I see it all the time.
Companies chase the badge.
Leaders build proud cultures.
HR offers benefits, wellbeing schemes, flexible work.
The intention is there.
But intention doesn’t change reality.
Even “great places to work” can be anything but great.
Ten years ago, I faced pregnancy discrimination.
I was bullied back to work after an early miscarriage.
Seven years later, my HR Director promotion was revoked because I was pregnant.
Two different companies. Two “great places” - both wrong.
Leadership often doesn’t know what support really looks like.
They think they’re doing right.
But they miss the mark.
Leaders design cultures based on what they BELIEVE people want.
But they rarely ASK what people need — especially on gender, age, or life experiences.
That’s how gender bias stays hidden, even in shiny awards.
Perks on paper, flexible options, wellbeing champions —
But ask yourself:
↳ Who’s quietly turned down promotions?
↳ Who’s punished for using flexibility?
↳ Who's voice is ignored in meetings
Real leadership digs into the data.
Don’t just rely on satisfaction surveys.
Analyse PATTERNS.
Break barriers with DATA.
Compare experiences across gender, age, role, contract type.
Look beneath the surface.
A GREAT PLACE TO WORK is built on TRUTH.
It’s built on PATTERNS.
And you never fix what you refuse to see clearly.
Does your workplace feel inclusive -
or just look it on LinkedIn?
👋🏽 𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗪𝗲’𝗿𝗲 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝘄𝗲𝗿𝗲 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘄𝗿𝗼𝗻𝗴.
𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.
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Founder of HR Habitat, award winner of "Best HR & Employment Law Consultancy, 2024" title. As featured in BBC Oline, BBC Asian Network Radio, Telegraph & more.
