Discover the game-changing tool revolutionising the habits of engineering start-ups! Join us as we delve into Culture+, hearing from both the innovators behind the scenes and those directly impacted by our digital 360 feedback tool.

Mentorship supports growth, while sponsorship uses influence to open doors. To truly drive equity, sponsorship must be structured, intentional, and part of an inclusive culture—done well, it can transform careers and boost retention.

Chasing ‘cognitive diversity’ might sound progressive, but it can actually reinforce stereotypes and distract from the real work, creating truly inclusive, equitable teams where people with different backgrounds and lived experiences feel safe to share bold ideas and challenge the status quo.

We launched Culture+, a new platform designed specifically for start-ups and scale-ups to build inclusive cultures from the start. Built in collaboration with the Royal Academy of Engineering, the project had 49 research participants, 27+ hours of user interviews across 18 participating organisations - as well as countless hours of desk research.

ERG leaders add huge value but often face burnout without recognition. Our survey will help shape best practice so organisations can properly support and reward their work.

Unconscious bias training (UBT) is popular among a number of workplaces. But have you come across the mounting evidence to suggest that UBT isn’t effective and may even be harmful?

A list of organisations that you can support as part of your commitment to LGBTQ+ inclusion.

As many companies scramble to prepare their rainbow logos, banners and flags for LGBTQ Pride next month we at The Honeycomb Works encourage you to not do anything - well, anything performative, at least. Here’s our advice.

We are constantly working to improve the Honeycomb Platform to provide you with the best service to help you make your workplace more inclusive. Check out what we have been up to!

The impact of a negative culture in an organisation is insidious - causing a ripple effect in many areas of business. These effects trickle down affecting employee retention rates, sick days, an inability to attract new talent, and brand reputation.

It’s a tricky thing to define what it is to be an ally. There are many different approaches and ways to go about it but perhaps the single most important thing to remember is, it’s about action. Thinking about doing something is of no use to anyone. The support, the change, the difference is made when you actually do it.

We know a lot of people in HR or marketing are still wondering what they should do. They are worried that doing something seems (or more accurately, perhaps is!) performative. But doing nothing just feels...wrong. Here’s our advice.

Here we share the economic ramifications of not belonging for businesses. While we at The Honeycomb Works believe that the economic cost on businesses should not be the reason why companies take action we must accept that often DEI action is deprioritised as other company pressures/priorities emerge.

What happens when you don’t feel like you belong at your place of work? When you feel like the outsider? When you don’t get invited out? When you are not invited to those meetings? When you don’t get a promotion? You code-switch! Here's our take on what belonging really means.

Whether you have employees in the US or not, the US transition of power matters. Our “What You Need to Know about US Election Violence” pack is an action-based resource for HR Professionals, Managers, and Senior Leaders.

At our open ‘How to be an Ally’ event the focus was very much on how to take steps towards becoming an ally. While self education is essential, so is action. Caroline Marsh discusses how to use questions to call out bias and discrimination.

There is a huge amount of information out there on how to combat racism and be a better ally but it can be hard to know where to start. In this blog, Caroline Marsh shares some of the resources she’s found useful.

Allies are your most important and effective resource in creating an inclusive culture. If there is one thing you are going to focus on, make it this.

The tendency to focus on ‘fixing’ the underrepresented rather than leveraging the power of those calling the shots is an issue we come across a lot.

We were invited to Société Générale by James Green, VP Project Manager & Innovation Ambassador, to run a lunch event on ‘Being an Inclusivity Ally’.

We were thrilled to have the opportunity to share our values of Trust and Inclusivity at London Tech Week held in Pusher HQ.

We are regularly telling women and minorities all the things they should be doing and not doing, as if changing their behaviour will sort everything out.

Not everything will work for you, especially as you start applying agile outside digital product development, but be sure you keep the core principles in mind or it’s just window dressing

Today is our two year anniversary! It’s been a busy year and there a few new things we are quite proud of - skipping the humble part of the humble brag, if you don’t mind.

I’ve met a few organisations who have very successfully worked to build diversity into their recruitment strategy, only to have people leave within a year because they didn’t feel they belonged.

In L&D, HR, Talent and OD we need to constantly question and challenge. What’s the most valuable thing? What’s going to have the most impact? Why are we doing this? What problem are we solving for the organisation?

The most valuable learning happens when you ask the people around you for feedback on the things that are most important to you. Do it daily.

In L&D, we still focus largely on learning, not development. And learning without adequate development won’t create impact; acquiring.

It’s not because we are obsessed with bees. (We are, a bit, but that came after.) It all started when we were rethinking the notion of a “course”.

The Honeycomb Works is a development partner for organisations who are tackling big changes with clever strategies but are struggling to adapt.