stk-4da79ac {margin-bottom:8px !important;} Resources for Stop Blaming "Cultural Fit": The Truth About Systemic Bias in HR Read the BBC Work-Life article: What Does Being a Cultural Fit Actually Mean? Read the Sage Journals article: Hiring as Cultural Matching: The Case of Elite Professional Service Firms Episode #267: How to Handle Gatekeepers Episode #95: Shaking up your Recruitment Process Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

April 14, 202616 min

#303 Why Professional Courage is Dead. Standing up for what's right at work.

Welcome to the 303rd episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring professional courage and asking a critical question: what do people do when they witness unethical behaviour at work but fear the consequences? In today’s show on Why Professional Courage is Dead. Standing up for what's right at work. 01:22 - What counts as unethical behaviour: fraud, bullying, discrimination, conflicts of interest, and more. 02:49 - Defining professional courage through whistleblowing, challenging authority, and ethical decision-making. 04:37 - Challenging authority and advocating for diversity and inclusion in practice. 06:36 - An alarming survey data: why 60% of UK employees don't report bullying and harassment. 14:15 - Why professional courage matters long-term for wellbeing and organisational sustainability. Quotes on Why Professional Courage is Dead. Standing up for what's right at work. We can do all the training in the world, but if the environment is still very negative, it's not going to be possible to speak up. It's much easier, I feel, for people to be nasty and rude and get away with it than it is for positive, kind, accountable behaviour to be held up as a positive way to do things. Professional courage is an interesting topic that we don't talk about enough in the workplace, and it can be very difficult to do, nigh on impossible if you're a lone voice. Whistleblowing is the act of exposing wrongdoing within an organisation to safeguard public interest. It's not easy to confront a peer who said something racist, sexist, ableist, homophobic or transphobic — especially if the workplace environment is very emotionally immature. .stk-4da79ac {margin-bottom:8px !important;} Resources for Why Professional Courage is Dead. Standing up for what's right at work. Read about the Theranos whistleblowers: Tyler Shultz and Erika Cheung Learn about Boeing whistleblower Curtis Eubank Read my blog: Speaking out about workplace bullying Episode #11: Bullying and harassment in the workplace: what you can do about it. Episode #302: Why do HR Leaders Stay Silent When Things Get Toxic? Episode #267: How to Handle Gatekeepers Episode #245: What is Psychological Safety at Work? Episode #63: Anti-bullying initiatives that work Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

March 31, 202620 min

#302 Why do HR Leaders Stay Silent When Things Get Toxic?

Welcome to the 302nd episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring toxic workplace culture after attending a darkly comedic show about HR dysfunction. From redundancies out of nowhere to poor management and increased bullying, traditional workplaces have become akin to the Wild West. Discover what truly defines toxic culture, why HR leaders often stay silent, and the radical preventative and investigative measures needed to create real change. Listen to the episode If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. In today’s show on Why Do HR Leaders Stay Silent When Things Get Toxic? 00:37 - Comedy meets HR: reflections on "You Are All Resources A Work In Progress" by Emma Davies. 01:12 - What toxic workplace culture actually looks like. 03:08 - Current pressures faced by employees in the workplace. 08:04 - Alarming stress statistics and their impact in the workplace. 08:42 - Why HR leaders stay silent in toxic environments. 10:52 - How HR leaders can fix toxic cultures. Quotes on Why do HR Leaders Stay Silent When Things Get Toxic? Traditional workplaces have become very much akin to the Wild West. We can read something, but that doesn't mean we can absorb deep tacit knowledge from one piece of information. Senior leaders are not God. They are not a higher being. They are mere mortals like the rest of us. It's very easy to say we have a zero-tolerance policy. Again, like the word toxic, what does it actually mean? The problem is that if people bring in money, if they are good at collaborating, if they are big hitters in some way, they are exempt. And we see this all the time. .stk-4da79ac {margin-bottom:8px !important;} Resources for Why do HR Leaders Stay Silent When Things Get Toxic? Read Monaco Solicitors' definition of toxic workplace culture Read my blog post: Speaking Out About Workplace Bullying Check out Shavonne O'Reilly's blog: 10 Tips: How to Survive a Toxic Workplace Explore Rad HR - radical approaches to workplace culture and HR practices Episode 300: 5 Things I learned from Careless People by Sarah Wynn Williams Episode 245: What is Psychological Safety at Work? Episode 63: Anti-Bullying Initiatives That Work Episode 267: How to Handle Gatekeepers Episode 11: Bullying and Harassment in the Workplace: What You Can Do About It Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.