Tag Archives: workplace

Dedication for Meditation with Inhere Meditation Pods

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“Meditation is bringing the mind home” – Sagyal Rinpoche The Tibetan Book of Living and Dying

City life is not only fast and furious but also taxing on our mind and body’s. It seems like everyday is a rise and grind affair and time we dedicate to ourselves is ever dwindling. Yes, we often give ourselves a break and take time away from work to rest and recuperate and relax away from our homes, but what about those moments in life when we are unable to escape the norm. There has to be some kind of respite that we can achieve in our natural habitat. Major tech companies are starting to focus some attention on how to ensure their staff are functioning at their best by introducing sleep pods, break out rooms etc, but what about everyone else. What do you have at your workplace which allows you to align your thoughts and get back to you? 

Inhere founded by Adiba Osmani and Ghazal Abrishamchi  provides Londoners with meditation studios in Central London. Inhere meaning ‘to exist from within’ became the companies ethos and they wanted to bring a sacred meditation space to utilise within the workplace so they developed their revolutionary Meditation Pod. To debut their pod in an adequate location, they teamed up with luxury co-working space Uncommon and unveiled their creation for customers to use at their leisure. The collaboration was born, as both Inhere and Uncommon are based on the same values. Uncommon’s workplaces are based around health and wellbeing paired with design and technology. The spaces are designed to create an environment which are open and natural using plenty of outdoor light, plants and woods.

The Uncommon spaces showcase the new meditation pod which is a little ‘haven away from London Life’. With a selection of 10, 15, 20 and 30 minute guided meditations, customers can choose from an array of soothing sounds to accompany their relaxation time. The pod is a safe enclosure created from wood and allowing plenty of natural light to flood in to create a bright and airy space. Customers can lounge, sit or lie horizontally on the comfiest meditation chair complete with foot rest and place the headset on to drift into your own relaxation time. Alongside this, Inhere are set to open the most advanced drop-in meditation studio in Central London targeting City workers helping to bust any work related stress. 

To find out more about Inhere visit https://www.inherestudio.com

To book spaces at Uncommon and try out the new meditation pods visit https://www.inherestudio.com 

One in Five Women have felt Sexually Discriminated Against in the Workplace

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Some bad news on the equality front: a third of working women have experienced discrimination and harassment in the workplace, according to research.

They’ve been spoken over or had opinions dismissed in meetings, received unwelcome comments on their appearance or clothing and been called “woman” and “clever girl”.

The poll of 2,000 working women revealed many have had their work and achievements hijacked by male colleagues or have experienced unwanted touching, brushing or stroking from other members of their team.

One woman lost her job after refusing a marriage proposal from her line manager while another was frequently ordered to make her male colleagues their drinks.

Another reported a male employee was taken on to do the same job as her – and later discovered he was being paid £1,000 more.

And a female shop worker ended up getting unwanted texts from a security guard who went into the manager’s office and took her mobile phone number from personnel records.

Georgina Calvert-Lee, Senior Litigation Counsel at law firm McAllister Olivarius, which commissioned the research to understand better what women are facing in the workplace, said: “It’s sad to hear that these kinds of things continue and are so widespread. It confirms what our clients tell us about their own experiences.

“We’re sure many women will feel as though they are the only ones having to deal with situations like this.

“But we’re certain there will be women out there who don’t actually realise they’re experiencing sexual discrimination or harassment.”

“Sometimes it can feel a bit daunting speaking up; especially if you’re afraid of losing your job for standing your ground.

“But the only way these situations are going to be solved is by making others aware of it and not suffering in silence.”

Of the 42 per cent of women who have ever taken maternity leave, one in 10 said they felt discriminated against when they returned to work.

One mum explained that once she had returned to work after maternity leave her job had ‘disappeared’, and she was given menial tasks which weren’t enough to fill the day.

Another respondent said her manager had told her there was no point in promoting young female staff as “they all leave on maternity anyway”.

One in six women in management said they have been called ‘bossy’ when instructing another member of staff.

Four in 10 women have experienced colleagues trying to turn workplace conversations into sexualised ones.

In fact one in five have felt sexually discriminated against in their current workplace at least once.

Twenty four per cent of women in work have never sought help for the bad experiences they’ve had in at work – but have considered it.

And because of this, many women believe it would make sense to make sure sexual discrimination should be discussed in the work place so it’s recognised a little easier.

Georgina added: “Women who have experienced sexual discrimination and harassment don’t need to suffer in silence.

“It’s illegal, and you can get help. Good companies want to fix it. Other companies can be persuaded by legal action”.

McAllister Olivarius is an international law firm representing people who face discrimination in their professional lives.

 

TOP 10 MOST FREQUENT DISCRIMINATION AND HARRASSMENT INCIDENTS IN THE WORK PLACE FOR WOMEN

 

1. Been spoken over of had their opinion dismissed in meetings

2. Received unwelcome comments on appearance or clothes

3. Been called “woman”, “clever girl” or other dismissive terms

4. Been asked to make tea or run errands more than male colleagues

5. Felt unable to complain about being treated unprofessionally for fear of being accused of being oversensitive

6. Been referred to as ‘bossy’ due to instructing another member of staff

7. Been judged / commented on for their sexual attractiveness

8. Having credit for their work taken by male colleagues

9. Been assumed to be the assistant / PA or lower ranking member of staff

10. Experienced unwanted touching, brushing or stroking from other colleagues

 

 

Glass Ceiling “Is a Myth”, Age is the biggest hurdle

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The glass ceiling is dead as a concept for today’s modern career apparently. But women are still being held behind in the workplace. Here are the depressing facts why….

Ernst & Young poll of 1,000 UK working women says there are multiple barriers to career progression

The concept of a single glass ceiling is an outdated model and no longer reflects the realities of modern working life for women, according to the results of a poll released today by Ernst & Young.

The survey of 1,000 UK working women between the ages of 18 – 60, revealed that two thirds believe they faced multiple barriers throughout their careers, rather than just a single ceiling on entry to the boardroom.

Four key careers barriers throughout a woman’s career

Based on the results, Ernst & Young has identified four key barriers to career progression for today’s working women. These barriers are: age, lack of role models, motherhood, and qualifications and experience.

The professional services firm says that the barriers aren’t chronological and can be experienced at anytime; often several at once. And while they aren’t exclusive to women, it believes it is clear from the research that employers need to provide better support to help women overcome them.

British business losing best and brightest female talent

Liz Bingham, Ernst & Young’s managing partner for people, says, “The focus around gender diversity has increasingly been on representation in the boardroom and this is still very important – as members of the 30% Club we are committed to this.

“But the notion that there is a single glass-ceiling for women, as a working concept for today’s modern career, is dead. Professional working women have told us they face multiple barriers on their rise to the top. As a result, British business is losing its best and brightest female talent from the pipeline before they have even had a chance to smash the glass ceiling. We recognise that in our own business, and in others, and professional women clearly experience it – that’s what they have told us.”

Ernst & Young’s head of advisory, Harry Gaskell, agrees. He says that the barriers identified in the survey reinforce Ernst & Young’s belief that encouraging and supporting women into senior positions is a talent pipeline issue. As a result he believes that organisations need to ensure they are supporting women at every stage of their career lifecycle, not just as they are about to enter the boardroom.

Age is the biggest hurdle

Delving into the findings behind the barriers, the survey identified age – perceived as either too young or too old – as being the biggest obstacle that women face during their careers. 32% of women questioned said it had impacted on their career progression to date, with an additional 27% saying that they thought it would inhibit their progression in the future.

Most markedly it was women in the early stages of their career that seemed to be most acutely impacted – with half of all respondents between 18 and 23 saying age had been a barrier they’d already encountered in their career.

“Age is a very complex issue, especially when it’s linked to perception. It’s concerning to see that women seem to be most vulnerable during the formative stages of their careers, when they are working their way through the ranks,” says Liz.

She argues that businesses need to be aware of pervasive attitudes towards age as a barrier within organisational culture, and suggests that one way of managing this is to encourage diverse role models within an organisation, who can visibly demonstrate that age is not an inhibitor to opportunity and progression.

Exploring the experience and qualifications barrier

Barriers related to a lack of experience or qualifications also featured strongly in the survey. It was the second highest factor that had inhibited women’s careers to date (according to 22% of respondents), and the third highest factor cited as a future inhibitor (19%).

Reflecting on the results, Harry says, “Women, and men, often need to give themselves more credit for the experiences and expertise that they have, while businesses need to look past the piece of paper.

“There is acknowledgement that high academic performance is still part of selection criteria in some organisations, especially at graduate level – and there is a wider issue here about fostering social mobility. But much greater value is being placed today on non-academic achievement and on diversity of experience and perspectives.”

The impact the experience of motherhood can have…

The impact of becoming a mother on a career is well rehearsed and therefore it was unsurprising, if disappointing, that this was identified as a key barrier. Nearly one in five (19%) of those questioned said it had impacted on their career to date. While a further 25% said they thought it was the second biggest inhibitor to their future careers, after age.

Liz says, “I think the only way that organisations can really tackle this is through positive intervention. This includes the provision of supportive programmes that help women to transition back into work after maternity leave and empowers them to take control of their careers and make informed choices.”

Ernst & Young has trail blazed a number of initiatives for working mothers aimed at increasing retention levels and ensuring that women feel supported through-out their career life-cycles. This includes a maternity coaching scheme providing one-to-one counsel with a consultant before, during and after maternity leave.

“Coaching schemes are very valuable,” says Harry. “But I also think there’s an important part that can be played by women role modelling their success and demonstrating by example how they balance the demands of home and work life.”


The value of role models

Three out of four (75%) of those questioned said that they have few or no female role models within their organisations. With some respondents (8%) going as far to say that a lack of role models had had a detrimental impact on their career to date. And therefore role models were identified as one of the four barriers.

Liz says that a lack of role models was a consistent theme across all the age groups polled. “I was really surprised and concerned by these findings. From my own experience I have seen how good role models can have a transformational impact on an individual or team.

“I think one of the big problems is the misconception that you have to be perfect in order to be a role model. Whereas in reality we all have skills, attributes or experiences that would be valuable to share with others.”

But it’s not just down to business…

Ernst & Young says that managing these four barriers is about personal responsibility, appropriate and targeted support from business and positive government intervention.

When respondents were asked to identify what three things their organisations could do to remove these barriers, or better support women’s career progression, the top answers were:

* More support after returning to work from having children (32%)
* More support at every stage of my career lifecycle (24%)
* More visible female role models (19%)

When asked the same question in relation to what government could do, they said:

* Enforcing companies to reveal the ‘pay gap’ between men and women (45%)
* Affordable child-care/ tax relief for childcare (43%)
* Policy guidance on flexible working for UK businesses (28%)

Harry concludes, “Gender diversity transcends the responsibility of government, business and individuals. There is no quick fix or magic bullet; it will take a combined effort, but the focus has to be on the talent pipeline rather than just on the boardroom.

“Positive interventions can work. But we think one of the most fundamental aspects of managing barriers is role models – for people to actively demonstrate that barriers can be over-come. If we can get this right, then perhaps the other barriers will become more manageable and less marked over time.”