Marjorie's career has taken her from graduate trainee in Croydon to regional director responsible for a £26 million business, through two start-ups, two sales, and the process of leading a company through administration. She's now commercial manager at the startup she helped build, in what she describes as the best place she's been in her entire career.

We talk about what culture actually is, not what the organisation declares, but what people decide to build on the ground. Marjorie argues you cannot shape a bully, and she's honest about the last 18 months leading up to her previous company's collapse, about the mental health crisis playing out in construction right now, and about what kept her going when it would have been easier to walk away.

This is a conversation about what good leadership looks like when it shows up in other people, why mental health first aid training changed how she listened, and why, despite everything, seeing people develop is what still gives her hope.

🔑 Key Topics

• What a mentally healthy workplace actually looks like in practice
• Why culture isn't driven by the organisation, it's driven by the people in the right positions
• Why you cannot shape a bully, and what happens when one becomes your leader
• Leading over 120 people through the slow decline of a business
• Misogyny in construction, then and now
• What mental health first aid training changed for Marjorie as a leader
• The specific mental health pressures in the construction industry
• Why "I stayed for the people" is a leadership stance, not a consolation prize

💡 Did You Know?

Construction has one of the highest suicide rates of any UK industry. Marjorie talks about why the sector's culture of "just get on with it", combined with long hours, financial precarity, and a near-complete lack of psychological safety, makes honest mental health conversations almost impossible on site, and often impossible in the office too.

📝 Actionable Takeaways

• Check where your organisation's culture is actually coming from: the boardroom, or the people closest to the customer?
• If you spot a bully in leadership, don't try to coach the behaviour out. Marjorie's lived experience says it cannot be shaped
• Look at who your team comes to for advice. That's a signal of who's leading in practice
• Audit your approach to wellbeing. Are you ticking boxes, or creating real space for people to speak?
• If you're in a failing organisation, remember the people relying on you. That's a legitimate reason to stay, and a legitimate reason to leave when the damage becomes personal
• Ask yourself: what gives you hope? If the answer is nothing, that's information worth acting on

🗣️ Join the Conversation

What shapes workplace culture more, the people in it or the organisation that employs them? Have you ever stayed for the people when everything else told you to go? Share your thoughts and connect with us on social media.

Sue brings a rare combination of perspectives. As a psychotherapist, she works one-to-one with people experiencing workplace stress. As a leadership coach, she helps organisations figure out why their people are struggling in the first place. Her argument is that most wellbeing initiatives miss the point. Organisations are reaching for sticking plasters when they haven't addressed the basics: do people know what they're here to do, do they have the skills to do it, and do they feel safe enough to grow?

We talk about what Sue calls the "core four" skills that every leader needs but rarely gets taught: prioritisation, delegation, decision-making, and understanding team purpose. She explains why lean organisations are burning out their HR teams, why younger workers are turning away from management roles, and what happens when you strip an organisation back to its simplest structures. Sue also shares her "concertina approach" to HR support, bringing in temporary external expertise to build structures that last, rather than lengthy programmes that don't stick.

This is a conversation about doing less, but doing it properly, and why the simplest changes often have the biggest impact.

🔑 Key Topics

• The "core four" skills every leader needs: prioritisation, delegation, decision-making, and understanding team purpose
• Why wellbeing initiatives fail when organisations skip the basics
• The generational tension between younger employees' expectations and senior leaders' resistance to change
• Running too lean: what happens when organisations cut so deep there's no space for development
• HR burnout and the "concertina approach" to bringing in temporary external support
• Why fewer people want leadership roles, and how to make management less daunting
• Skills matrices and internal academies: focusing on three areas rather than trying to fix everything
• Systems mapping to find bottlenecks and reduce complexity

💡 Did You Know?

Most people struggle to narrow their priorities down to just three, even when they know it would improve their daily working lives. Sue explains this as resistance from our primitive brain, which wants to hold onto everything rather than let go.

📝 Actionable Takeaways

• Audit whether your team has the "core four" skills before layering on wellbeing initiatives
• Set aside time quarterly for leadership teams to assess core skills gaps and succession risks
• Focus skills development on three areas, not everything at once, and make progression visible
• Consider temporary external HR support to build lasting structures rather than committing to lengthy programmes
• Run a systems mapping exercise to identify where bottlenecks and complexity are costing you time
• Ask your team one question: "What one thing would most improve your daily working life?"

🗣️ Join the Conversation

What core skills do you think are missing in your organisation's leadership development? Are you investing in wellbeing initiatives without the basics in place? Share your thoughts and connect with us on social media.

Connect with Sue on LinkedIn | Website

https://www.linkedin.com/in/suenaughtonmarshleadershipcoach/

https://www.suenaughtonmarsh.com

As a Consultant Obstetrician and Gynaecologist with a special interest in perinatal mental health, Dr Raj brings a clinical lens to a question most workplaces are getting wrong: why are employers spending money on wellbeing but still not seeing results? After interviewing more than 20 companies, he found a consistent pattern. Organisations are investing in occupational health, Employee Assistance Programmes, health insurance, and HR support, but these services operate in complete isolation from each other. The result is a fragmented system where nobody has the full picture.

We talk about why employees won't open up to internal mental health champions (and what they need instead), why secondary prevention is the missing piece in workplace health, and how the biopsychosocial model, the idea that physical, mental, and social health are all connected, should be shaping every employer's approach. Dr Raj also shares his experience supporting pregnant women and those going through fertility treatment, and why the trust gap between employees and employers often starts with something as simple as not believing someone needs time off for appointments.

This is a conversation about what happens when clinical expertise meets workplace reality, and why bridging that gap could change everything.

🔑 Key Topics

• The three stages of prevention (primary, secondary, tertiary) and why workplaces miss the most impactful one
• Why wellbeing services in organisations operate in silos, and what a multidisciplinary approach looks like
• The case for external clinical professionals as trusted intermediaries for employees
• How occupational health is being underused and reduced to tick-box assessments
• Perinatal mental health: one in four mothers experience difficulties during pregnancy, and employers often don't understand what that means in practice
• The stigma and workplace challenges around fertility treatment
• Why "quality of life" is measured in healthcare but never applied to the workplace
• Education gaps: why leadership teams need wellbeing education as much as employees do

💡 Did You Know?

One in four mothers can experience mental health difficulties during pregnancy, and partners are affected too. Yet many employers question the number of appointments needed, creating a trust gap that makes everything harder.

📝 Actionable Takeaways

• Audit whether your wellbeing services (occupational health, EAP, health insurance, HR) actually communicate with each other
• Consider whether employees have access to a trusted, confidential third party for health concerns, not just internal champions
• Look at your approach to prevention: are you only supporting people once they're already unwell, or are you investing in early detection?
• Review your pregnancy and fertility policies: do they reflect the reality of what employees actually need?
• Apply a lifecycle lens to women's health support, from periods to menopause to cancer screening
• Make sure wellbeing education reaches your executive team, not just employees and line managers

🗣️ Join the Conversation

What does your organisation's approach to prevention actually look like? Are your wellbeing services joined up, or do they operate in silos? Share your experience with us.

Connect with Dr Raj: LinkedIn

https://www.linkedin.com/in/raja-gangopadhyay-b0816875/

Irene brings a perspective shaped by a career spent entirely in the third sector, where the ethos of care is part of the DNA, but where capacity constraints and funding pressures create their own challenges. We talk about what a mentally healthy workplace actually looks like, and Irene is candid about what her organisation gets right and where it falls short. For her, it starts with feeling safe to say what you need, safe to disagree, and safe to show up flawed.

We get into the tension between autonomy and structure. High autonomy is brilliant for creativity and ownership, but without clear expectations it can leave staff wondering what they're actually supposed to be doing. Irene is open about this being one of their weak spots, and that getting the balance right is ongoing rather than something you solve once.

We also discuss frontline workers, social workers, and third sector staff dealing with other people's trauma every day. Irene makes the case that peer support isn't enough, that what's needed is professional psychological debrief, but the funding for it simply doesn't exist in most organisations.

We talk about the UK's blame culture, why wellbeing policies need to respond to the wider world and not just individual circumstances, and Irene's belief in radical love at work, written into her organisation's manifesto. When asked what gives her hope, her answer is immediate: the people she works with every day who show up with love despite the "bin fire of the world."

🔑 Key Topics

• Psychological safety: feeling safe to disagree, to say what you need, and to show up flawed
• Third sector challenges: supportive ethos but capacity constraints and funding pressures
• The tension between autonomy and structure, and why both matter
• Supporting the supporters: why frontline staff need professional psychological debrief, not just peer support
• Compassion fatigue vs burnout: differentiating what's impacting you and where it's coming from
• Tick-boxing as a starting point, not the end: policies are baselines but wellbeing is never static
• UK blame culture and its impact on workplace experimentation and growth
• Love in the workplace: radical love, written into their organisational manifesto

💡 Did You Know?

Irene's organisation, Mhor Collective, has love written into its organisational manifesto, not as an abstract aspiration but as a practical commitment to how they show up for each other and the communities they serve.

📝 Actionable Takeaways

• Create the conditions for psychological safety: make it acceptable to disagree, to ask for help, and to get things wrong
• If you offer high autonomy, pair it with clear expectations and structure, otherwise staff can feel lost rather than empowered
• Recognise the difference between compassion fatigue and burnout, they require different responses
• Look beyond individual circumstances when thinking about staff wellbeing, the sociopolitical context affects everyone
• Consider whether your staff who support others through trauma have access to professional psychological support, not just peer debrief
• Treat wellbeing policies as a starting point that needs constant revisiting, not a finished product

🗣️ Join the Conversation

When was the last time your workplace held space for the wider world, not just individual struggles, but the collective weight of what's happening around us? What would change if love was written into how your organisation works? Share your thoughts and connect with us on social media.

Connect with Irene on LinkedIn | Mhor Collective

https://www.linkedin.com/in/irenemackintosh/

https://www.mhorcollective.com/

Carolina shares a perspective shaped by major life transitions, from moving countries to navigating cancer, and how those experiences have changed the way she thinks about mental health at work. She describes a workplace, the Institute of Genetics and Cancer (IGC) in Edinburgh, where saying "I'm not OK today" isn't penalised, and explains why that kind of environment makes people more reliable, not less.

We talk about what happens when someone relocates for work and everything is unfamiliar, the language, the humour, the customs. Carolina recalls her own move from Italy to the UK, how it took six months before something clicked, and how close she came to quitting during that period. Her point is direct: if you invest time in helping someone settle at the beginning, they'll perform better in the long run. Go slower now, go faster later.

There's an honest conversation about the career structure in academia, where someone can work for ten years and still be on temporary contracts. Carolina describes hitting a point, after a cancer diagnosis, where she considered alternative careers, only to discover that transferring her skills would require five years of formal requalification.

We also get into what the IGC does well, from wellbeing groups and community events to managers who recognise intense work periods and offer time off afterwards. Carolina makes the case that seeing your colleagues as people, not just co-workers, changes everything.

At its core, this conversation is about something simple but often overlooked: when people feel supported as human beings, not just employees, they do their best work.

🔑 Key Topics

• Cultural adjustment and the mental health impact of relocating for work
• Why slowing down at the start leads to better long-term performance
• Career transitions in academia, from PhD to postdoc to senior researcher
• Job insecurity and contract culture: 10+ years on temporary contracts
• How a cancer diagnosis changed Carolina's perspective on career and transferable skills
• The retraining trap: wanting to transfer skills but facing years of formal requalification
• Permission to not be OK, and why that makes people more dependable, not less
• Community events, wellbeing groups, and institutional retreats that build real connection

💡 Did You Know?

Carolina describes taking six months to feel settled after moving from Italy to the UK, including headaches from constant mental translation and laughing along with jokes she couldn't understand. She nearly quit during that period. The support of people around her was what kept her going, a reminder that those first months in a new environment can be make-or-break.

📝 Actionable Takeaways

• Invest time in helping new starters settle, especially those relocating from different countries or cultures. Going slower now saves time later
• Create an environment where people can say "I'm having a bad day" without fear of being seen as less capable
• After intense work periods, recognise the effort and offer recovery time. Even saying "take a couple of days off next week" makes a difference
• Set clear expectations before busy periods so people know what's coming and can see the end point
• Check understanding, don't assume clarity. Ask: "Was that clear? Do you need more information?"
• Use community activities (walks, retreats, social events) to help people see each other as humans, not just colleagues

🗣️ Join the Conversation

When you started a new role or moved to a new environment, what made the difference in helping you settle? Was it a person, a process, or something your workplace did deliberately? Share your thoughts and connect with us on social media.

Connect with Carolina on LinkedIn

https://www.linkedin.com/in/carolina-uggenti-stewart-a93b0a69

In this episode of Inside Out: Mental Health at Work and in Life, I'm joined by Iain Kennedy, Health and Safety Manager at the University of Edinburgh, based at Western General Hospital and a trained Mental Health First Aider.

Iain brings a perspective you don't hear often enough: what happens when health and safety meets mental health in a large organisation. We talk about what a mentally healthy workplace actually looks like, and Iain feels many organisations have good systems in place but there's still a long way to go, particularly around stress risk assessments, which are a legal requirement but something many managers lack the skills or confidence to carry out.

We get into the misconceptions around stress, especially in academia, where being stressed was long seen as a rite of passage. Iain talks about the gap between training and action, describes how he put operational guidance in place for mental health first aiders after his own training, and makes a case for why culture change happens through small, consistent steps rather than big one-off initiatives.

We also talk about who supports the managers, why leaders relaying wellbeing messages carries more weight than they realise, and why regular five-minute breaks can make a bigger difference than people think.

🔑 Key Topics

• What a mentally healthy workplace looks like in a large organisation
• Stress risk assessments: a legal requirement most managers don't know how to do
• The "stress as a rite of passage" culture in academia
• The gap between Mental Health First Aid training and what happens afterwards
• Who supports the managers? The hidden pressures of line management
• Moving from tick-boxing to real culture change through small, consistent steps
• Why leaders relaying wellbeing messages has more impact than they realise
• The power of regular breaks and disconnecting from work

💡 Did You Know?

Stress risk assessments are a legal requirement under UK health and safety law, yet many managers have never carried one out and don't know where to start. The Health and Safety Executive has improved its guidance in recent years, but organisations often don't reach out for support until things have already gone wrong.

📝 Actionable Takeaways

• Take a five-minute break away from your workstation every hour, even just to walk, stretch, or chat to a colleague
• After Mental Health First Aid training, ask: "What are the next steps?" and put simple operational guidance in place
• If you're a senior leader, don't underestimate the impact of personally relaying a wellbeing message rather than delegating it
• Support your Mental Health First Aiders with regular peer-to-peer sessions where they can discuss what they're seeing and support each other
• Remember that culture change takes time, focus on small, consistent steps rather than big one-off initiatives
• If stress risk assessments aren't yet embedded in your workplace, start with the HSE's guidance and reach out for support

🗣️ Join the Conversation

After your last workplace training, did anyone ask "what now?" and actually get an answer? What would change if every training course came with a follow-up plan? Share your thoughts and connect with us on social media.

Connect with Iain: LinkedIn

1. https://www.linkedin.com/in/iain-kennedy-bsc-hons-dipnebosh-cmiosh-7aa25475/

With 18 years of experience in therapy, Liz brings a grounded, no-nonsense perspective on what mentally healthy workplaces actually look like, and where most organisations are still getting it wrong. We talk about why a mentally healthy workplace is simply one where you're allowed to be human, and why that starts with leaders modelling it from the top, not just knowing the theory.

We get into the reactive mindset that dominates both workplaces and healthcare, and Liz makes a brilliant comparison: we've universally accepted ergonomic chairs without a second thought, so why hasn't mental health reached the same status? She argues it needs to become second nature rather than a second thought, and that means moving from optional to non-negotiable.

We explore emotional intelligence as the starting point for leaders, not an add-on. Liz is direct about what she sees: people who claim to have great mental health but are actually running on coping mechanisms, and the difference between the two. She shares her own experience of brutal anxiety while working at the Royal Infirmary of Edinburgh, and how being signed off without any real support during that time taught her that time off alone isn't the answer.

There's a really honest discussion about self-neglect, how we've learned to put ourselves last and never come back to check in, and Liz's practical suggestion that 10 minutes of checking in with yourself each morning could change everything. We also talk about the pressure of constant connectivity, dopamine-driven notification culture, the seven kinds of rest we actually need, and why vulnerability in leadership gets the private messages even when it doesn't get the public engagement.

This is a conversation about getting underneath the sound bites and doing the unglamorous work that actually shifts things.

🔑  Key Topics

• Being human at work: what a mentally healthy workplace actually looks like
• Why leadership must model emotional intelligence, not just endorse it
• The reactive mindset: why we wait for crisis instead of preventing it
• Coping mechanisms vs. good mental health, and knowing the difference
• Self-neglect: how we've learned to put ourselves last
• The 10-minute morning check-in that could change your day
• Nervous system regulation: why calm isn't always the answer
• Men in therapy: a shift from 7-10% to 50% in two years

💡 Did You Know?

Liz has seen male clients jump from around 7-10% of her caseload to 50% in just the past two years, a shift she credits in part to organisations like Andy's Man Club opening up the conversation for men. Meanwhile, research suggests only 30% of people have developed emotional intelligence, often because they simply haven't had it modelled to them.

📝 Actionable Takeaways

• Start your day with a 10-minute self check-in: Where am I today? What do I need?
• End your day with compassion: give yourself credit for getting through it, not criticism for what went wrong
• Leaders: work on your own emotional intelligence before trying to change anyone else's
• Recognise that coping mechanisms are not the same as good mental health
• Remember there are seven kinds of rest, not just physical. Social rest and data rest matter too
• Process your sadness before you try to move past it, positivity pressure can dysregulate people

🗣️  Join the Conversation

What would change in your workplace if leaders were expected to understand their own emotional health before managing anyone else's? Share your thoughts and connect with us on social media.

🔗 Connect with Liz on LinkedIn | Website

1. https://www.linkedin.com/in/liz-stewart-078b8613/
2. https://lizstewart.thementalwellbeingcompany.com/

We explore what mental health looks like in the world of academic research, where short-term contracts, relentless pressure to publish, and blurred boundaries between work and life are the norm. Drawing on a decade of experience across four universities and three countries, Camilla shares what it was like to nearly burn out during her PhD, how therapy helped her recognise the warning signs, and why she now prioritises supporting the people around her.

We talk about what real culture change looks like in universities, from anonymous complaints processes and anti-bullying campaigns to restricting building access after hours and creating peer-led mental health seminars. Camilla reflects on the stark difference between institutions that take wellbeing seriously and those where it's invisible, and why the universities that invest in this are the ones attracting the best people.

We also get into the structural stuff: the cost of living crisis hitting researchers who are already on precarious contracts, PhD students working night jobs just to cover rent, and why "money absolutely does buy happiness" when the alternative is choosing between paying rent and visiting family. Camilla makes a compelling case that tenured staff, the people whose jobs are secure, have a responsibility to be the flag bearers for those who can't speak up without risking everything.

This is a conversation about what happens when passion for your work collides with a system that wasn't designed to look after you, and the small and big things that can shift that.

🔑 Key Topics

• Mental health in academic research: the culture of overwork and "live to work"
• Short-term contracts and the permanent uncertainty they create
• PhD students as the most depressed young people in Europe
• What real culture change looks like in universities (not tick-boxing)
• Why tenured staff must advocate for those in precarious positions
• The cost of living crisis and its impact on researcher wellbeing
• Moving countries for work: isolation, language barriers, and finding support

💡 Did You Know?

One university tackled overwork culture by restricting building access on weekends and after hours. Rather than telling researchers to "look after themselves," they changed the environment that was enabling the problem.

📝 Actionable Takeaways

• If you hold a secure position, ask those around you: "What would you like me to speak up about?"
• Create visible, accessible support: free phone numbers, anonymous complaints, mental health days
• Restrict after-hours building access to discourage overwork culture
• Use peer-led initiatives to normalise conversations about struggles and successes
• Recognise that financial security is a wellbeing issue, not separate from it

🗣️ Join the Conversation

If you're in a tenured or senior position, when was the last time you asked the people around you what they need you to fight for? Share your thoughts, connect with us on social media, and help us keep questioning what support really looks like in academic research environments.

🔗 Connect with Camilla on LinkedIn

• https://www.linkedin.com/in/camilla-maria-fontana-b758b216b/

We explore what makes a mentally healthy workplace when leadership, communication, and emotional intelligence are at the centre. Drawing on Andy's work supporting teams and leaders across multiple industries, this conversation unpacks why emotional intelligence matters more than frameworks, how difficult conversations become easier when approached proactively, and why culture is defined by the lowest tolerated behaviour, not the values on your website.

We talk about the four pillars of emotional intelligence, why learning equals knowledge plus experience, and how feedback culture determines whether teams grow or stagnate. Andy shares practical tools from NLP and why deep breathing and state management are some of the most underused resources people already have.

🔑 Key Topics

• Emotional intelligence and its four pillars
• Why culture is the lowest tolerated behaviour
• Having difficult conversations sooner, not later
• State management: breathing, movement, and perspective
• Why leadership is a skill, not a superpower

💡 Did You Know?

You can access your body's parasympathetic nervous system through deep breathing: breathe in for four, out for eight. Just three to five repetitions can shift you from fight-or-flight to calm.

📝 Actionable Takeaways

• Give feedback in real-time, not just at annual reviews
• Approach conversations future-focused, not blame-focused
• Change your physical state (walk, breathe, music) before tackling frustrating tasks
• Ask "Why am I talking?" (WAIT) before jumping in with solutions

🗣️ Join the Conversation

What would change in your workplace if leaders approached every interaction as a chance to learn, not just to direct? Share your thoughts and connect with us on social media.

Connect with Andy: LinkedIn | Website | Buy the Book (Signed Copies)

1. https://www.linkedin.com/in/andycoley/
2. https://www.leadershipisaskill.com/
3. https://www.leadershipisaskill.com/book

We explore what mentally healthy workplaces look like across very different industries, from the high-pressure, fast-paced world of hospitality to the structured, process-driven environment of biopharmaceutical manufacturing.

Drawing on Jane's career journey through both sectors, including her experience during COVID-19, this conversation examines why wellbeing language resonates more than mental health terminology, and how stigma still shapes whether people engage with workplace support.

We talk about the basics that get overlooked, from breaks and advance notice of shift changes, to the physical demands of clean room work and the isolation of office-based roles. Jane reflects on the gap between leaders listening and leaders acting, and why normalising struggles early during onboarding could shift culture faster than one-off initiatives.

From framing wellness without medical language, to discovering Mental Health First Aid training as a potential career pivot, this episode challenges tick-box approaches and asks what it really takes to move from performative support to cultures where well-being is woven into daily work life.

🔑 Key Topics

• Reframing mental health as wellbeing to reduce stigma
• Hospitality vs. manufacturing: different pressures, similar patterns
• Why leaders listen but don't always act
• Basics that matter: breaks, shift notice, fair pay, natural light
• Mental Health First Aid as a gateway to deeper learning

💡 Did You Know?

Reframing workplace initiatives around "wellbeing" rather than "mental health" can significantly increase engagement, particularly in industries where stigma remains strong.

📝 Actionable Takeaways

• Frame well-being initiatives around general health, not just mental health language
• Get the basics right first: fair pay, breaks, advance notice, and access to natural light
• Use onboarding to normalise well-being conversations from day one
• Follow up listening with visible action, not just acknowledgment

🗣️ Join the Conversation

What would it look like if your workplace normalised wellbeing conversations from the first day someone joined? Share your thoughts, connect with us on social media, and help us keep questioning what real support looks like beyond the policies.

Connect with Jane: LinkedIn

We explore what a mentally healthy workplace really looks like when you strip away slogans, policies and performative wellbeing initiatives. Drawing on Luis’s experience in academia and public health research, this conversation looks at why mental health so often remains invisible at work, and how pace, pressure and output-driven cultures quietly undermine wellbeing.

We talk about slowing down work, shifting from outputs to outcomes, and why relational awareness matters more than another framework. From universal design and everyday adjustments, to the overlooked power of small human behaviours, including attention, presence and even a smile, this episode challenges the idea that mental health is an individual issue to be managed privately.

Instead, it asks what responsibility organisations and leaders carry for designing environments where people can function, connect and stay well, without having to push beyond their limits.

🎧 Key Topics

• What makes mental health invisible in workplaces
• Pace, time pressure and productivity culture
• Outputs versus outcomes in leadership and academia
• Relational work, universal design and anticipation
• Why small everyday behaviours shape workplace wellbeing

🚨 Did You Know?

Mental health challenges at work often go unaddressed not because they are rare, but because they are built into fast-paced systems that prioritise delivery over human connection.

🔑 Actionable Takeaways

• Treat pace and workload as wellbeing issues, not personal failings
• Design work in anticipation of difference, not crisis
• Focus on outcomes that improve people’s experience, not just output metrics
• Pay attention to small, everyday behaviours that shape culture

💡 Join the Conversation

What would change in your workplace if slowing down and paying attention were taken seriously? Share your thoughts, connect with us on social media and help us keep questioning how work is designed and who it is really serving.

This is not a work ethic problem. It is a work design problem. And the shift we’re seeing might be exactly what workplaces need.

🎧 Key Topics

• The real cause of the overtime backlash
• Why boundaries expose structural and cultural failures
• Intergenerational dynamics and shifting expectations
• What healthy, sustainable work should look like

🚨 Did You Know?

UK workers deliver over a billion hours of unpaid overtime each year, often masking poor job design and unrealistic expectations.

🔑 Actionable Takeaways

• Treat overtime as a sign of structural strain
• Redesign roles that depend on unpaid labour
• Support managers to lead without pressure tactics
• Listen to younger workers as cultural early-warning signals

💡 Join the Conversation

Share your thoughts, connect with us on social media and help us keep pushing for workplaces built around fairness, dignity and genuine wellbeing.

🎧 Key Topics:

• The hidden cost of performative wellbeing initiatives
• Psychological safety, trust, and honest leadership
• The real impact of economic pressures on workplace culture
• Turning wellbeing from a campaign into a lived, everyday reality

🚨 Did You Know?

Only 10% of UK employees feel engaged at work, and the majority report that wellbeing campaigns rarely address the root causes of stress and disengagement.

🔑 Actionable Takeaways:

• Ask honest questions about what’s performative and what’s real in your workplace
• Encourage leaders to own the culture, not just delegate wellbeing
• Redefine success by how people feel, not just what they produce
• Start small: listen, reflect, and act on the everyday realities of staff

💡 Join the Conversation:

We want to hear from you. Have you experienced wellbeing that was more about branding than real change? What made a difference in your own work life? Share your stories, connect on social media, and let’s challenge the status quo—together.

Wellbeing is no longer a ‘nice to have’ but a business-critical imperative. Organisations are shifting from managing the negative impacts of mental health to proactively creating cultures that support wellbeing and adaptability.

🎧 Key Topics:

• What does a truly holistic approach to wellness look like in 2025?
• How are organisations moving beyond traditional perks to create meaningful employee experiences?
• How can AI and technology support, not replace, human-centred wellbeing?
• Why financial wellness matters more than ever
• How younger generations are reshaping expectations

🚨 Did You Know?

Done well, mental health initiatives can return £5.30 per £1 spent, and up to £7.30 for organisation-wide initiatives (Deloitte, The Future of Wellbeing).

🔑 Actionable Takeaways:

• Take a preventive and cross-functional approach
• Embrace the power of wellness technology
• Invest in strategies that combine all 5 core dimensions of wellness
• Support and train Wellbeing Champions
• Equip leaders with the skills to build a wellbeing culture

If you’d like to know more, contact:

Angela Rook, angela@mentalhealthscot.land

Claire Mackenzie, claire@venturingout.org.uk

Check out our Thrive and Connect Wellbeing Programme:

Tune in now and start rethinking employee wellbeing.

🎧 Key Topics:

• The legal and cultural implications of the tribunal ruling
• Micro-behaviours and their impact in the workplace
• Neurodiversity, emotional labour, and power
• Moving from policy to genuine organisational compassion

🚨 Did You Know?

A UK tribunal found that repeated sighing toward an employee with ADHD could breach the Equality Act, marking a significant precedent for how subtle behaviours are interpreted under the law.

🔑 Actionable Takeaways:

• Recognise the weight of non-verbal cues, especially in roles of authority
• Reflect on how power dynamics shape communication
• Build cultures where emotional signals are discussed, not dismissed
• Don’t underestimate “small” acts, they shape how people feel at work

💡 Join the Conversation:

Have you ever experienced or witnessed a moment where tone or body language carried more weight than words? Share your story, tag someone who needs to hear this, or start a conversation in your workplace. Let’s turn awareness into action.

🎧 Key Topics:

• Rethinking performance and support
• Job crafting and evolving roles
• Leadership accountability and culture
• Universal Basic Income as a tool for flexibility

🚨 Did You Know?

Only 12% of employees strongly agree that their company does a great job onboarding new hires, yet onboarding is one of the strongest predictors of long-term performance and retention.

🔑 Actionable Takeaways:

• Start with curiosity, not blame, when performance drops
• Use job crafting to align strengths and needs
• Design roles to evolve with the person in them
• Explore how income security can unlock true job mobility

💡 Join the Conversation:

What would your workplace look like if it were built around people’s passions, not just performance metrics? Share your thoughts, reflect with your team, or start a conversation on how we can all create systems that support, rather than strain, human potential.

🎧 Key Topics:

• What workplace community really means
• CIPD findings on conflict, isolation and mental health
• The limitations of awareness campaigns
• Building connection through everyday leadership

🚨 Did You Know?

According to CIPD’s Good Work Index, many employees who experience workplace conflict never report it, leading to increased isolation, disengagement and missed opportunities for early intervention.

🔑 Actionable Takeaways:

• Focus on connection, not campaigns
• Respond to root causes, not symptoms
• Create consistency, not just visibility
• Ask what you’re doing when no one is watching

💡 Join the Conversation:

What does community look like for you beyond awareness week? Connect with us on social media or drop us a message. Let’s keep the conversation going — all year round.

🎧 Key Topics:

• What thriving really means and why so few feel it
• The emotional toll of disengagement and survival mode
• Why self-care isn’t enough without system change
• How leadership and culture shape our ability to flourish

🚨 Did You Know?

Only 33% of global employees say they are thriving in life, and most disengaged workers are not just unmotivated - they’re emotionally drained.

🔑 Actionable Takeaways:

• Redefine thriving as a collective goal, not a personal achievement
• Create emotionally safe work cultures through everyday leadership
• Move from surface-level wellbeing efforts to structural change
• Use thriving as a metric of organisational health, not just output

💡 Join the Conversation:

If this episode resonated with you, share it with someone who feels stuck in survival mode. Then tell us - what does thriving look like for you, and what would need to change?

🎧 Key Topics:

• Global trends in workplace engagement and emotional well-being
• Why disengagement is a warning signal, not a personal failing
• The emotional cost of outdated leadership models
• How human-centred management can transform workplaces

🚨 Did You Know?

Only 10% of UK employees feel engaged at work, according to Gallup's 2025 State of the Global Workplace report.

🔑 Actionable Takeaways:

• Shift focus from productivity to psychological safety
• Train managers in emotional intelligence, not just targets
• Measure success through employee well-being, not just output
• Recognise disengagement as an urgent call for systemic change

💡 Join the Conversation:

What does meaningful engagement look like in your workplace? How can we build organisations where mental health is a shared priority, not a personal burden? Share your thoughts and join us in reimagining work for the better.

🎧 Key Topics:

• The roots of psychological safety and why it matters
• The impact of fear and uncertainty on workplace culture
• Courageous leadership and reclaiming personal agency
• The hidden harm of pleonexia in work and society

🚨 Did You Know?

Teams with high psychological safety are not only more innovative, they’re also more resilient in the face of failure. But without trust and openness, even the best strategies fall flat.

🔑 Actionable Takeaways:

• Listen with the intent to understand, not to defend
• Model vulnerability, especially if you’re in a leadership role
• Challenge cultural narratives that glorify overwork and detachment
• Create feedback systems where honesty is safe, not risky

💡 Join the Conversation:

How does psychological safety show up in your workplace? What gets in the way? We’d love to hear your story. Send us a message, tag us on social media, or share this episode with someone who needs to hear it.

In this episode, we unpack the truth about chronic stress, why burnout isn’t a personal failing, and how our culture of overwork, speed and compliance keeps us stuck. Drawing on MHScot’s human-first approach, we challenge the status quo and ask: What kind of life are we being asked to adjust to? And is it one worth sustaining?

🎧 Key Topics:

• Why normalising stress is hurting us
• The link between chronic stress and burnout
• The failure of corporate wellbeing programmes
• Creating a culture of rest, care and resistance

🚨 Did You Know?

In 2023/24, over 776,000 people in the UK reported work-related stress, making up 46% of all workplace ill-health cases — and 55% of working days lost.

🔑 Actionable Takeaways:

• Recognise when stress becomes harmful and why it matters
• Shift your focus from coping to questioning the systems causing distress
• Reclaim small daily acts of compassion and rest as resistance
• Champion people-first living, not just people-first business

💡 Join the Conversation:

What would leading with love look like in your life, your workplace, your community? Share your reflections and ideas with us. Connect on social media or drop us a message - your voice matters. Let’s rethink stress, together.

🎧 Key Topics:

• Why April is financially overwhelming
• The truth about wage increases and rising costs
• Practical steps to regain control over your money
• Building habits that support long-term mental and financial health

🚨 Did You Know?

The average UK household spends £500+ a year on unused subscriptions and forgotten services — small leaks that can sink a budget.

🔑 Actionable Takeaways:

• Monitor your budget weekly and cut out unused subscriptions
• Try a quarterly spend-free week and rate every purchase
• Use roundup savings apps and claim all expenses
• Set spending intentions visibly in your home to keep the family on track

💡 Join the Conversation:

Have you tried any of these steps? What works for your household? Share your experiences, spread the message and let’s make financial wellbeing something we all talk about more openly.

🎙️ Key Topics:

How leadership impacts team wellbeing, moving from task to mindset, everyday acts of care, integrating mental health into workplace culture

🚨 Did You Know?

In a recent study, only 24% of employees felt their managers were genuinely equipped to support mental health needs — yet those with supportive leaders were over twice as likely to feel engaged at work.

🔑 Actionable Takeaways:

Model daily check-ins and emotional presence, lead with empathy not efficiency, embed care into culture not campaigns, shift from reacting to preventing

💡 Join the Conversation:

What does “leading as a way of being” look like in your context? Share your reflections or experiences with us on social media — your voice could spark someone else’s change.

🎙️ Key Topics:

• Why governments avoid UBI discussions
• The outdated link between work and self-worth
• How financial security could improve well-being and productivity
• Who benefits from keeping people financially insecure?

🚨 Did You Know?

Studies show that financial insecurity increases stress and reduces cognitive capacity, making it harder to break out of economic hardship.

🔑 Actionable Takeaways:

• Redefining success beyond economic productivity
• The role of financial security in mental well-being
• Why we should advocate for sustainable, meaningful ways of living

💡 Join the Conversation:

Do you think UBI could improve society? Share your thoughts and let’s rethink the future of work together!

Workplace culture is shaped by those at the top, but how much do leadership teams really hear? Employees in the same organisation can have completely different experiences, some feel supported, while others feel unheard.

For five years, I have conducted over 1000 one-to-one assessments as part of MHScot’s mental health first aid qualifications. These conversations reveal a key issue: traditional feedback methods only scratch the surface. Even when employees share valuable insights with managers, that information often never reaches decision-makers.

🧠 In this episode, we explore:

• Why employees in the same workplace see it so differently
• The limitations of surveys, team check-ins, and manager-led discussions
• Why one-to-one conversations could be the key to real workplace change

🚨 Did you know?

Most employees do not feel safe enough to share openly in workplace discussions, leaving leadership disconnected from the reality of their workforce.

🔑 Key Takeaways:

• Good manager relationships help, but feedback often stops at middle management
• Anonymous surveys rarely lead to action, leaving employees disengaged
• One-to-one conversations could transform workplace listening

Leadership cannot fix what it does not hear. It is time to move beyond surface-level feedback and start truly listening.

💡 What do you think? Share your thoughts with us on social media or drop us a message.

🎧 Tune in now—because real change starts with listening.

Women’s health concerns are dismissed far too often. From chronic pain to menopause to workplace stress, too many women are told their symptoms are “just anxiety” or “all in their head.” The result? A mental health crisis that isn’t about women’s resilience, but about a system that fails to take their wellbeing seriously.

🎙️ In this episode, we explore:

• Why women’s health symptoms are more likely to be misdiagnosed as mental health issues
• The historical bias that still impacts how women’s pain and stress are treated today
• How gender disparities in healthcare affect workplace wellbeing, career progression, and mental health
• What workplaces can do to better support women’s health and reduce the mental load

🚨 Did you know?

Women are more likely to be prescribed antidepressants for physical symptoms, while men are more likely to receive medical tests and treatment - reinforcing a dangerous gender health gap.

🔑 Key Takeaways:

• Women’s pain and distress are too often dismissed as psychological rather than physical
• Workplace mental health strategies must address gender-specific health challenges
• Flexibility, support, and awareness can reduce the burden placed on women at work
• We don’t just need better coping strategies, we need systemic change

💡 Have you ever felt dismissed when discussing your health at work or with a doctor? Share your experience with us on social media or drop us a message.

🎧 Tune in now and help change the conversation.

Hustle culture tells us that working longer means achieving more, but is that really true? From Sergey Brin’s claim that 60-hour weeks are the "sweet spot" to the outdated obsession with clocking in and out, we’re still measuring work as if we’re in factories, even in jobs where impact matters more than hours spent at a desk.

🎙️ In this episode, we explore:

• Why the 40-hour workweek was created and whether it still makes sense today
• The science behind diminishing returns and why working more hours doesn’t mean producing better results
• How corporate habits, micromanagement, and cultural norms keep us trapped in outdated productivity myths
• What workplaces should actually measure instead of time at a desk

🚨 Did you know?

Studies show that after 50 hours per week, productivity drops dramatically, and by 60 hours, the extra effort is almost worthless, yet overwork is still glorified in many industries.

🔑 Key Takeaways:

• More hours do not equal more output, knowledge work doesn’t function like factory work
• Overwork is often performative, not productive
• Workplaces need to move beyond time-tracking and focus on actual impact
• Flexibility, engagement, and wellbeing drive real productivity, not long hours

💡 What’s your experience with overwork? Have you ever felt pressure to work longer, even when it wasn’t making a difference? Share your thoughts with us on social media or drop us a message.

🎧 Tune in now and start rethinking productivity.

🎙️ In this episode, we explore:

• Why people hesitate to reach out, even in the workplace
• How technology and modern communication habits are eroding real human connection
• The role fear, avoidance, and all-or-nothing thinking play in our growing isolation

🚨 Did you know?

Studies show that loneliness and social disconnection can have the same health impact as smoking 15 cigarettes a day, yet we continue to prioritise digital convenience over meaningful interactions.

🔑 Key Takeaways:

• Connection is a basic human need, not a luxury
• Overcoming fear and hesitation is key to rebuilding real relationships
• Workplaces must encourage open conversations to combat isolation
• Small, intentional actions can help reverse this growing crisis

💡 When was the last time you had a truly meaningful conversation? Share your thoughts with us on social media or drop us a message.

🎧 Tune in now and start reconnecting.

Anxiety, depression, burnout. We are told we are in the middle of a mental health crisis, but what if the real crisis is not mental illness, but the world we are forced to survive in?

🎙️ In this episode, we explore:

• Why framing distress as mental illness shifts responsibility away from broken systems
• How toxic workplaces, financial insecurity, and systemic injustice fuel poor mental health
• What real change looks like beyond therapy, medication, and resilience training

🚨 Did you know?

People experiencing job instability, workplace toxicity, or financial insecurity are far more likely to struggle with their mental health, yet they are handed mindfulness apps instead of real solutions.

🔑 Key Takeaways:

• Mental distress is not a personal failing. It is a response to economic and social pressures
• Therapy and medication can help, but they cannot replace systemic reform
• We do not need more resilient people. We need a world that stops breaking them

It is time to challenge the narrative. Instead of asking how people can cope, we should be asking why they are struggling in the first place and what we can do to change it.

💡 What’s your take? Share your thoughts with us on social media or drop us a message.

🎧 Tune in now, because real change starts with rethinking the conversation.

🎙️ In this episode, we explore:

• Why a one-size-fits-all approach to mental health doesn’t work
• The hidden ways systemic barriers impact workplace well-being
• Practical steps leaders can take to nurture true inclusion

🚨 Did you know?

Employees who feel included and supported in their mental health are twice as likely to be engaged and motivated at work.

🔑 Key Takeaways:

• Listen to individual experiences to build a culture of belonging
• Adapt workplace policies to meet diverse mental health needs
• Create open, honest communication for a more emotionally agile team

It’s time to move beyond surface-level diversity and create workplaces where everyone feels seen, heard, and valued.

💡 What does inclusion mean to you? Share your thoughts with us on social media or drop us a message.

Tune in now and be part of the conversation! 🎧✨

🎙️ In this episode, we explore:

• Why leadership should focus on culture, empathy, and opportunity
• How outdated leadership models harm workplaces
• Practical ways to redefine success as a leader

🚨 Did you know? Leaders who prioritise wellbeing and psychological safety see higher engagement, better retention, and stronger team performance.

🔑 Key Takeaways:

• Create a culture of trust and collaboration
• Lead with empathy and emotional intelligence
• Provide opportunities for growth and shared success

It’s time to move beyond outdated leadership norms and build workplaces where people feel valued and supported.

💡 What does CEO mean to you? Share your thoughts with us on social media or drop us a message.

Tune in now and be part of the leadership transformation!

🎙️ Key Topics:

• Debunking myths about remote work and “proper work ethic.”
• Why flexibility and productivity can coexist—and often thrive.
• The leadership qualities essential for making remote work successful.

🚨 Did you know?

A 2023 survey found that remote workers are 22% more productive than their office-based counterparts, and 75% of employees prefer flexible work arrangements. Organisations resisting this shift risk falling behind in a rapidly evolving world.

🔑 Actionable Takeaways:

• Focus on outcomes, not appearances, to redefine success.
• Foster trust, autonomy, and emotional intelligence in your teams.
• Invest in technology and prioritise mental health to create resilient workplaces.
• Build connection and community, even in remote settings.

This episode isn’t just about remote work, it’s about rethinking how we define work itself. Let’s reject tired stereotypes, embrace progress, and create workplaces that prioritise trust, flexibility, and well-being.

💡 Share your thoughts: How has remote work changed your approach to leadership or collaboration? Connect with us on social media or drop us a message.

Tune in now and be part of the future of work!

🎙️ Key Topics:

• Why emotional intelligence is vital for boys.
• The impact of societal norms on male mental health.
• Practical strategies for parents, teachers, and mentors.

🚨 Did you know?

Suicide remains the leading cause of death for men under 50 in the UK, with middle-aged men especially at risk. Together, we can change this trajectory by fostering emotional health early on.

🔑 Actionable Takeaways:

1. Create safe spaces for boys to express emotions.
2. Teach the language of emotions.
3. Encourage problem-solving over emotional suppression.
4. Highlight healthy emotional role models.

This episode isn’t just about boys—it’s about building a kinder, more connected society. Let’s redefine masculinity and equip the next generation with tools for emotional agility.

💡 Share your thoughts: What steps are you taking to raise emotionally healthy boys? Connect with us on social media or drop us a message.

Tune in now and be part of the change!

Moving beyond traditional crisis management, we dive into the social model of mental health, Maslow’s Hierarchy of Needs in the workplace, and the power of emotional agility.

Discover practical insights to create healthier, more inclusive environments where everyone can thrive.

From disconnecting during holidays to spreading workloads evenly, we share practical tips for fostering well-being and ending the year with joy instead of stress.

Tune in and prioritise self-care this season! 🎄✨

Join us as we dive into the transition from hierarchical structures to team networks, the rise of supportive leadership, and the power of autonomy and adaptability in the workplace. Discover how radical transparency and a focus on employee strengths are driving engagement and performance, with real-world examples highlighting the impact of joy at work.

We also tackle the challenges of poor management and discuss innovative solutions like dual career tracks that separate leadership from role-specific excellence. Whether you're an employer, manager, or employee, this episode is packed with actionable insights to help create a thriving, purpose-driven workplace.

Tune in for inspiration and practical strategies to foster joy at work and build a culture where everyone can flourish!