Why businesses should do more to support employees with cancer
By Sally Pritchett
CEO
It’s time for businesses to step up, show compassion, and enable a culture of understanding and support employees with cancer.
In today’s world, businesses exist for more than profit alone. They can be integral parts of our communities and influence lives way beyond the boardroom.
However, one crucial aspect that often gets overlooked is the support for employees facing significant health challenges – especially those working with cancer. We believe businesses can do more, and should do more. It’s time for businesses to step up, show compassion, and enable a culture of understanding and support.
Working with cancer: the facts
- There were 18.1 million new cases of cancer worldwide in 2020
- 1 in 2 people will be diagnosed with cancer at some point in their lifetime
- Half of those diagnosed with cancer are of working age
- 50% of employees consider it difficult (or are afraid) to reveal their cancer diagnosis to employers
- 92% of patients agree that the support they receive positively impacts their health
- Rates of depression and anxiety are higher in the cancer population than in the general population
- The World Health Organization states that 30–50% of cancers are currently preventable by avoiding key risk factors
The business case for better employee support
It goes without saying that supporting your employees through significant life events, such as cancer, is the right thing to do. But there are some other more business-specific reasons too.
Improved employee culture
By encouraging a culture of understanding and support, employees will feel safer, more valued and genuinely cared for by their employer.
Reduced absenteeism and presenteeism
Businesses that help employees manage their health effectively can reduce the likelihood of extended absences or reduced productivity due to ill health.
Retain talent
Employees are more likely to stay with businesses that are able to demonstrate a real commitment to their wellbeing.
Better employee engagement
By ensuring employees feel supported during challenging times, they are likely to be more engaged and motivated in their work.
An inclusive workplace environment
By supporting employees with cancer, it sends the message that employees of all backgrounds and health statuses are valued and respected.
Industry benchmark
Businesses that prioritise employee well-being are setting a benchmark for industry standards, encouraging other companies to follow suit, and ultimately creating better corporate environments for everyone.
What can your business do?
In the corporate world, empathy has often taken a backseat to productivity. But in recent times, more businesses are prioritising the wellbeing of their workforce and stepping up to support employees beyond their paycheck.
Here are a few things that can be offered to help employees feel supported through their diagnosis and treatment.
Provide flexible work arrangements
It’s become clear in recent years that accessible flexible working can be a game-changer to help ease the burden on employees. By allowing employees undergoing treatment to adjust their work patterns or work remotely, employers can provide much needed security and flexibility to juggle work and health more easily.
Ensure you have a cancer policy
Helping employees understand what support they can expect and how their pay will be impacted will reassure them during an emotional time. You could also take the #WorkingWithCancer pledge as an external commitment of your support to employees with cancer.
Support employees through Employee Assistance Programmes
Undergoing cancer treatment is a unique experience for each and every person. By offering a range of programmes, such as counselling, access to resource networks and talking services, you can help employees feel cared for on their own journey.
Transparent communication and employee education
Open and honest communication is the foundation of a supportive workplace culture. Clear signposting to policy documents and transparent information about available benefits, resources and support, can help employees navigate an incredibly emotional time. Employee education and engagement can further raise awareness and help create a culture of empathy amongst colleagues.
Build a community of care
Beyond policies and programmes, it’s vital for businesses to foster a community of care. Often employee communities in large organisations can offer the opportunity to connect with others undergoing similar treatments or diagnoses.
This can be achieved through maintaining an open dialogue about cancer, organising support groups, or arranging group awareness activities. Demonstrating solidarity will help employees feel like they still belong whilst undergoing treatment.
Don’t forget mental health
Cancer patients can often feel a sense of abandonment and grief once access to their hospital team and treatment has ended. By focusing on mental health, you can help employees manage ongoing physical and psychological challenges on return to the workplace.
What role can communications play?
Communication teams have a key role in helping create a supportive and empathetic work environment for employees facing long-term illness. Here are some ways that comms teams can meaningfully support employees living and working with cancer.
Open and accessible resources
- Establish and communicate clear channels for employees to talk about their health and any related concerns. This could include regular check-ins or confidential hotlines.
- Develop a comprehensive and accessible guide that provides information about available benefits, policies and other relevant resources. This could also cover employee rights regarding privacy and disclosure, as well as advice for communicating with supervisors and colleagues.
Managers’ toolkits
- Ensure that managers are aware of options for flexible working and are equipped to help employees benefit from them.
- Equip managers and supervisors with resources and tools to support employees working with cancer. This could include showing what open and empathetic conversations look and sound like.
Wellbeing programmes and employee engagement
- Provide health and wellbeing education, encouraging employees to be aware of the symptoms of cancer, health risks and advice around prevention.
- Host workshops or “lunch and learn” forums to educate employees about cancer, its treatments and how to support colleagues who have been diagnosed.
- Organise wellness activities, support groups, or workshops that focus on mental health and wellbeing.
- Maintain an open dialogue about cancer all year round (beyond awareness days), to demonstrate a genuine commitment to employee wellness.
- Provide communications and training to educate colleagues and managers on how to communicate and interact with employees who have cancer. This includes understanding boundaries, respecting privacy, and how to offer support.
Enable employee advocacy
- Employee Resource Groups (ERGs) can be valuable forums to help drive awareness and educate the workforce. Work closely with ERGs to understand what assets they require and what they need to feel supported.
- Seek feedback from employees who have faced cancer. Ask them about their experiences and any suggestions for improvement. You can then use this information to adapt and refine communications.
It’s time to step up and support employees with cancer
Employers play a fundamental role in their employees’ lives, particularly those facing cancer. By being empathetic, offering flexibility and creating a culture of care and support, businesses can create a workplace culture that not only supports employees facing cancer but also demonstrates commitment to employee wellbeing. This, in turn, contributes to a more inclusive, caring, and productive work environment for all employees.
From awareness to prevention, to employee allyship and support, we help businesses educate their workforce and encourage employees to take care of their whole selves – both inside and outside of the workplace.
Join the conversation
Join us for an enlightening discussion as we ‘Tune In’ to the experiences of employees living with cancer.
It’s time to move employee mental health and wellbeing up the agenda for 2024
By Sally Pritchett
CEO
As we approach 2024, with strategy planning in full swing, there's no excuse for organizations to neglect the importance of employee mental health and wellbeing.
The facts are clear. According to Headspace’s Fifth Annual Workforce Attitudes Towards Mental Health Report, 95% of CEOs agree that their employees perform better at work when their mental health is strong and there is good recognition of the importance of mental health in the workplace.
The Wellbeing Movement backs that up with research demonstrating that a 1% increase in employee happiness leads to a 12% increase in productivity and that workplaces with better wellbeing are 14% more likely to attract prospective talent. Additionally, poor mental health is estimated to have cost UK employers up to £56bn in 2020-2021 with burned-out employees six times more likely to want to leave their current jobs.
Sadly, despite the impact of poor wellbeing and the commercial case to invest in improving it being clear, we still have a long way to go. Headspace’s Workforce Attitude Report found instability, productivity pressure, and rising expectations for all are driving a sense of dread in the workplace, with 87% of employees experiencing it at least once a month and 49% experiencing it at least once a week.
According to Deloitte, 60% of employees, 64% of managers and 75% of C-suite are seriously considering quitting for a job that would better support their wellbeing. They found that a significant percentage of employees say their job negatively affects their physical (33%), mental (40%), and social (21%) wellbeing. Only around one out of three employees feel their job has a positive impact on their physical (33%), mental (32%), and social (31%) wellbeing.
Driving a healthy culture that supports employee mental health and wellbeing
This World Mental Health Day we’re calling on leaders to plan for a better 2024. The great news is there are some clear areas to focus on and it’s not all expensive on-site yoga suites.
Here are some of the best ways to drive a healthy culture:
Make genuine strides in diversity, equity, inclusion and belonging
There is mounting evidence on the intersectionality of wellbeing with DEIB with 54% of employees stating that their employer’s DEIB policy has a positive impact on their mental health.
Invest in culture
Working on driving culture can feel overwhelming, but working with someone like Great Place to Work can really help. The user-friendly platform provides you with an off-the-shelf proven and trusted employee opinion survey, benchmarking your results against other companies of a similar size. Expert analysts also review your results with you, pointing you in the direction of opportunities for the greatest improvement.
Question flexibility
Of course, the great debate on the level of working from home versus back to the office continues, but evidence shows that what employees really want is true flexibility including when they work as well as where. Feeling empowered and in control is shown to have huge health benefits. Consider opening new trials in 2024 to demonstrate that the organisation is open to more collaboration and look for a win: win for both employee wellbeing and organisational effectiveness.
Empower employee voice
Outside of employee opinion surveys, employees want and need more opportunities to be heard. This could be through ERGs (employee resource groups), whistleblowing channels, or the introduction of a new culture of empowering and encouraging employees to call out poor behaviour.
Ramp up purpose and volunteering
A recent study from the National Council for Voluntary Organisations found that 75% of volunteers reported that volunteering improves their mental health and overall wellbeing. Encourage employees to engage in purpose-driven initiatives and volunteering activities to foster a sense of fulfilment and connection.
Provide mentoring support
Mentorship can positively impact mental wellbeing by fostering a sense of belonging. Establish mentoring programs to provide employees with guidance, support, and opportunities for personal and professional growth.
Support managers and HR departments
Managers and HR departments play a pivotal role in supporting employee mental health and wellbeing. Provide them with training and resources to identify signs of stress and burn-out.
Keeping employee health and wellbeing high on the agenda
As we approach 2024, the path to fostering a mentally healthy and flourishing workforce has never been clearer. If you are committed to prioritising your employees’ wellbeing then we share a common mission: to create workplaces that are fairer, healthier, and happier.
Get our Employee Wellbeing Calendar, loaded with crucial awareness dates here.
From strategic employee engagement programmes to cultivating psychologically safe workplace cultures where positive mental health and wellbeing can flourish, we are here to provide the support you need.
Reaching the frontline: How to engage hard-to-reach employees
By Sally Pritchett
CEO
Discover how to effectively engage hard-to-reach employees with inclusive internal communications.
Accessible and inclusive internal communications play a key part in creating and maintaining a thriving workforce. But when it comes to large, multi-level organisations, how do you communicate to such a wide and varied audience?
Frontline workers in particular pose a unique challenge as, by the very nature of their active job role, they are usually the hardest to reach. Without access to a laptop or sometimes even a work email account, it’s a challenge to ensure these employees are receiving important messages and are aligned with company values.
And although being away from a desk can have plenty of benefits, it’s these frontline workers who could benefit the most from inclusive communications. By reaching these employees, we can help them avoid any feelings of isolation or disconnectedness from the business while they are out on the frontline.
So, what is the best way to reach every employee, even those that are hard-to-reach? Clear and accessible communications, cutting through the noise and using a wide range of channels are just a few ways we can make sure our messages are engaging the whole workforce.
Case study: Launching a global employee app for DHL Express
DHL Express asked us to help them launch Smart Connect – an internal employee app and social intranet for DHL employees to help manage their work and stay connected. The aim of the app was to connect all 120k employees, providing news, HR services and info pages.
They explained that uptake of a previous internal app had been low, so it was important to get this launch right so the new app didn’t suffer the same fate.
We needed to be able to engage a diverse range of employees – across borders, language barriers and hugely different roles. It was also important that people felt confident to download the app onto their own personal devices, as many frontline workers didn’t have access to a work computer.
The client had also found that although DHL Express has a strong and consistent brand identity, this wasn’t always resonating with employees for internal communications.
Our approach to engaging hard-to-reach employees
So, how did we go about grabbing the attention of thousands of employees across offices, service centres, and out on the frontline?
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We gathered employee feedback
We wanted to understand the barriers to adoption, the challenges of reaching the workforce and what would capture DHL employees’ attention.
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We dived deep into the app experience
Training calls helped us better understand the app’s key features. This meant we could focus the campaign on areas that would have the biggest impact on employee experience.
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We stepped away from the norm
By using bespoke and attention-grabbing illustrations, we ensured the launch would have cut-through amongst other internal communications.
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We created a ‘portal to possibility’
We positioned the employee’s phone as the doorway into the world of DHL Express. Bright and energetic depictions of employees interacting with messages and pages leapt out of the phone, larger than life.
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We used a wide variety of comms channels
With highly diverse employees based all over the world, we rolled out the campaign across a variety of channels including posters, internal TV screens and roadshows. We knew we had to make the comms as engaging and accessible as possible to be able to reach everyone across the business.
By working closely with the DHL Express team, we were able to successfully roll out the ‘A portal to possibility’ campaign. The innovative approach combined with accessible content captivated employees, surpassed prior downloads and engaged all regions and roles.
Let’s talk to see how we can help you create highly inclusive and human-centric campaigns that engage hard-to-reach employees.
Working with a B Corp creative agency: what to expect
By Sally Pritchett
CEO
As a B Corp creative agency, we're proud to contribute to a global movement that leverages business for positive change, making a meaningful difference to the world and those around us.
But what does that mean when you work with us?
Being a B Corp creative communications agency signifies our dedication to upholding the highest ethical standards throughout all aspects of our business. We try to do the right thing by not only our team, but our customers, their customers, our community, society, and the planet, all whilst balancing the need for profit in order to maintain a well-invested and thriving business.
In this article, we explore how being a B Corp creative agency benefits our customers, and what you can expect when working with a B Corp business.
Here are just some of the things you might notice.
Better service
As well as being a B Corp, we’re also an employee-owned business, which means everyone in our team is genuinely invested in creating great outcomes for our customers. Our staff retention is better than the average business which means our knowledge of your business grows as we maintain longer and more trusted relationships internally and externally.
Honest communication
Whether we’re delivering good news or not so good, you can expect transparency. We work in genuine partnership with our clients and external partners, built on honesty and trust. B Corp businesses are in trusted partnerships with society, the planet, and everyone they do business with, we’re seeking win:win opportunities.
End-to-end fairness with B Corp creative agency
From the way we work with our supply chains to the pricing we agree with our customers, we seek fairness. We’re not in a race to the bottom because we know that somewhere along the line either the planet, our team or our suppliers pay the price.
Always striving to de-carbonise
We consider the planet in every decision we make, we’re committed to de-carbonising and we will work closely with you to support you to make the most sustainable choices.
For example, all the paper we use for your production needs is FSC Certified and carbon-balanced (and chlorine and acid-free). We also use vegan inks where possible. We use efficient printing methods that optimise water and energy usage, and we recycle as much as we can. Our print suppliers, like us, hold Planet Mark certification, signifying our joint commitment to measuring and reducing our environmental footprints.
We’re inclusive
A big part of fairness is making sure everyone is included, represented authentically, and has a voice. We work hard and have stringent processes in place to make sure our work is diverse and represents everyone in a way that resonates with them. We set high standards of education and awareness on diversity, equity, inclusion and belonging internally and will guide you where it’s appropriate.
We believe in progress, not perfection
We know that moving forward isn’t always linear. We’re curious and always learning about new ways to improve, what’s right today may be different in the future so you can expect us to constantly change and evolve.
Everyday impact
We recognise that impact comes in all shapes and sizes. We value small impacts just as much as major ones, as they collectively contribute to positive change.
Recommendations and referrals
The B Corp movement is a global community of connected and like-minded organisations, so we’ll often recommend other B Corp agencies or businesses to our clients if we feel their services would be useful.
Does this sound like the kind of relationship you’d like to have with your agency partner?
If so, great news. As a certified B Corp creative agency we’d love to hear from you, or you can search for all the great B Corp businesses here.
How to build an inclusive workplace culture through authentic conversations
By Sally Pritchett
CEO
In this article, we explore how genuine and authentic conversations can help foster inclusive workplace cultures that unite global teams.
Inclusive workplace cultures are rapidly becoming a top priority for businesses dedicated to boosting creativity and innovation, increasing employee retention, and enhancing overall wellbeing.
A study by the Boston Consulting Group found that employees in workplaces with inclusive cultures were 81% happier in their jobs – three times more than those who didn’t feel included. However, the commitment to an inclusive workplace culture must be visible throughout the organisation, involving all employees from top to bottom.
So, how can you make an inclusive workplace culture visible and start authentic conversations around diversity, equity, and belonging? It can be a daunting task, especially when dealing with an international, disconnected and geographically diverse workforce.
Case study: Building an inclusive workplace culture with ‘Great to Be’
Following a drastic increase in the role of air cargo during and after the Covid-19 pandemic, IAG Cargo experienced extensive and rapid growth – a trend set to continue.
Despite investment in refreshing the IAG Cargo brand mission, vision, and values, employee engagement, pride, and loyalty remained low. The Organizational Health Index (OHI) results also highlighted a gap in reaching the frontline, raising concerns about the fragmented workforce lacking a cohesive sense of belonging and connection to the IAG Cargo brand.
As a naturally diverse business due to its international presence across over 80 countries, inclusivity wasn’t being felt across the global workforce. This was further exacerbated by some employees being directly contracted by the airlines, not the IAG Cargo business, presenting an additional barrier to belonging.
A critical need arose for a new approach to engagement, recognition, and retention. This was the start of ‘Great to be’.
Uniting a global workforce
How did we address this challenge and unite an international and fragmented workforce across 80 countries, creating a sense of belonging?
- Diversity and inclusion were integrated into everyday conversations to create an environment where everyone felt safe to contribute their knowledge and perspectives.
- We launched ‘Great to Be’, a long-term campaign that recognised key DEIB and wellbeing calendar events, demonstrating IAG Cargo’s longstanding commitment.
- The culture change originated from the top, with leadership sponsors championing events and speaking candidly about their own experiences.
- Managers were equipped to become more inclusive leaders, ensuring that everyone was seen, heard, and given the opportunity to succeed.
- Spaces for conversations were created, allowing for open, honest dialogues, and providing a safe place for employees to ask questions and share stories.
- ‘Great to Be’ is just the start of IAG Cargo’s journey towards creating a workforce where all employees could belong. The campaign not only served as a launchpad to unify its workforce but also encouraged continued conversations around crucial diversity and inclusion topics.
To find out how we can help you initiate authentic conversations DEIB with your employees as you look to foster an inclusive workplace culture, get in touch with us today.
Building a culture of belonging across diverse countries and cultures
By Sally Pritchett
CEO
Discover how we helped a global business to foster a culture of belonging.
Enhancing performance and cultivating loyalty, a culture of belonging encourages united dedication and purpose across a business. As Tony Bond, SVP, Chief Diversity & Innovation Officer at Great Place To Work explains: “Diversity is being invited to the party, inclusion is being asked to dance and belonging is dancing like nobody’s watching, because that’s how free you feel to be yourself.”
Why does belonging matter?
Belonging is not just a buzzword. According to Deloitte’s 2020 Global Human Capital Trends survey, 79% of organisations consider belonging important for their achievements. Research conducted by BetterUp revealed that when employees feel a sense of belonging, businesses experience large benefits, including improved job performance by 56%, a 50% lower risk of turnover, and a 75% decrease in employee sick days.
Creating a sense of belonging across countries and cultures is essential for global businesses looking to foster unity, collaboration, and innovation among diverse teams. But global campaigns can face unique challenges due to cultural differences, language barriers, and varying workplace practices. Tailoring your campaign to resonate with employees from different backgrounds while maintaining a consistent message of belonging requires careful planning, cross-cultural collaboration, and sensitivity to specific regional needs.
Case study: Making belonging part of the everyday conversation
Spanning 220 countries and territories, with a global workforce of around 600,000, DHL Group realised that they were not fully tapping into the potential of their diverse workforce. To celebrate the diversity of their employees and foster inclusivity they recognised the need to help all employees feel that they belong.
We distilled the concept of belonging into a simple and relatable campaign – and that was the start of ‘I Belong’.
Our creative strategy made the concept of belonging relatable and simple, for all. The results of the campaign were remarkable, seeing high engagement on both internal and external channels, which we put down to four key reasons.
- Real employees took centre stage, sharing their stories of how belonging extends from their personal lives into the workplace. Through blended images, the campaign showcased the authentic experiences of employees, fostering authenticity and unity.
- We leveraged the power of user-generated content by creating a versatile frame device. This device enabled employees to share their stories across internal and external channels, and was accessible across countries and cultures.
- To ensure global consistency, a comprehensive global toolkit was created, including campaign assets, videos, and a user-generated content toolkit for employees. This facilitated engagement across diverse regions and cultures within the organization.
- The campaign utilized the #iBelong hashtag and frame template, resonating with employees of different genders, ages, ethnicities, and cultures. By amplifying the campaign across internal and external channels, equal access was provided for all employees to participate and contribute their authentic stories.
Through employee engagement and participation, ‘I Belong’ encouraged individuals to share their authentic stories, creating a platform for open dialogue and connection. The global reach and impact extended the message of inclusivity beyond the organization, fostering connection among employees, reinforcing the importance of belonging and diversity in the workplace.
Colleagues all around the world have posted the template with their belonging stories. Our internal DEIB social wall is just flooded posts and people keep on posting. We can already say after a few days it is a very successful campaign engaging so many colleagues who are proud to work for DHL Group!
Head of Corporate Team in Digital & Internal Comms, DHL Group
Creating a culture of belonging across countries and cultures is an ongoing journey. Contact us today to chat about how we can support you in building a culture of belonging across countries and cultures.
Key insights on diversity, equity, inclusion, and belonging from the UK's Best Workplaces™
By Sally Pritchett
CEO
Want to create a more diverse, equitable, and inclusive workplace? In this blog we share insights from the UK's Best Workplaces™ on how to create a culture where everyone feels valued, respected, and heard.
Last week, we had the privilege of taking part in Great Place to Work‘s first ‘For All Community’ event. The inaugural event gathered the UK’s Best Workplaces for meaningful discussions on diversity, equity, inclusion, and belonging (DEIB).
We heard from DHL (the World’s Number 1 Best Workplace) and our CEO, for a panel discussion on DHL’s global group-wide approach to belonging. Speakers from Cisco (the UK’s current Number 1 Best Workplace), Vodafone and Version 1 discussed the balance of DEIB in today’s world, with a focus on the role of employee resource groups (ERGs). We then heard from The Prince’s Trust, as they shared how ‘listening into action’ can make an impact.
To help you to foster an inclusive and equitable workplace, we have compiled some key insights from the event:
Prioritise communications
Clear and effective communication emerged as a vital element of successful workplaces. An analysis of anonymous feedback from the UK’s Best Workplaces revealed that strong communication was a top reason employees choose to stay. To build trust and transparency, alignment and understanding, and empower the employee voice, businesses need to prioritise their communication practices.
Connect the dots
While the ultimate responsibility for DEIB may vary across organisations, it is crucial for the communications and HR teams to work together and support each other. By fostering a strong partnership, these teams can develop and put in place DEIB strategies that drive positive change.
Maximise the potential of surveys
The phrase ‘what gets measured gets done’ was regularly repeated. Several speakers emphasised the significance of measuring progress to ensure meaningful change. Employee surveys can help you to gather valuable insights and enable you to prioritise employee feedback. Focus on improving survey response rates to gain a deeper understanding of your organisation’s DEIB landscape.
Listen to employee feedback
Actively listen to employees. Provide them with feedback on the insights learned from surveys or other channels. Play back what you’ve heard, what you’re going to work on, how they can help change, the timescales for actions. If there is anything difficult to solve be clear on this and set expectations.
Support ERGs
Employee resource groups and networks play a pivotal role in creating inclusive environments. Organisations need to value the expertise that sits within their ERGs, celebrate them, and provide adequate support and resources. Empower your ERGs to have clear missions and amplify their voices within the organisation.
Encourage human leadership
Leadership plays a critical role in shaping the company culture. Encourage leaders to lead with compassion and vulnerability, fostering an environment where open conversations about DEIB can thrive. Equip them with the necessary tools and resources to navigate sensitive discussions effectively and drive meaningful change from the top.
Foster a psychologically safe culture
Creating a psychologically safe workplace is essential for promoting DEIB. Establish an environment where mistakes are seen as learning opportunities. Equip your teams with the tools so that they can address harmful behaviour through “calling in” rather than “calling out”. Foster open conversations, provide education and awareness programs, and create safe spaces for employees to learn and grow.
Treat people as individuals
Every employee brings their unique identity and experiences to the workplace. Even within a global business with tens or hundreds of thousands of employees, recognise and respect individuality, valuing the diverse perspectives and talents that each person contributes.
Within all the discussions and insights shared at the For All Community event, one key message resonated strongly: do what you can today to keep diversity, equity, and inclusion moving forward. Each day presents an opportunity to make a meaningful difference.
We’re here to help you with your DEIB efforts, supporting you with impactful and authentic communications that foster a genuine sense of belonging.
Diversity and Inclusion Calendar
By Sally Pritchett
CEO
We have created a comprehensive, downloadable, diversity and inclusion calendar for 2023 - so you never miss an important date.
Diversity and inclusion isn’t a short-term objective that you can tick off the list – it’s an ongoing commitment to ensuring that every individual in your workforce feels heard, respected and valued, and has an equitable opportunity to fulfil their potential.
This calendar has been designed to help you keep your diversity and inclusion employee engagement programmes on track. Our DEI calendar includes a wide range of cultural, racial, religious, age, gender, sexual orientation and disability awareness dates.
Impact of Communications
Communication is a powerful tool.
When used effectively, it can help to build relationships, create understanding, and inspire action. In the workplace, effective communication can help to improve employee engagement, boost morale, and increase productivity. It can also help to attract and retain top talent, build a strong brand reputation, and achieve organisational goals.
In this video series we’re exploring the impact of communications, from how to effectively communicate purpose to creating inclusion and belonging in the workplace, from how to break down stigmas to supporting employees to find balance and wellbeing. At Something Big we’re passionate about creating change and making a meaningful difference and in this series we explore how communications can achieve long-lasting impact.
Communicating impact
Hannah Keartland collaborates with business leaders who are committed to making a significant positive impact on people and planet. In this video, Hannah and our CEO, Sally Pritchett, delve into how purpose-driven organisations can effectively communicate their social and environmental impact.
If you’re seeking to communicate your business’ purpose and impact in an effective and meaningful way, we’d love to hear from you. Get in touch
The art of delivering bad news
Receiving bad news can be challenging, particularly when the delivery is less than ideal. As humans, we can struggle to process difficult information, and it can be hard to know how to communicate effectively in such situations. In this video, Nicola Bush offers valuable insights on how to deliver bad news in a compassionate and effective manner.
Get in touch to see how we can help you to navigate difficult conversations with empathy and professionalism. Get in touch
Embracing neurodiversity
In this video, our CEO, Sally Pritchett, emphasises the need for businesses to become better allies to the neurodiverse community and to make accommodations and adjustments for everyone, regardless of diagnosis. She also discusses the importance of creating networks to support employees and celebrating the potential of the neurodiverse community.
Chat to us to find out how we can help you to create culture of trust and inclusivity. Get in touch
Supporting frontline workers
Many employers have risen to the challenge of hybrid working and demands for a better work/life balance, but it seems that the world has changed for everyone except those on the frontline. In the context of widespread industrial action in the UK, in the video, Strategy & Insight Director, Tor Radford, asks the question, how can the employee experience for frontline workers be improved? Tor discusses how better considered communications could help close the gap between operational and corporate staff.
If you are struggling to reach and engage your frontline employees, talk to us to see how we could help. Get in touch
Taking the taboo out of menopause
In this video, Account Director Emma Bond discusses women’s health, with a specific focus on breaking down the stigma surrounding menopause. Emma explores why businesses should create a supportive culture of psychological safety that enables women to thrive.
If you’re looking to tackle taboos, such as menopause, in your workplace, talk to us to see how we can help. Get in touch
The crossover of internal and external comms
Every piece of internal communication has the power to either strengthen or damage your brand. In this video Adam Longobardi discusses how the rise of social media and a competitive job market has led to the growing crossover between internal and external comms.
Talk to us about how you can increase the impact and creativity of your internal communications campaigns. Get in touch
Achieving balance in the workplace
Women often experience numerous life stages throughout their careers, including potential pregnancy and returning to work after maternity leave, to perimenopause and menopause. In this video, Account Director, Emma Christie-Hall, highlights the cultural shift needed to enable employers to better support their employees in finding balance throughout their careers.
Cultivating psychologically safe workplaces requires strong communication and company culture, chat to us to see how we can support you. Get in touch
The secret to winning the talent war
In the never-ending battle for top talent, what will set your business apart from the rest? In this video, our Commercial Director, Felicity Allen, draws upon her extensive experience in recruitment and retention within a highly competitive job market, and highlights the crucial role of purpose and culture in attracting and retaining top talent.
If you’re fighting in the talent war, we have lots of experience with creative campaigns that cut through the noise. Get in touch
TURN
IT UP
We turn up to make sure the right messages are heard – loud and clear.

This is not a rebrand
By Sally Pritchett
CEO
At Something Big, we’ve been on a journey of meaningful change.
For nearly twenty-five years, we have always tried to do the right thing by our clients, our people and our world, and that passion is stronger than ever – but we also want to reach further.
In recent years we’ve been looking at every aspect of what it means to be a business in the modern world, taking time to listen, research and learn.
We’ve enthusiastically embraced the benefits of a more flexible workplace, focused on creating an atmosphere of belonging, and made all kinds of changes that will help us have a more positive impact upon the world.
Our goal has been, and remains to be, to help talented people do great work for clients who share our passion to make a meaningful difference to our society and our planet.
Our brand change has put making a ‘meaningful difference’ at the very heart of our business, exactly where it should be. We’re taking action to create a better future for all. We’re stepping up to the challenges our society and planet face, and we’re doing it in a way that’s accountable, robust, and permanent.
Did you know that we are part of the following initiatives?
B Corp
We are proudly B Corp Certified, and part of the global movement driving business to be a force for good. This means we strive to make a positive impact on society and our planet, and we are held accountable for our actions. Find out more.
Employee-owned
We’re an employee-owned business, which means we all work together for the success of the company and, when the company does well, we all benefit. Find out more.
Great Place to Work®
We’ve been independently recognised by Great Place to Work® as a Best UK Workplace™ for women and wellbeing, based on feedback from our employees. Find out more.
Planet Mark
As a Planet Mark-certified business, we’re looking to positively transform the planet by measuring and reducing our environmental impact. Find out more.
We’re determined to continue to make a positive impact to people and planet, and our updated brand now better reflects this.
For a personal story from our CEO, Sally Pritchett, check out her recent LinkedIn article here. Sally explains how she was inspired by Mary Portas when she said: ‘It’s time to grow the trees we won’t sit beneath’.
So, although we have a fresh new logo and our website may have had a makeover, this is not a rebrand. It’s our commitment to always creating a meaningful difference – for our clients and their employees, for our team, for society and for our planet.
7 March 2023