As economic, societal and environmental conditions deteriorate, social tensions are escalating. Some politicians use fear to fuel their own extreme agendas and it’s increasingly popular to blame others for the ills of the world. Nationalism and discrimination are at their worst in decades. This has significant negative impact on workplace cohesion as many feel increasingly marginalised.  Yet in contrast, scientific research shows the extent to which successful innovation – much needed in most organisations today – comes from diversity of thought. And different perspectives come, of course, from a rich diversity of lived experience. In this episode, Amraze Khan shares his experience of working in EDI and examines the increasingly urgent need for inclusion at work.   Amraze Khan (He/Him) Amraze is the Head of EDI at Manchester Metropolitan University, where he leads the vision, supporting the University to become intentionally inclusive for its 4,500 staff members and around 40,000 students. He has worked in EDI for nearly a decade, with experience in senior leadership roles across various industries comprising of the NHS, within Charities and Local Government. Prior to this, Amraze worked in senior communication roles in the NHS and Civil Service. Outside of work, Amraze is a proud Yorkshireman, a carer, father to two cats, a Trustee at Rochdale Mind, an avid blogger, and podcaster.   Find Amraze on LinkedIn: https://www.linkedin.com/in/amraze-khan-mcipd-miepd-94a1a56b/  

With a significant proportion of the UK already struggling to access basic online tools and services, digital accessibility is a key issue too few business or political leaders are addressing. Without urgent attention to educate and inform, already disadvantaged and vulnerable people and communities will continue to fall behind and miss out on the benefits AI has to offer, not least in addressing social and societal inequality. In this episode, Jen, Dom and Cat chat with Zoe Colosimo, COO of award-winning giving platform Neighbourly. They discuss what socially-minded organisations can do to address AI inequality and the opportunity for internal communication to help make a difference.   About Zoe Colosimo Zoe is a founding member and the Chief Operating Officer at Neighbourly, an organisation dedicated to helping companies bring their brand purpose to life. Since its launch in 2014, Neighbourly has enabled businesses to make meaningful contributions to local communities through volunteer time, grants, and surplus products and built a network of over 45,000 local causes and 9000+ company offices and branches, creating nearly £1 billion in social value across the UK and Ireland.Zoe’s motivation is rooted in the belief that sustainable communities are built through local relationships, and good corporate citizenship is essential to any company’s success.    Find Zoe on LinkedIn:            https://www.linkedin.com/in/zoecolosimo/ Neighbourly website:            https://www.neighbourly.com/ Ai123 resource hub:               https://hub.neighbourly.com/ai123-resource-hub

As multiple factors converge to create accelerating operating complexity and ambiguity for most organisations, leadership is under the microscope like never before. For his latest book, organisational psychologist and founder of APS Intelligence John Amaechi OBE explored a range of leadership techniques and found them to be eminently teachable skills, when thoughtfulness, integrity and effort are applied. Amongst the most crucial skills identified for improved organisational culture and performance are listening and verbal communication. Jen and Cat welcome John to this episode to examine the art of leadership communication and what it must now entail if organisations are to successfully navigate the ongoing disruption of the modern age.   Professor John Amaechi OBE: A Catalyst for Leadership Transformation John Amaechi OBE is a world-renowned organisational psychologist, bestselling author, and Professor of Leadership at the University of Exeter Business School. As the founder of APS Intelligence Ltd., John leads a global team that transforms leaders and cultures by combining cutting-edge behavioural science with psychological insight. His bespoke programmes aren’t about quick fixes—they drive sustainable growth, ethical leadership, and organisational well-being. From his roots in Stockport, near Manchester, to becoming the first Briton to play professional basketball in the NBA, John’s personal journey exemplifies resilience and ambition. Inspired by his mother’s words—“The most unlikely of people in the most improbable of circumstances can become extraordinary”—John has spent his career challenging expectations and helping others unlock their potential. An adviser to FTSE 100 boards, a LinkedIn Top Voice, and the recipient of the Sport Industry Integrity and Impact Award, John is recognised as one of the most influential voices in leadership and organisational culture. His bestselling book, The Promises of Giants, inspires leaders worldwide to embrace authenticity, drive ethical change, and create lasting legacies.   Find John on LinkedIn:                                  https://www.linkedin.com/in/amaechi/ APS Intelligence website:                              https://www.apsintel.com/

As late-stage capitalism continues to prioritise profit over people and planet, we are never far from a breaking news event about corporate corruption, greed or misconduct causing turmoil for those impacted. But more often than not, internal wrongdoing will have taken place for months and years before whistles are blown and affairs are made public.   In this episode, Cat and Jen chat with former police detectives Shaun Keep and Paul Adams. They set up Say-So after joining forces on a safeguarding assignment to review the public protection around vulnerable children and adults. They are passionate advocators for the need to create spaces where concerned colleagues can safely voice their concerns about mismanagement without fear of retribution.   Say-So’s website: www.say-so.co.uk    Shaun Keep is a public protection professional who served as a police detective for over 30 years. He specialised in child protection, anti-corruption and homicide investigations and has worked for four law enforcement agencies, the Church of England and a national Sports Organisation advising on and reviewing their policies and investigations into offences against the vulnerable. He has been a 'subject matter expert' on a major transformation and development project in a large public service focusing upon attitudes towards vulnerable persons. He has been working to transform organisations in the 'speak up' space since 2017. In 2015 Shaun was contracted to Surrey Police to assist build their investigation performance in the area of 'Public Protection' cases and this opened his eyes on a regional and national level to the extent of allegations of neglect and abuse against vulnerable adults. Shaun's personal experience of the care sector has been entirely positive with his mother receiving almost 10 years of good quality domiciliary care, sheltered accommodation care and finally nursing home care. Shaun believes this should be the norm. His work in creating a safe and trustworthy means for staff to speak up has led to an ever growing understanding of how important it is, in any business sector, to hear from and listen to employees concerns. impacted. But more often than not, internal wrongdoing will have taken place for months and years before whistles are blown and affairs are made public.   In this episode, Cat and Jen chat with former police detectives Shaun Keep and Paul Adams. They set up Say-So after joining forces on a safeguarding assignment to review the public protection around vulnerable children and adults. They are passionate advocators for the need to create spaces where concerned colleagues can safely voice their concerns about mismanagement without fear of retribution.   Find Shaun on LinkedIn:  https://www.linkedin.com/in/shaun-keep-b9554828/   Paul Adams  is a safeguarding professional having spent 30 years in the police Service as a detective specialising in major crime investigation. Specialist skills include interview techniques around suspects, victims, survivors, vulnerable adults and children. The managements and tasking of sensitive information has also been a consistent part of his detective career. Since retirement he has worked for National Crime Agency under CEOP (Child Exploitation & online Protection) and Surrey Police reviewing safeguarding and public protection around vulnerable children and adults. Paul has also been an approved foster carer to young children in Berkshire, whilst running his own children's fostering charity to try and improve the outcomes and development of children who find themselves in care. Paul is passionate about people being able to "speak up" particularly foster children and foster carers having a voice and being heard, within children's social care. This was one of the main reasons he started Say So. Find Paul on LinkedIn: https://www.linkedin.com/in/paul-adams-pop-charity/   

Since the start of 2025, DEI initiatives across the board have been deprioritised. This has left many people, most acutely those in already vulnerable groups, feeling marginalised and anxious. This level of anxiety undermines organisational performance and fuels the already spiralling mental health crisis.   In this episode, Dr. Christopher Owen draws on his decade of experience in LGBTQ+ inclusivity consulting and his research into systemic oppression to share with internal communicators stories can be used to create more inclusive, connective and engaging work environments that boost organisational performance.     About Dr. Christopher Owen "If we want to make a difference, then we need to do things differently - I’m here to show you how." As the founder of Coliberate, Christopher Owen (he/they) offers inclusivity and liberation coaching, consulting, speaking and training to individuals, groups and organisations seeking to improve their impact for positive social change. A 2024 Northern Gamechanger, Christopher has a PhD in intersectional systemic oppression and Black feminisms, with over a decade of experience in LGBTQ+ inclusivity and consulting. They have presented to thousands internationally and published on intersectionality, identity, social change, queer resistance, and inclusive practice, with his second book now forthcoming from Routledge Education. For more, please visit: coliberate.co.uk Find Christopher on LinkedIn:  https://www.linkedin.com/in/thecjowen/    

As time hurtles by at lighting pace, there is scarcely a second to take stock and breathe. Across the world, work seems increasingly harried and fraught and it’s taking its toll on engagement and organisational performance. In this episode, Dom, Jen and Cat talk with Megan Reitz and John Higgins about their most recent research report, Permission to pause: Rediscovering spaciousness at work. They look at what it is, and why it’s a business-critical issue. Against a rising tide of stress anxiety and burnout, spaciousness is the one permission we should all be granting ourselves, not least if we stand any chance of resolving society’s most pressing challenges. To find out more go to www.johnhigginsresearch.com, www.radicalod.org, and www.meganreitz.com   About Megan Reitz Megan is Associate Fellow at Saïd Business School, Oxford University and Adjunct Professor of Leadership and Dialogue at Hult International Business School. She focuses on how we create the conditions for transformative dialogue at work and her research is at the intersection of leadership, change, dialogue and mindfulness. She is on the Thinkers50 ranking of global business thinkers and is ranked in HR Magazine’s Most Influential Thinkers listing. Megan has written a number of books, most recently Speak Out, Listen Up which is the second edition of her bestselling book Speak Up, with Financial Times Publishing. Speak Up was shortlisted for the CMI Management Book of the Year 2020. Megan is a contributor to Harvard Business Review and MIT Sloan Management Review. She has presented her research on the BBC and CNBC. Her TED talk on the topic of employee activism has been viewed more than one and a half million times. She is mother to two wonderful teenage daughters who test her regularly on her powers of mindfulness and dialogue.   Find Megan on LinkedIn: https://www.linkedin.com/in/meganreitz/ Megan’s website: https://www.meganreitz.com/   About John Higgins John is a widely published researcher and author who for many years has been exploring, with Megan Reitz, what it takes for truth to be spoken to power at work – and how this shapes workplace activism. Their work has appeared in the Harvard Business Review, Sloan Management Review and the European Business Review – and on various public platforms, from Radio 4’s ‘The Bottom Line’ to Brene Brown’s ‘Dare to Lead’ podcast. For the last year and a half, John and Megan have been looking at the concept of spaciousness, and what it takes for organisations to marry a more spacious mode to enrich an over-focus on tasks and busy doing. Alongside this John has written two books, alongside Mark Cole, which critique the taken for granted assumptions about what counts as good organisational management and leadership. John’s website: http://www.johnhigginsresearch.com   The report: https://static1.squarespace.com/static/597729cbcf81e0f87c7f6c61/t/677b9b9a26a22a7351dce717/1736154022120/SpaciousnessREPORT_90pp_FULL.pdf Articles: https://sloanreview.mit.edu/article/create-mental-space-to-be-a-wiser-leader/ https://hbr.org/2025/02/how-to-give-yourself-more-space-to-think  

Gallup’s 2025 State of the Global Workplace research reveals a drop in global engagement for only the second time in twelve years. In particular, it shows a sharp drop in manager engagement. This is particularly concerning at a time when all organisations need unity, cohesion and goodwill to combat increasingly challenging market conditions. Shetal Joshi has been a lifelong advocate for the soul of business since the start of her career in the late 1990s. As Head of Internal Communication and Employee Engagement, she’s a firm believer in the value of active listening and hearing what’s on people’s minds as they go about their day-to-day business. In this episode, Jen, Dom and Cat chat with Shetal to discover more about the soul of business and its link to colleague engagement, purpose and high performance. About Shetal Joshi Shetal Joshi is a seasoned internal communications and employee engagement expert with over 20 year of experience shaping strategic communication frameworks across global organisations. Currently serving as the Head of Internal Communications and Employee Engagement at Ørsted UK, Shetal has established internal communications as a strategic enabler, driving employee trust, culture and belonging. She partners closely with executive teams, leading global transformation and change projects, and has been instrumental in enhancing the visibility of senior leaders and strengthening employee connections. Prior to her role at Ørsted, Shetal led internal and external communications at RAPT Dev London, where she developed strategic communication initiatives to engage frontline employees and external stakeholders. She also spent over 18 years at BT Group, where she held senior roles in internal communications, change management, and brand alignment, supporting major campaigns and diversity initiatives. Shetal is an Accredited Life Coach with the Association of Coaching and a Mental Health First Aider, demonstrating her commitment to personal growth, resilience, and wellbeing. She is a Fellow of the Institute of Internal Communications (IoIC) and has contributed to the development of the IoIC Charter for AI. Shetal’s expertise in influencing executive narratives, stakeholder engagement, and employee voice makes her a trusted advisor in navigating change and fostering organisational alignment. In addition to her professional achievements, Shetal is a former Board of Trustee Member for Sands, The Baby Loss Charity, where she supported diversity and inclusion in maternal health. She was honoured with the Sheila McKechnie Amplifying Voices Award for her advocacy work in highlighting disparities in Asian baby loss. Shetal brings a wealth of knowledge in leadership communications, change management, and employee engagement, making her an insightful and inspiring speaker.   Find Shetal on LinkedIn: https://www.linkedin.com/in/shetal-joshi-fiic-62318b1/

As economic conditions deteriorate, fears of redundancy and anxiety regarding the cost of living once again grip the UK. Financial wellbeing is a key pillar of wider health and wellbeing. Sadly, it’s often overlooked by employers striving to tick the box of colleague wellbeing in the most efficient way possible. Having struggled with debt through his twenties and thirties, Peter Komolafe is today a qualified financial advisor. He has harnessed his personal experience to help ordinary people create financial security through positive financial habits. In 2020, he founded Conversation of Money (a YouTube Channel and weekly Podcast) to have conversations he wished someone had had with him when he was younger. Following his delivery of a compelling session at the IoIC festival in 2023, in this conversation, Jen, Dom and Cat chat with Peter about the link between financial wellbeing and engagement and explore how internal communicators can help alleviate monetary worries.   About Peter Komolafe Peter Komolafe is a best-selling author, award-winning content creator, financial expert, and TV presenter with 18 years’ experience in the financial services industry. He’s worked across retail banking, corporate banking, and wealth management with some of the UK’s top institutions, including NatWest, MetLife, St. James’s Place, and Investec. In 2020, Peter launched Conversation of Money, a platform that’s helped tens of thousands of people make smarter financial decisions through engaging videos and podcasts. His YouTube channel has over 60,000 subscribers, more than 4 million views, and he’s become a trusted voice in the media, regularly appearing on shows like Lorraine, Steph’s Packed Lunch, and Channel 4’s Secret Spender, as well as Sky News and major national papers.   Find Peter on LinkedIn: https://www.linkedin.com/in/peterkomolafe/ Peter’s website: https://peterkomolafe.com/ Peter’s YouTube channel: https://www.youtube.com/c/conversationofmoney Peter’s podcast: https://open.spotify.com/show/4cry36NzOhlsg7R2uuhDAp    

Workplaces across the board are increasingly challenged by complex problems that demand an overhaul of the way work itself is undertaken. AI, geopolitical tensions, shifting attitudes to work, intergenerational differences, the climate crisis and more can easily create internal rifts and tensions that are hard to overcome. Unless, of course, the organisation makes a full-blooded commitment to connection and community. In this episode, Jen, Dom and Cat chat with Adele McIntosh, VP of Internal Communication and Community at Arm. She shares why Arm chose to prioritise community, the benefits this has yielded and some of her top tips for creating community at work. As work becomes increasingly fast-paced and fragmented, creating and sustaining a sense of togetherness and belonging is vital. Internal communicators are ideally positioned to deliver this strategic value to their employers.   Find Adele on LinkedIn:  https://www.linkedin.com/in/adelekmcintosh/

Cancer is a word that instils dread into all of us. Long regarded as a disease with no cure, today, one in two of us will be diagnosed with cancer at some point in our lifetime. This means we will all know someone who has to deal with the implications of this illness, whether for themselves or for a close family member or friend. Yet despite the escalating prevalence of the disease and improved survival rates, we are still incredibly ill-equipped to speak about it. And when we don’t speak about it, we can’t support those navigating its ramifications. We can’t help colleagues who must adapt their work patterns to either fit around treatment plans or care for loved ones. In this episode Cat, Jen and Dom chat with Alyssa Burkus – a three-time cancer survivor and volunteer cancer recovery coach. They talk about the incumbent systems that make cancer so hard to navigate and explore what organisations can do to demonstrate care, compassion and support at this most vulnerable of times.   About Alyssa Burkus Alyssa Burkus is the founder of Shift Wisdom, a thought leadership agency that helps founders and business leaders increase their influence and authority through writing. Her work includes thought leadership strategy, ghostwriting and writing coaching, focused on leadership, change and future of work themes. Before starting Shift Wisdom, she was an enterprise change consultant for 20 years, working with companies ranging from tech startups to Fortune 500s, and spent much of her time ghostwriting for senior executives. Alyssa is also a three-time cancer survivor and volunteer cancer recovery coach, based near Toronto, Canada.    Find Alyssa on LinkedIn:                               https://www.linkedin.com/in/alyssaburkus/ Alyssa’s website:                                           https://www.shiftwisdom.com/ Alyssa’s newsletter:                                       https://newsletter.shiftwisdom.com/ Cancer Support Resources UK:                     https://cancersupportuk.org/ Cancer Support Resources Canada:              https://wellspring.ca/ Cancer Support Resources US:                     https://www.cancercare.org/

Since the public launch of ChatGPT in late 2022, scarcely a day goes by without a news headline forewarning of mass redundancies caused by technological efficiency. But aren’t there some jobs or vocations where, no matter how sophisticated technology becomes, it simply won’t be able to replicate human empathy, reason and oversight? In this episode Cat, Jen and Dom chat with sociology Professor Allison Pugh of John Hopkins University, drawing on her book The Last Human Job.  They examine the role of connective labour and empathic communication in building goodwill, trust, mutuality and human connection, never more urgently needed in workplaces across the board.   About Allison Pugh Allison Pugh is Research Professor of Sociology at Johns Hopkins University, and the author of four books, most recently The Last Human Job: The Work of Connecting in a Disconnected World (Princeton 2024).   The 2024-5 Vice President of the American Sociological Association, Pugh has given more than 100 invited talks and has had visiting appointments in Australia, France and Germany.  She is a former journalist, and her writing has appeared in The New Yorker, The New York Times, and other outlets.  Pugh has served as a US diplomat in Honduras, cofounded an elementary school in California, waited on tables at the US Tennis Open and was an intern at Ms. Magazine.  She and her husband have three children and live in Washington DC.   Find Allison on LinkedIn:  https://www.linkedin.com/in/allison-pugh-b6169467/ Allison’s website: https://www.allisonpugh.com/  

Since the MacLeod report was first published in 2009, Engage for Success (EFS) has become a flourishing all-volunteer collective for those passionate about colleague engagement. A senior lecturer at Nottingham Business School, Dr. Sarah Pass is a practice-oriented academic who concentrates on employee experience and engagement. As a member of the Engage for Success (EFS) Advisory Board, she co-leads the EFS annual survey, which benchmarks the engagement levels of the UK working population. In this episode, Sarah and Jen discuss the findings of the latest EFS survey, explore the four enablers of engagement and dig into why colleague voice is so important when seeking to build motivation and goodwill at work.   About Dr Sarah Pass Dr Sarah Pass is a practice-oriented academic who concentrates on employee experience and engagement. She is a member of the Engage for Success (EFS) Advisory Board and co-leads the EFS annual survey, which benchmarks the engagement levels of the UK working population. Sarah leads EFS projects focusing on different aspects and influences of engagement in practice and is also Chair of the EFS East Midlands Area Network. Sarah is a Fellow of the RSA, an Academic Associate of the CIPD, and a member of the Involvement and Participation Association (IPA) Working Insights Group. In 2023, Sarah was ranked by HR Magazine as an Influential Thinker in HR. Sarah currently works as a Senior Lecturer at Nottingham Business School (NTU).   Find Sarah on LinkedIn:  https://www.linkedin.com/in/sarahpass/ Sarah at Nottingham Business School: https://www.ntu.ac.uk/staff-profiles/business/sarah-pass Engage for Success: https://engageforsuccess.org/

In 2025, workplace inclusion remains a key issue for the UK labour market. In summer 2024, the ONS reported the highest number of economically inactive people since 2012. While this label includes students and the retired, it more worryingly includes those who are unable to access the labour market due to either ill health or accessibility issues. As the working population across the Global North declines, access to employment opportunity is a social and economic issue. But too many modern workplaces are too slow redesign their hiring and employment processes to maximise inclusivity. In this episode, Dom, Jen and Cat chat with Ryan Curtis-Johnson from the Valuable500. He explains why inclusion is such a critical issue, not least when neurodivergence is on the rise. This conversation explores the opportunity for internal communication to create work cultures that boost diversity for enhanced organisational resilience.   Takeaways Inclusion is essential for a better society. The Valuable 500 aims to end disability exclusion. Businesses must navigate the fear of discussing disability. What's good for business is good for society. Inclusion should be embedded in all business practices. Neurodivergent individuals can bring unique strengths to the workplace. Organisations need to be flexible and inclusive in their policies. Diversity in problem-solving leads to better outcomes. Internal communication plays a crucial role in promoting inclusion. Sharing resources and knowledge fosters collaboration in inclusion efforts. Sharing best practices fosters inclusivity and learning. Disability should be embraced, not feared. Inclusion must be inherent in organisational behavior. Internal communicators play a vital role in promoting accessibility. Training on accessibility is essential for all employees. Care in communication can address societal challenges. Celebrating diversity can change negative perceptions. All employees should be allies for inclusivity. Inclusivity is a long journey that requires commitment. +++++ Find Ryan on LinkedIn: https://www.linkedin.com/in/ryan-curtis-johnson-b2233330/ The Valuable 500: https://www.thevaluable500.com/

With so many pressing environmental and social challenges to address, workplace activism is on the rise. Concerned citizens are increasingly using whatever means they have – whether as consumers, shareholders, or increasingly now, workers – to raise awareness and effect change for the issues that matter to them. This has dynamic consequences for business. Organisations must work out how best to respond to colleagues who bring social and environmental justice issues to work. Those that refuse to listen to the concerns of their staff face disengagement, or worse, mutiny. How can – and should - leaders shift from traditionally hierarchical ways of thinking about the views and opinions of their workers towards leveraging and integrating those views for the benefit of all? In this episode, Jen, Dom and Cat speak to Megan Reitz and John Higgins, co-authors of Speak Up: Say What Needs to be Said and Hear What Needs to be Heard. They explore the role of colleague voice in engagement and look at the role of internal communication in helping organisations become better equipped to hear – and leverage – the views that matter. +++++ Find Megan on LinkedIn: https://www.linkedin.com/in/meganreitz/ Megan’s website: https://www.meganreitz.com/ John’s website: http://www.johnhigginsresearch.com

According to Mental Health UK, 90% of adults experienced high or extreme levels of stress in 2023, a figure that was consistent across all ages. The same research found 20% of people of working age needed to take time off due to poor mental health. In 2025, there are all manner of reasons why people are anxious, stressed and close to burnout. The way we work isn’t working for far too many of us. But what are the signs of burnout and what support is available? What can organisations do to help colleagues better manage their workloads? And what part can internal communication play? In this episode, Jen, Cat and Dom chat with Tracey Hewett, a worklife coach and wellbeing trainer to understand the risks and how to avoid them.   Takeaways Burnout has been on the rise since the pandemic. Work-related stress is a significant issue affecting many employees. The World Health Organisation defines burnout as a syndrome from chronic workplace stress. Leisure activities are essential for recovery and should not be overlooked. Learning to say no is a powerful tool for managing workload. Organisations have a legal duty to ensure psychological health. Effective communication is key to alleviating burnout. Internal communicators can model supportive behaviours in the workplace. Recognising the signs of burnout is crucial for prevention. Self-care is essential for maintaining wellbeing in high-pressure environments. +++++ Find Tracey on LinkedIn: https://www.linkedin.com/in/traceyhewett/ Worklife Mindfulness: https://www.worklifemindfulness.com/ HSE  - employer’s legal duty: https://www.hse.gov.uk/stress/overview.htm Tracey’s stress audit: https://www.worklifemindfulness.com/work-related-stress-audit Tracey’s blog about burnout: 19 things I learned from a stay at Burnout Hotel https://www.worklifemindfulness.com/post/things-i-learned-from-burnout          

In February 2025, the IoIC launched its AI ethics Charter for internal communication. As GenerativeAI adoption goes mainstream, there are many moral and ethical considerations that require contemplation and resolution. Its implementation requires human care, stewardship and oversight. The goal of the AI Charter is to present some of the most pressing points for organisations to reflect and agree on and to catalyse a live and ongoing membership conversation about how best to adopt AI while sustaining access to good, purposeful work for colleagues. In this conversation, we are joined by AI taskforce members Adele McIntosh and Joe McMann. As VP Internal Communication and Community for Arm (Adele) and Director of Internal and Executive Communication (EMEA) for Marriott International (Joe), they were expertly placed to help evaluate what an AI ethics Charter might include. We discuss what drew them to the taskforce and the role internal communication can play in helping organisations harness the full potential of AI. Takeaways AI is a significant part of organisational development. The AI Ethics Charter aims to address ethical and human-centered AI adoption. Internal communicators play a crucial role in AI integration. The charter will evolve as technology progresses. AI presents both risks and opportunities for organizations. Community building is essential in navigating AI challenges. Transparency and ethics are vital in AI communication. Understanding AI's impact on jobs is crucial for employee engagement. Internal communication can help demystify AI for employees. A strategic narrative around AI is necessary for effective communication. AI presents a significant opportunity for internal communicators. Maintaining human connection is crucial in the age of AI. The roles of communicators will evolve with AI integration. Authenticity and trust may be at risk with automation. Organizations must embrace AI to thrive in the future. Disengagement and loneliness are pressing issues in communication. AI can enhance efficiency but should not replace human insight. Ethical considerations are paramount in AI adoption. Communication about AI is essential to mitigate risks. Continuous learning and adaptation are necessary for success. +++++ Find Adele on LinkedIn: https://www.linkedin.com/in/adelekmcintosh/ Find Joe on LinkedIn: https://www.linkedin.com/in/joe-mcmann-364a1b11/ Download the AI ethics Charter

AI and associated technologies are changing the work people do and the way business gets done. As work becomes increasingly digital, scant few of us can remain complacent with our current skills and expertise – we must all upskill to remain relevant and future-ready. This raises interesting questions. We are rapidly shifting away from an era where organisations trained their staff for efficiency and compliance. Instead, we must all become continuous learners – learning in the flow of work we do each day. Simply put, the skills that upheld business as usual up until now are no longer sufficient to navigate today’s challenges. In this episode Cat, Jen and Dom chat with learning designer Beth Salyers to understand how we best learn and, more poignantly, what role communication plays in social learning.   Takeaways Continuous learning should be integrated into daily work. Traditional education models are outdated and need rethinking. Identity plays a crucial role in how we learn. Creating safe spaces is essential for effective learning. Learning experiences should be designed for engagement. Trusting learners is key to fostering a learning culture. Curiosity should drive our approach to learning. Organizations must meet learners where they are. Engagement is critical for effective learning outcomes. Reluctant learners can be engaged through shared agendas. Meeting people where they are is essential for effective communication. Engagement in learning is often a challenge due to preconceived notions. Curiosity is a key driver for meaningful learning experiences. Continuous learning should be integrated into the fabric of organisations. The focus should shift from skills to capabilities in learning design. Learning is inherently social and should be treated as such. Organisations must navigate the future of work with a focus on empathy and understanding. Internal communicators play a crucial role in facilitating learning. Communication strategies should guide and support continuous learning. A collaborative approach between L&D and internal communication is vital. About Beth Salyers Beth Salyers, Ph.D. is a former public school classroom teacher and current learning experience designer for social impact organisations, including for-profits, nonprofits, and schools and universities through her consulting business, Custom Learning Atelier. She knows herself and the world first and foremost through the arts and music, is a practitioner of human-centered circular design thinking methodologies, and a big soccer fan. In 2025 she's embarking on an external-facing personal creative project called #CuriosityTour2025 as a way to regeneratively navigate (another trump administration) whatever in the hell is happening in the U.S. right now. (thought I'd make you laugh).

As we enter another year of instability and uncertainty, it behoves all organisations to keep one eye on the future for successful innovation and evolution. But shifting out of survival mode to examine the long game remains a challenge for many. Horizon scanning and scenario planning to mitigate risk and leverage opportunity ought to be in every business strategist’s toolkit. However, all too often boards and senior leadership teams are stressed and overwhelmed by firefighting and conflicting priorities. What are the benefits of future-gazing? In this episode, Dom, Jen and Cat chat with IoIC festival keynote speaker Rohit Talwar. They explore some underlying trends that are set to reshape business in 2025 and look at how can internal communicators help their organisations become more future-ready. Takeaways Futurists explore trends and shifts rather than predict the future. Organisations need to develop agile and adaptive mindsets. AI is a significant force that organisations must engage with. Large corporations often struggle with transformation due to their size and conservatism. The SME community is more focused on future-proofing their operations. Cultural shifts in attitudes towards work are changing organisational dynamics. The rise of generative AI is reshaping how businesses operate. Effective communication is crucial for fostering a learning culture. Organisations must prepare for uncharted territories and unknown unknowns. Budget constraints may impact internal communication and training initiatives. The demand for GenAIi prompts is increasing among professionals. Organisations must navigate the triangle of human challenges, tech opportunities, and financial pressures. Forming alliances with key stakeholders is essential for internal communicators. Spotting and promoting mindset shifts can drive innovation. Internal communicators should connect employees with organisational changes and external trends. Continuous learning is vital for personal and organisational growth. No one cares more about your future than you do. Learning helps combat fear and confusion in a complex world. Internal communication must adapt to the changing landscape of work. Highlighting successful examples of innovation can inspire others.   About Rohit Talwar Rohit Talwar is a global futurist, award-winning keynote speaker, author, and the CEO of Fast Future. He has a particular focus on helping clients develop ‘ready for anything’ leadership mindsets and capabilities to understand and respond to critical forces and developments shaping the future – ranging from geo-political and economic shifts through to sustainability and disruptive technologies such as AI. His keynote speeches and immersive executive education sessions are all highly tailored to the needs and context of the client organisation.    His key current speaking topics include: Global forces, shifts, and disruptions shaping the future Futureproofing - developing ‘ready for anything’ leadership The AI stepchange – accelerating insight, capability, and performance with AI. Rohit has advised over 2,000 clients in global businesses, technology providers, professional service firms, governments, international agencies, NGO’s, and industry associations across a wide range of sectors in 80+ countries around the world. He uses his insights, experience, and inspirations to help clients build sustainable and future proofed organisations through virtual and in person speaking, executive education, research, consultancy, and publishing. Fast Future www.fastfuture.com Fast Future is a foresight agency led by futurist Rohit Talwar with a prime focus on helping clients explore and prepare for future shifts and uncertainties. Key services include keynote speaking, executive education, foresight research, scenario planning, strategy consultancy, event design and book publishing. Critical themes covered include leading in uncertainty, disruptive technologies such as AI, innovation a

Have we shifted from polycrisis to permacrisis? As geopolitical tensions, extreme weather events and societal discord show no sign of abate, the pressure builds for organisations to end unsustainable business practices and reduce carbon emissions. In addition to regulatory demands, a rising tide of employee activists expect business to act as a force for good. Organisational purpose seems to have become a misappropriated buzzword in recent years, one that all-too-often lacks depth and resonance. What part can and should business play in a more equitable, well-functioning society and what role can internal communication play in bringing that to life? In this episode Jen, Dom and Cat talk with Sarah Gillard, CEO of the charity Blueprint for Better Business to hear her views on the opportunity for business to address the pressing challenges of our times.   Takeaways The role of business is to create value for society. Profit should be an outcome, not the primary goal. Human beings have inherent value and dignity. Organisations must create conditions for meaningful engagement. Navigating business decisions requires listening to diverse perspectives. Purpose and values must resonate with all employees, not just leadership. A human-centric approach unlocks creativity and innovation. Business leaders face a complex and contested landscape today. Engagement should not be imposed but discovered collectively. Rethinking purpose can lead to more authentic organisational cultures. Intent is crucial in how employees perceive organisational initiatives. Transparency in decision-making fosters trust and engagement. Organisations must shift from efficiency to adaptability to thrive. Communication plays a vital role in shaping organisational culture. Fear can stifle creativity; a growth mindset is essential. Finding meaning in work enhances motivation and engagement. Leaders should focus on what matters to them as humans. Building a listening organisation is key to internal communication. The future of work requires new skills and adaptability. Shared humanity can unite people in organisations.   About Sarah Gillard Sarah is the CEO of Blueprint for Better Business, a charity that helps businesses to be inspired and guided by a purpose that benefits society and respects people and planet. She is a passionate advocate for making business “more human” - places where people flourish, communities prosper, and long-term sustainability is the driving force. She has over 25 years’ experience leading in fast-paced commercial environments at some of the UK’s largest retail companies, including the John Lewis Partnership where she was responsible for rearticulating and embedding the organisation’s  purpose so that it continues to be a source of inspiration, innovation, and strategic differentiation.  Sarah has a degree in PPE, is a fellow of the RSA and a Trustee of the BGF Foundation. She is a member of the Advisory Panel for the British Standards Institute on “PAS 808: a standard for purpose-driven organization”, which is being developed into an internationally-recognised ISO. Sarah is a qualified executive coach and speaks publicly on topics including purpose, leadership, organisational transformation and culture.   Find Sarah on LinkedIn: https://www.linkedin.com/in/sarahgillardpurpose/ Blueprint for Better Business: https://www.blueprintforbusiness.org/  

In this first episode of 2025, Jen, Dom and Cat review their favourite conversations of 2024. They also discuss the topics, trends and themes they most want to explore in 2025, as shaped by what IoIC members have said they want to learn more about. This episode explores some of the primary risks and opportunities for internal communicators in the coming year. Tune in to hear about up and coming guests and conversations.   Follow on LinkedIn