Research articles and reports

Published November 2023

Abstract

Organisations’ attempts to improve wellbeing at work are too narrowly focussed and fail to account for the diverse and individualistic ways employees cultivate wellbeing. Moreover, a clear disconnect exists between the amount of money invested into organisational wellbeing initiatives and the ever-increasing levels of ill-being at work. The ‘Beyond Workplace Wellbeing’ Framework therefore brings together findings from a large qualitative study involving 100 semi-structured interviews across financial and professional services in the UK. We propose that employers should not intervene with wellbeing, but should instead focus more on improving psychological safety and reducing ill-being of employees that is directly attributable to their employment. We also highlight the significance of employees being given autonomy in choosing how and when they carry out responsibilities subject to satisfying operations. This autonomy allows employees to create a work structure that enables them to be both productive and enhance their own wellbeing. Findings are timely in response to Covid-19 and the re-organisation of work. They simultaneously highlight the importance of large and diverse samples in qualitative research.

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Published June 2023

Abstract

Over 60 women working in mid-level investment roles across Europe were interviewed or participated in focus groups, sharing their experiences and contributing to the development and review of this framework and proposed solutions. The ACCELERATE framework also provides instructions on how to evaluate the progress of each action taken. An evaluative approach not only demonstrates the progress of the actions, but also prevents investment in ineffective interventions. Thus, firms can focus on practical strategies and quicken the pace of change for women in PE. 

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Published June 2023

Abstract

The GOOD FINANCE 'How to' Manual has two main aims. The first is to provide clear instructions on how firms and their individual leaders can operationalise the GOOD FINANCE framework. The second is to provide clear instructions on how firms and their individual leaders can measure progress for each element of the GOOD FINANCE framework.

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Published January 2023

Abstract

The role of luck in success has a relatively minor, albeit consistent history in academic discourse, with a striking lack of literature engaging with notions of luck within occupational environments. Elucidating why people attribute their own success to luck over ability has predominated in the literature, with interpersonal attributions receiving less attention. Here, we center on systematically summarizing the evidence on interpersonal attributions of success as a function of ability or luck, with a particular focus on whether these differs by gender and race. The perception of the success of others from different sociodemographic groups, and how it is attributed, is a crucial leverage point for inclusion and diversity. Particularly as women and ethnic groups continue to be systematically disadvantaged in the workforce. Ignoring the role of luck conceals and augments privilege, even if not deliberately or consciously invoked.

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Published April 2022

Abstract 

Individuals with common mental disorders (CMDs) such as depression and anxiety frequently have co-occurring long-term physical health conditions (LTCs) and this co-occurrence is associated with higher hospital utilisation. The writers examined the impact of psychological treatment delivered under the nationwide Improving Access to Psychological Therapies (IAPT) programme in England on hospital utilisation 12-months after the end of IAPT treatment. 

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Published October 2021

Abstract

The TRANSPARENT framework is the UK’s first cross-sector framework designed to remove the barriers blocking the progression of talented Black professional women in finance, professional services and big technology.

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Published September 2021

Abstract 

This framework includes insights from Singapore and truly brings the work of The Inclusion Initiative into a global light. Moreover, the topics discussed within this paper connect cross-continental approaches and ideas surrounding inclusion and presents practical guidance to corporations across the globe. 

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Published June 2021

Abstract

To understand the headwinds and tailwinds that women experience when working in financial and professional services, the study undertook a listening tour speaking with 44 women at various stages in their career.

The objective of this study is to use this information to create a framework comprised of actions that a company can take to ensure that they retain and develop their most talented employees, including women.

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