AI is often heralded as a key driver of the future, but its environmental toll is increasingly under scrutiny. The energy needed to train large AI models, such as language models like GPT-3, is substantial. A study by MIT showed that training such a model can emit as much CO2 as five cars over their entire lifetimes. This is due to the immense electricity required to run the data centres that house these models, which often rely on non-renewable energy sources.
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As the demand for AI grows, so does the energy consumption of the data centres that support it. These centres are the backbone of the tech industry, but they contribute to significant greenhouse gas emissions, particularly in regions where electricity is generated from fossil fuels. While there are some efforts to adopt cleaner energy sources, many parts of the AI infrastructure still rely on power grids with high carbon emissions.

With AI becoming more widespread, it’s critical that we ask: How can we harness the power of AI while reducing its carbon footprint?

The Role of Inclusivity in Sustainable Tech
It’s not enough to simply develop energy-efficient AI models; we need to bring diverse, innovative perspectives to the table to find real solutions. The tech community has often been criticised for its lack of diversity, which can hinder the creativity and problem-solving needed to tackle global issues such as climate change.

A diverse and inclusive tech workforce can bring forward new ideas and solutions that might otherwise be overlooked. When it comes to AI emissions, a broader range of voices, from researchers to engineers to environmental advocates, can work together to create sustainable, eco-friendly innovations. The more perspectives we have, the more holistic and impactful the solutions will be.

Sustainability should be at the heart of every tech innovation, and it’s only through the power of diverse voices that we can ensure AI evolves in a way that benefits both society and the planet.

Practical Ways to Reduce AI Emissions 
While the challenges surrounding AI emissions are significant, there are several steps that companies can take to reduce their environmental impact. Here are a few strategies that could make a big difference:

1. Adopt Energy-Efficient Hardware: The development of specialised chips, such as AI accelerators, can help reduce the energy consumption required for training and running AI models.
2. Use Renewable Energy: Many data centres still rely on non-renewable energy sources. By switching to renewable energy, the carbon footprint of AI can be significantly reduced.
3. Optimise Algorithms: Research is ongoing into making AI models more energy-efficient. By developing algorithms that require less data and computation, we can reduce the environmental cost of training these models.
4. Support Green AI Research: Encouraging further research into AI technologies that reduce energy consumption is crucial. By prioritising sustainability in AI development, we can ensure the future of technology is both innovative and eco-friendly.
5. Collaborate Across Sectors: Governments, tech companies, and environmental organisations must work together to set regulations, standards, and incentives that promote green AI practices across the industry.

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Tech for Inclusion: Bringing Together Innovators for the Future
Events like Tech for Inclusion are designed to foster collaboration among diverse voices in tech, with a  focus on Inclusion in the Age of AI. The event brings together leading experts, innovators, and activists to discuss not just the latest developments in tech, but the responsibility that comes with them. Shining a spotlight on speakers who will address inclusion in AI, as well as the importance of inclusive tech development. 

Don’t miss out on the opportunity to be part of the conversation! Register for Tech for Inclusion and join us in shaping a more inclusive, sustainable future for AI and technology. We look forward to seeing you there! ​

As we kick off October 2024, I want to take a moment to highlight a condition that is often misunderstood yet immensely impactful: ADHD. With ADHD Awareness Month upon us, it’s an ideal time to recognise the significance of this condition and its implications for individuals and organisations alike.

I am personally committed to raising awareness of what the condition really means and why the world needs to challenge the stigmas associated with it. At consultancy, training, and technology business This is Milk, we believe in working towards inclusive workplaces. To us, this means celebrating uniqueness and fostering environments that allow everyone to flourish. I truly believe in accepting people’s struggles and shortcomings and allowing them to work to their strengths.

​As we approach 2025, the conversation around diversity and inclusion is poised to evolve in exciting new ways. Building on the momentum of 2024, where significant strides were made towards meaningful corporate DEI (Diversity, Equity, and Inclusion) initiatives, 2025 is set to be a year where these efforts deepen and become more integrated into the very fabric of organisational cultures. Here's a look at the trends we can expect to see in the coming year.

1. Intersectionality takes centre stage

In 2025, the concept of intersectionality, understanding how various aspects of a person’s identity (such as race, gender, disability, and sexuality) intersect to shape their experiences, will become a crucial focus for D&I strategies. Organisations will move beyond siloed approaches to diversity, recognising that true inclusivity involves acknowledging and addressing the complex, overlapping identities of their workforce. This shift will lead to more nuanced and effective policies that cater to a broader range of employee experiences.
 
 2. Data-driven inclusion efforts
 
The next year will see a significant increase in the use of data analytics to drive DE&I initiatives. Companies will leverage sophisticated data tools to identify gaps in representation, measure the effectiveness of their inclusion strategies, and track progress in real time. This data-driven approach will help organizations make more informed decisions and ensure that their D&I efforts are impactful and aligned with their business goals.
 
 3. AI and tech-enhanced inclusion
 
As AI and machine learning continue to advance, 2025 will see these technologies being used to promote inclusivity in the workplace. From AI-driven tools that help remove bias in recruitment to virtual reality (VR) training programs that allow employees to experience different perspectives, technology will play a pivotal role in enhancing D&I efforts. Companies will also invest in ensuring that these technologies themselves are inclusive, addressing issues like algorithmic bias that have plagued earlier AI applications.
 
4. Holistic wellbeing programs
 
In 2025, the focus on employee well-being will expand to include a more holistic view that integrates mental, physical, and emotional health with DE&I initiatives. Recognising that an inclusive environment is one where all aspects of an employee’s well-being are supported, companies will introduce programs that cater to diverse needs, such as mental health resources that consider cultural differences, or wellness programs that are accessible to employees with disabilities.
 
5. Inclusive leadership as a core competency
 
The next year will also mark a shift in leadership development, with inclusive leadership being recognised as a critical competency. Companies will invest in training their leaders not just to manage diverse teams, but to actively foster an environment where all employees feel valued and included. This will involve equipping leaders with the skills to recognise and mitigate unconscious bias, as well as encouraging them to champion diversity at all levels of the organisation.
 
6. Sustainable and authentic DE&I practices
 
2025 will be the year when organisations are held accountable for their DE&I efforts like never before. Employees, customers, and investors will demand transparency and authenticity, pushing companies to move beyond performative gestures and towards sustainable, long-term commitments to diversity and inclusion. This will include not only setting clear, measurable goals but also ensuring that DE&I practices are embedded into the company’s mission, values, and operations.
 
7. Expanded focus on neurodiversity
 
Neurodiversity will continue to gain prominence in D&I conversations, with more companies recognising the value of a diverse workforce. 2025 will see an increase in initiatives aimed at supporting neurodivergent employees, such as tailored recruitment processes, flexible work arrangements, and specialised career development programs. Organisations will realise that embracing neurodiversity not only fosters inclusivity but also drives innovation by bringing unique problem-solving skills to the table.
 
8. Employee resource groups (ERGs) as strategic partners
 
ERGs will evolve from being support networks to strategic partners in 2025. Companies will increasingly rely on these groups to inform and shape DE&I strategies, ensuring that the voices of underrepresented groups are heard and acted upon at all levels of the organisation. ERGs will play a key role in driving grassroots initiatives, providing valuable insights, and helping to create a more inclusive workplace culture.
 
 9. Global and local DE&I strategies
 
As companies continue to expand globally, 2025 will see a greater emphasis on developing D&I strategies that are both globally consistent and locally relevant. This will involve balancing a unified approach to diversity with the need to adapt initiatives to reflect local cultural contexts and legal requirements. Companies will need to be agile and responsive, ensuring that their D&I efforts resonate across different regions while maintaining a cohesive global strategy.
 
10. Impact of social and environmental responsibility on inclusion
 
Finally, 2025 will bring an increased recognition of the link between social and environmental responsibility and DE&I. Companies will realise that their efforts to promote inclusion must be part of a broader commitment to corporate social responsibility (CSR) and sustainability. This integrated approach will not only enhance their reputation but also contribute to a more equitable and sustainable future for all.
 
As we look ahead to 2025, it’s clear that the landscape of diversity and inclusion is evolving rapidly. Companies that embrace these trends and commit to creating truly inclusive environments will be better positioned to thrive in an increasingly diverse and interconnected world. The future of work is inclusive, and 2025 will be a pivotal year in making that vision a reality.

We’ve seen these issues play out with major brands too. Remember when Beyoncé’s website sparked criticism for not being accessible to people with visual impairments? Stories like these are not just minor slip-ups by big names; they highlight a deeper, systemic issue in the tech world, a problem that often leaves many people feeling invisible. 

Our journey towards inclusion: Neve Learning and beyond 

At This is Milk, our commitment to creating truly inclusive tech began with ‘Neve Learning’, an inclusive Ed-Tech platform that came to life through a CivTech  (Scot Gov procurement) challenge. The CivTech initiative, which drives public sector innovation by collaborating with startups, provided the spark for Neve Learning. We saw a clear gap in the market, a need for a learning platform that doesn’t just accommodate different needs but embraces them. Neve Learning is a platform designed to adapt to various learning styles and abilities, making education a right for everyone, not just a privilege. 

Our upcoming ‘Tech for Inclusion’ conference this November is the next step in this journey. It’s our way of gathering the brightest minds to share fresh ideas and push this conversation forward.  

Why we can’t afford to fail 

When we talk about inclusion in tech, it’s not just about addressing today’s problems, it’s about shaping the future. By 2030, almost 80% of jobs in the UK will require digital skills. Imagine a future where this workforce isn’t just capable but also truly reflects the society it serves, where diversity isn’t an afterthought. 

Inclusion isn’t just the right thing to do; it’s also smart business. Studies show that companies embracing disability inclusion are 28% more likely to outperform their competitors in revenue. The message is clear: being inclusive isn’t just ethical, it’s essential for success. 
 
Why Glasgow? why now? 

Glasgow is more than just a city, it’s a thriving hub of innovation and creativity, and it’s positioning itself as a leader in the UK’s tech scene. Hosting ‘Tech for Inclusion’ conference here isn’t just about location, it’s about timing. As the tech industry grapples with global issues like ethical AI and accessible design Glasgow is the perfect place to lead these critical conversations. 

We’re seeing a shift, a growing recognition that inclusivity and diversity aren’t just buzzwords; they’re vital to sustainable innovation. As this movement gains momentum, the ‘Tech for Inclusion’ conference in November ensures that Glasgow plays a crucial role in shaping a future where no one is left behind. 
 
A call to action 

The ‘Tech for Inclusion’ conference isn’t just another event, it’s a call to action. Whether you’re a tech professional, educator, policymaker, or simply someone who cares about making a difference, this is your opportunity to engage, learn, and contribute to a movement where technology becomes a bridge, not a barrier. 

After a day filled with deep discussions and innovative ideas, we invite you to join us at our evening gala. The evening will be a time to reflect on the day’s achievements, build new connections, and continue the journey toward a more inclusive future. 

All proceeds from each conference ticket sold will be donated directly to the Accessible Learning Foundation (ALF), helping to advance their mission of promoting inclusive education and ensuring equal access to learning.

This event is proudly funded by the UK Government and Glasgow City Council, reflecting their commitment to fostering innovation and inclusivity in our tech community. 
 
Tickets are on sale now, so secure your spot and be part of the movement towards a more inclusive tech future.

Artificial Intelligence (AI) is revolutionising various sectors, and the training and consulting industry is no exception. By leveraging AI, businesses can optimise training programs, enhance consulting services, and drive more effective outcomes. We will be exploring the significant ways AI is impacting the training and consulting space in business.

The Course of Digital Transformation 
Digital transformation starts with a clear roadmap. Assess the organisation’s digital strengths and weaknesses, then focus on high-value initiatives.  
This often involves: 

1. Setting up a digital roadmap: Planning out what digital changes and tools the company will adopt. 
   
2. Training the team: Making sure everyone has the digital skills they need to do their jobs. 
3. Updating old systems: Switching to newer, more flexible cloud-based platforms. 
4. Handling data better: Using data to make smarter decisions and understand customers.

Impact on Jobs  
Digital transformation alters job markets, fostering demand for roles like data science and cybersecurity in the UK. Traditional job descriptions have evolved to emphasise digital literacy and advanced tech skills. Managers play a pivotal role in this transition. They must not only understand digital tools and methodologies but also inspire and guide their teams through change. 
 
AI and Digital Transformation at Scale 
AI is pivotal in digital transformation, boosting efficiency and decision-making. It revolutionises customer interactions, operational optimisation, and product innovation. AI-driven chatbots enhance customer service with instant, personalised responses. Machine learning analyses data to predict trends, keeping businesses ahead. In the UK, AI adoption speeds up across sectors like finance and healthcare, enhancing productivity and service quality.   

Embracing Change 
Digital transformation is a journey demanding strategy, skilled management, and often the expertise of consultancies and digital agencies. Embracing this change promises improved efficiency, customer experiences, and a competitive edge. By grasping its essence, navigating its course, and harnessing AI, businesses can thrive in the digital era. 
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Is your business ready to embrace digital transformation? This is Milk, a consultancy and training company in the UK, offering tailored solutions to guide you through the process. From crafting strategies to implementing technologies, we ensure success in the digital age. Learn more about digital transformation with us today here: https://www.thisismilk.co.uk/what-we-do.html 
 
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By: Morgane Tanguy

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In the spirit of National Inclusion Week, we as UX designers play a vital role in making our designs, processes, and workplaces more inclusive. While discussions around inclusivity often revolve around design principles and company culture, one key aspect that deserves more attention is how we communicate and collaborate with people.
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Inclusive Communication with Users and Customers

​When we talk about inclusion, it’s crucial to remember that our users and customers are, above all, humans. Depending on the products and services we work on, some individuals may face challenges in expressing themselves, feeling comfortable or being confident during research activities. Here’s a simple but key principle to follow: Give them the time and space they need.


                                                                                                                                                                                                                                                            Read More

The other burgeoning need for companies to focus on inclusion for neurominorities, is that they are already in the workplace, and likely not experiencing the workplace in the way that might get the best from them. Businesses should strive to foster diverse cultures within their teams to encourage innovative thinking. Different perspectives lead to great ideas, and fostering an environment of excitement, passion, and innovation should be the goal.

A study conducted by Sparta Global revealed that 87 per cent of digital leaders believe neurodiversity will be a top priority for their companies in 2023. Sparta Global's survey of senior employees and C-suite executives in the UK found that only 21 per cent worked for businesses with recruitment practices tailored to neurodivergent candidates. This means that almost four in five companies have taken no action in this regard.

The survey also revealed that 83 per cent of neurodivergent employees reported feeling worried, nervous, and fearful about discussing their neurodiversity with their employers. Many feared negative repercussions on their career and believed there was insufficient support available within their organisations.
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Dyspraxia is a condition that affects around 10% of the British population, yet it’s still generally misunderstood. To mark Dyspraxia Week, we asked our founder and MD Angela Prentner-Smith a few questions about Dyspraxia, her diagnosis, and how it affects her life and work.   

When did you first notice you had Dyspraxic traits?  

As a child, I was labelled as clumsy. I was the kid that cried in gym class because I found it so hard. My nan used to say I was covered in bruises. Dyspraxia affects your gross motor skills, and your fine motor skills. Gross motor skills are things like running or playing ball. Fine motor skills are things like handwriting. So along with my general clumsiness, I also found handwriting incredibly difficult. Although I could read before I started school, my handwriting was about two years behind everybody else's. My handwriting is still not good. However, during my school years, nothing was picked up. I don’t think Dyspraxia was even a consideration when I was at school. Even now, how many parents would recognise Dyspraxia in their children? Raising awareness about the condition is a priority.   
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Does Dyspraxia just affect your coordination?   

Dyspraxia is also known as ‘Developmental Coordination Disorder’, but I don’t think that term covers all aspects of Dyspraxia. Working memory is also one of the things that affect people with Dyspraxia, and I think that has even more of an impact in the workplace and at school than the coordination issues. The ability to retain sequences of movements and sequences of words is also harder for people with Dyspraxia.  

Another thing - and I've only just learned this - is that people with Dyspraxia are emotionally sensitive. This makes complete sense to me now. When I was at school I was very sensitive and I used to get very upset about things. I felt the weight of the world on my shoulders. It doesn't help when you're also struggling to focus and to do some of the things that your peers find easy like running, P.E and playing games like hopscotch. On the plus side, that sensitivity as a child turns into empathy as an adult, so it's not necessarily a bad thing.  

How has it affected your working life? 

Distinguishing from left and right and understanding the physical arrangement of things is a big challenge for me. This has been particularly difficult and stressful in the workplace. New space setups, big conferences, and big away days are hard because my brain is working extra hard to understand where things are in space. I have to put so much effort into not bumping into people! And just the level of sensory overload that comes with being in a space with a lot of people can be really exhausting. It takes me weeks to get the layout of a new office building as I can’t remember which way is which. Not knowing where I am can be quite panic-inducing.  

​One of the hardest things that I remember in my working life was an away day. It was meant to be fun, but for me, it was incredibly stressful. I was in a strange environment with 200/300 strangers, so I already had social anxiety.  Then the activities involved listening, which if you have working memory issues is exhausting and difficult. To top it off we were put into groups and assessed on our drumming and dancing skills!  I was literally the weakest link. I felt like this little girl that wanted to crumble again. But what can you do? Who wants to say that to their employer that they're not going to take part because they find drumming and dancing and being with groups of people really stressful?   
  
Is there anything employers can do to make it easier?   
 
It’s a tricky one, and I don’t have all the answers, because part of me thinks, well why should others miss out on what they want to do because of me? However, a bit of compassion and an understanding that the things that they think are easy and shouldn’t be a problem can be for others. Asking questions is also really important, don’t just assume that everything will be alright for everyone.   
  
We’re lucky at This is Milk that we have a culture of bringing our whole selves to work. Around half of our team has been diagnosed as neurodivergent, which is quite high for the size of us. And I'm quite proud that we have people in their 40s talking for the first time about the struggles that they've had in their lives and how their brains work differently.   
  
Dyspraxia also makes workplace learning harder. For example, being in a group of people, showing up to a workshop, having to sit and take in the information in certain ways, handwriting and taking notes is difficult. Then there are the working memory issues that come with Dyspraxia and other conditions like Dyslexia. Learning should be for everyone, and we need to focus on removing those barriers. At This is Milk we feel so strongly about this that last year we started developing an inclusive platform called Neve. Neve adapts learning pathways to the uniqueness of your brain. For example, one of the many things it could do for someone with working memory issues is delivering information in bite-sized chunks, so that that the information is easier to retain.   
  
Tell us about your diagnosis  

When I was in my late 20s, a colleague told me that she had Dyspraxia. Out of interest, I looked it up on Wikipedia and I went through it thinking: “Oh my god, everything on that is me, everything that is all me”. Fortunately, at the time, I was doing a master's degree in design innovation at the Glasgow School of Art and their additional support needs unit arranged for me to see an educational psychologist.  
  
Part of the diagnostic assessment was the Wechsler Intelligence Scale and what they’re looking for is a  spiky profile - when you’re really high for one thing and really low for another. Someone who’s not neurodivergent would have a more or less bumpy wave, however, those who have conditions such as Dyspraxia or Dyslexia tend to have really big spikes. For example, my verbal comprehension was up in the high percentile – which means if you have 100 people all my age, my verbal comprehension was in the top 10%. However, my processing speed was in the first centile at the bottom of it.  
  
How important was that diagnosis for you?  

There is a view that a diagnosis doesn't matter. That labels don't matter, but I think they do because they help you understand yourself. They allow you to feel okay about being in the world as you, rather than thinking you're just bad at stuff.  These aren't curable conditions, and who even want to ‘cure’ them? It’s part of who we are. I think that's an important way to look at it.   
  
Do you think Dyspraxia makes you stronger in some areas?   
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Strategic insights, empathy, episodic memory, tenacity, and being a really hard worker are all Dyspraxic traits.  I frequently get told I have a brain like a trap. I remember what document we've put things in, and exactly when we did something. I can pretty much remember the content of a whole meeting.  There are no flies on me for that!  Yet, on the other hand, my working memory can't remember whether my left or my right tap is hot or cold  
  
I wish I had known there were particular strengths of Dyspraxia when I was diagnosed because I probably would have felt better about it. The language used around Dyspraxia, and other neurodivergent conditions can be so negative. They really focus on the problems.  Why can't we just change the language on this? It’s time we started talking about the strengths instead.   
  
You can find out more about Dyspraxia at The Dyspraxia Organisation and if you’d like to be kept up to date with our new learning platform, Neve, please visit nevelearning.co.uk.

Let’s start with what is Agile?

Agile is a modern project management approach that emphasises adaptability, collaboration, and continuous improvement. It empowers teams to respond swiftly to changing requirements and market conditions, delivering high-quality products efficiently. Agile practices, such as Scrum and Kanban, promote iterative development, regular feedback, and open communication. By breaking tasks into manageable chunks and holding frequent meetings, Agile fosters a culture of transparency and teamwork. The focus on customer needs, flexibility, and learning from experience ensures that projects evolve with efficiency and effectiveness, ultimately leading to successful outcomes in today’s fast-paced and competitive business environment.

Launching a new team or transitioning to Agile might seem like navigating stormy seas, unsure of the path to take. But fear not, for an Agile coach is akin to a lighthouse, providing the direction and illumination your team needs to find its footing and reach new heights. These seasoned professionals are your ultimate guide to transitioning smoothly to Agile practices, principles, and mindset, turning your team into an unstoppable force.


Power up your team with an Agile coach

First and foremost, Agile coaches provide hands-on training and mentorship, imparting not just theoretical knowledge but practical wisdom derived from real-world examples. Just like Spotify experienced, Agile coaches empowered teams with training that significantly boosted productivity and innovation, paving the way for unparalleled success.

But that’s not all! Agile coaches are the catalysts of open communication and collaboration within teams, fostering an environment where ideas flow freely, conflicts are resolved, and everyone works towards a shared vision. At ING Bank, agile coaches played a pivotal role in cultivating a culture of openness and collaboration, paving the way for extraordinary team dynamics.

One of the most crucial aspects of Agile coaching is the emphasis on continuous improvement. Agile coaches guide teams to regularly inspect and adapt their processes, practices, and performance, just like the success story at Ericsson. With regular retrospectives, teams identify areas for improvement, leading to increased overall efficiency.

Agile coaches are skilled problem-solvers, ensuring that no roadblock hinders your team’s path to success. Whether it’s organisational impediments, workflow inefficiencies, or resource shortages, they tackle these challenges head-on to keep your team on track.

By working with an Agile coach, you can accelerate your team’s learning process, significantly reducing the time it takes to become proficient in Agile methodologies. Take Microsoft, for example, which achieved a staggering 37% faster transition to Agile with the guidance of an experienced coach.

But the benefits don’t end there! Agile coaches also excel at identifying and nurturing your team’s strengths while addressing any weaknesses. They provide valuable feedback and guidance for continuous learning, exemplified by the remarkable success story of Atlassian, where a culture of continuous improvement led to a 21% boost in team performance.


Becoming adaptable and aligned

In today’s rapidly changing business world, adaptability is the key to survival. Agile coaches help teams cultivate this crucial trait, enabling them to respond effectively to shifting market conditions and customer needs, as evidenced by Philips’ agile transformation, which enhanced adaptability by an impressive 42%.

Moreover, Agile coaches play a pivotal role in enhancing collaboration and communication among team members. By aligning everyone with project goals, they supercharge decision-making and problem-solving efficiency. Amazon, for instance, witnessed a remarkable 33% improvement in overall team synergy thanks to Agile coaching.

In essence, an Agile coach not only elevates individual team performance but also propels your entire company forward. The key lies in embracing the change and being proactive in adopting Agile practices. With the expert guidance of an Agile coach, your business can reach new heights, conquer challenges, and stay ahead of the competition in the dynamic world of business.

At This is Milk, we have successfully provided a suite of Agile leadership courses across public and private sectors. From single days, 2-days and staggered delivery models, we provide the knowledge and resources to empower individuals and teams with the required skills for iterative and incremental approaches, to plan projects and track progress, and to implement sprint reviews and retrospectives.

Agile practice benefits businesses by fostering adaptability, swift response to changes, and efficient product delivery. It promotes collaboration, transparency, and continuous improvement, resulting in higher productivity, better customer satisfaction, and increased competitiveness in the dynamic market landscape. So, why wait? Unleash the full potential of your business with Agile practice today!

For more information on how we can support your business or team to adopt Agile, contact This is Milk’s Sales and Innovation Manager, Lauren Toal lauren.toal@thisismilk.co.uk

Read the original article on London Daily News. 

By Newsdesk

THIS is Milk, the award-winning tech company successfully hosted their highly anticipated Milk Bar event last month. The event, held at Impact Arts in Glasgow city centre, centred around the theme of psychological safety in the workplace.

​This free event, open to all, aimed to provide attendees with valuable insights on fostering a psychologically safe environment where authenticity and inclusion thrive. Notably, the event raised £320 in support of the ADHD Foundation Neurodiversity Charity.

Psychological safety is a crucial element in cultivating a productive and inclusive workplace. It refers to the sense of safety employees experience when taking risks and sharing their ideas without fear of negative consequences. By prioritising psychological safety, organisations can surpass the mere goal of diversity and actively foster a culture where all individuals can flourish.

The Milk Bar event featured a distinguished panel of experts, including Angela Prentner-Smith, the MD and Founder of This is Milk, Dr. Carrie Ballantyne from the University of the West of Scotland, Karrell Simms from xDesign, Gordon Kedslie from Cobry, and Kerry Freeman from Freehuman.

Together, they delved into the intricacies of creating a psychologically safe workplace that nurtures inclusion. The panel discussed the significance of psychological safety, shared strategies for establishing such an environment, and explored methods for measuring its impact.


Angela Prentner-Smith, the visionary leader behind This is Milk, expressed her enthusiasm for the event, stating:

“Whether you are a business owner or an employee, raising awareness of the importance of psychological safety is high on our agenda and we know from the work we do with our clients that more needs to be done to spotlight psychological safety.”

Psychological safety is the foundation of an environment where we feel secure to voice our opinions, challenge conventional norms, and embrace innovation. It is at the core of high-performing cultures.

Founded in 2015 by Angela Prentner-Smith, This is Milk is a Glasgow-based tech company renowned for its expertise in creating inclusive and engaging digital experiences. The company’s commitment to diversity and inclusion is evident through its diverse team, comprising individuals from various backgrounds and their culture is built on principles of respect and collaboration.

The Milk Bar event not only provided attendees with valuable insights into psychological safety but also offered an opportunity to network with other professionals dedicated to fostering inclusivity in the workplace. By bringing together thought leaders and individuals passionate about building psychologically safe environments, This is Milk continues to be at the forefront of creating positive change within the industry.
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The event made a difference in the lives of others by raising £320 in support of the ADHD Foundation. This contribution will aid the foundation’s efforts in supporting individuals with Attention Deficit Hyperactivity Disorder (ADHD) and raising awareness about neurodiversity traits.
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By Heather Suttie

Since the 2020 pandemic, Mynd Up state’s poor mental health has been on the rise. It’s now suggested that over 1 in 4 people will experience a mental health disorder each year in the UK.

But, while so many suffer, funding and mental health services are still limited, with long wait times and limited treatment options. The stigma around many mental health conditions remains and many can’t get the help they need.

Anxiety is the most common mental illness, affecting 40 million adults (19.1% of the population).
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Award-winning tech company This is Milk is committed to improving mental health in the workplace and the Glasgow-based business is running a series of the two-day Public Health Scotland accredited training course, Scottish Mental Health First Aid.

Mental health has emerged as a critical concern in contemporary society, affecting individuals in all aspects of their lives, including their professional endeavours.

Businesses, recognising the significance of mental well-being, are increasingly realising the need to invest in mental health training for employees.

Promoting Employee Well-being

Investing in mental health training allows businesses to prioritise the well-being of their employees. By fostering a supportive and inclusive work environment, businesses can help prevent mental health issues and promote overall well-being. Mental health training equips employees with the knowledge and skills to identify signs of distress in themselves and their colleagues, enabling early intervention and support. This proactive approach helps reduce stress, anxiety, and burnout, ultimately enhancing employee satisfaction and retention.

Enhancing Productivity and Performance

Mental health training positively impacts productivity and performance within the workplace. Employees who receive proper training are more likely to develop coping mechanisms, resilience, and stress-management skills. This leads to increased focus, concentration, and the ability to handle workplace challenges effectively. Mental health training can reduce absenteeism, presenteeism, and workplace conflicts. Employees with improved mental well-being are more engaged, motivated, and productive, contributing to higher overall organisational performance.

Creating a Positive Organisational Culture

Investing in mental health training sends a powerful message to employees that their well-being is valued. This fosters a positive organisational culture that prioritises mental health and encourages open communication. By promoting awareness and reducing the stigma surrounding mental health issues, businesses create a safe space where employees feel comfortable seeking support. This inclusive environment enhances employee morale, loyalty, and commitment, promoting a positive employer brand that attracts and retains top talent.

Reducing Costs

Mental health issues can lead to significant costs for businesses, including healthcare expenses, decreased productivity, and increased turnover rates. Investing in mental health training acts as a preventive measure, reducing the occurrence and severity of mental health challenges. Early intervention through proper training can help identify and address potential issues before they escalate, saving costs associated with absenteeism, long-term disability, and recruitment. Businesses that invest in mental health training can benefit from reduced healthcare expenses and increased productivity, leading to long-term cost savings.

Legal and Ethical Considerations

From a legal and ethical standpoint, investing in mental health training aligns with the principles of workplace health and safety. Laws and regulations increasingly recognise mental health as a significant aspect of employee well-being. By providing mental health training, businesses demonstrate their commitment to fulfilling their duty of care towards their employees and complying with relevant legislation. This not only mitigates legal risks but also showcases an organisation’s ethical responsibility to prioritise mental health.

Investing in mental health training is an imperative step for businesses seeking to create a supportive work environment that promotes employee well-being, enhances productivity, and reduces costs. By prioritising mental health, organisations can foster a positive organisational culture, improve employee satisfaction, and attract and retain top talent.

Businesses that invest in mental health training demonstrate their commitment to legal compliance and ethical responsibility. Ultimately, these investments yield significant long-term benefits for both individuals and organisations, making mental health training an essential and worthwhile endeavour.

By completing this course from This is Milk, you will learn effective listening skills, gain the confidence and tools to open up conversations about mental health and suicide and learn about various mental health conditions.

The course includes:

• Guidance on being a Mental Health First Aider
• Attitudes to mental health issues
• Equalities
• The recovery message
• The impact of alcohol and drugs on mental health
• Introduction to suicide intervention
• Listening skills
• Understanding depression
• How to offer first aid to someone experiencing depression.
• Understanding Anxiety
• How to offer first aid to someone experiencing anxiety
• Understanding psychosis
• How to offer first aid to someone experiencing a psychotic episode

Important to note: The course does not train people to be mental health workers. It offers basic general information about mental health problems. The knowledge presented and understanding developed in the course will help to remove stigma and fear and give confidence in approaching a person in distress.

Scottish Mental Health First Aid is an initial response to the distress, and all participants in the course understand that this help is given only until other suitable or professional help can be found.

The course is delivered across 2 full days – Tuesday 26th and Wednesday 27th of September or Thursday 26th October and Friday 27th October or Monday 13th November and Tuesday 14th November 2023 from 09:00-17:00. Attendance is required on both days to complete the course. Learn more here. This is Milk can also offer further dates for group bookings of 10 or more.


Read the original article on London Daily News. 

In our fast-paced lives, it's easy to get caught up in our own responsibilities and overlook the immense value of giving back to our communities. However, for two remarkable individuals in our organisation, volunteering has become a life-changing experience. Meet Piotr Zieliński, our Chief Technical Officer, and Leanne, our Communications and Communities Manager. They embody the true spirit of selflessness and dedication, and their volunteer work during National Volunteer Week serves as an inspiration for us all.

Piotr's Impactful Contributions:

While Leanne's journey demonstrates the transformative power of volunteering on a personal level, Piotr Zieliński, our Chief Technical Officer, showcases the impact one individual can have on charitable organisations through their expertise and dedication.

Piotr goes beyond his professional responsibilities, actively engaging with charitable organisations to support their digital transformation efforts. One such organisation is Wellspring Scotland, where he plays a vital role in enhancing mental health initiatives through digital means. Piotr's commitment and technical skills have contributed significantly to advancing the organisation's mission and making a lasting impact on mental health support.

Moreover, Piotr serves as a digital trustee and treasurer for Learning Link Scotland, where his expertise in budgeting and digital transformation has proven invaluable. His innovative approaches to procurement ensure the efficient allocation of resources, allowing the organisation to provide laptops to those in need while minimising costs.

Piotr's contributions extend beyond the administrative realm. He actively identifies and implements essential digital tools that empower the charity to fulfil its mission effectively. By leveraging his expertise in digital transformation, Piotr serves as a beacon of inspiration, showcasing the power of combining passion, skill, and a selfless spirit to drive meaningful change.
National Volunteer Week serves as a reminder of the immeasurable value volunteers bring to our communities. Leanne and Piotr exemplify the positive impact individuals can have through their selfless acts of service.


Leanne's Journey of Self-Discovery:

Leanne writes “In my twenties I never imagined volunteering would become such a huge part of my life. I’m sorry to admit but I was little selfish when I was younger so probably the main reason, I didn’t see myself volunteering as much as I do today.  
As a 40 something single mum, I've discovered some incredible benefits of volunteering that have truly made a positive impact on my life. Let me share my experience with you and hopefully inspire you to get involved too.

First and foremost, volunteering has provided me with a sense of purpose and fulfilment. As a single mum, I often found myself focused solely on my responsibilities at home and work. Volunteering allowed me to step outside my daily routine and contribute to something greater than myself. It gave me a renewed sense of purpose, knowing that I was making a difference in the lives of others.

I first got into volunteering when I joined my daughter’s primary school Parent Council. I was a first-time mum in a busy city that I didn’t grow up in. Naturally, I was a little anxious about my daughter joining school and I felt by joining the Parent Council it would help me to increase my knowledge about schooling in Glasgow, but it would also be a good way to meet fellow parents at the school. I should also add that my mum volunteered at my primary school when I attended so I suppose I’m following in her footsteps.

One of the most rewarding aspects of volunteering is the opportunity to connect with diverse and interesting people. Scotland is a melting pot of cultures, and through volunteering, I've had the chance to meet individuals from various backgrounds, ages, and walks of life. These connections have enriched my worldview, broadened my perspectives, and helped me develop a more inclusive and compassionate mindset.

Through volunteering on school Parent Councils, this has led to me establishing and leading Glasgow City Parents Group for just over five years. The experiences I have had through being chairperson of this group has built lasting friendships, taught me empathy and sensitivity, as well as a sense of pride, particularly when I can be influential in positive change in education for families.

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​Volunteering has also been a fantastic way to expand my skill set and gain new experiences. Whether it's organising events, fundraising, or mentoring others, there's always something to learn and grow from. These new skills have not only boosted my self-confidence but also opened up new doors for personal and professional development. When you hear from people you work with that you ‘are an inspiration’ or ‘show great leadership’, it makes all those late nights and long weekends or volunteering so worth it.
 
Being a single mum, it's important for me to be a role model for my teenage daughter. Through volunteering, I can demonstrate the values of empathy, kindness, and social responsibility. My child sees first-hand the positive impact we can have on others' lives, which instils in them a sense of compassion and a desire to give back. It's a beautiful thing to share this journey with my daughter and of course my colleagues at This is Milk. I’m fortunate to have an employer who sees the benefits of my volunteering.
 
I have now supported three young people as a mentor across Glasgow secondary schools, through MCR Pathways and I am in the process of being matched for a fourth time. I am passionate in supporting young people to see their potential in life, and I have had the wonderful opportunity to provide support to three talented Glasgow pupils thanks to the mentoring charity.

By Lauren Toal

I have been living with epilepsy for the past twenty years and have been lucky enough to be seizure free for the past eleven. Currently, I work within an organisation which openly supports colleagues with disabilities, although I have had some very different experiences in the past.

Previously, I’ve worked in other organisations that haven’t been supportive of my epilepsy, to the point where I was sacked by an employer after having a seizure. There was also a massive lack of awareness and understanding of what epilepsy is and how it impacts people.

I’ve been asked before if people can catch epilepsy! It’s a hidden disability and there’s a lot to do in terms of understanding in how they can support someone with this neurological condition.
Being able to work in a hybrid environment is crucial for someone who has epilepsy. When you have a seizure, it severely impacts you physically, mentally and emotionally so having the ability to recover and work from home is really beneficial. It’s also important for employers to take into account seizures when it comes to absences.

EVERY DIAGNOSIS OF EPILEPSY IS DIFFERENT FROM PERSON TO PERSON

One of the main triggers for seizures when I was younger was stress at school and sleep deprivation, so if you have an open dialogue with your line manager you can understand how best to manage stress and working patterns that can support your health.

There are a number of charitable organisations which can support employers and really, it’s about having a conversation about what epilepsy is and how it manifests and what they can do to support their employees.


WHAT IS EPILEPSY?

Epilepsy is a condition that affects the brain. This means anyone with the condition will have a tendency to have epileptic seizures. There are over 40 different types of seizures known as epilepsy. The seizures are different in type and severity for everyone.
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Seizures usually last a short time, and the brain works normally between them. Some people find their seizures are triggered by certain things, such as not getting enough sleep or skipping a meal, consuming alcohol or being stressed. Some people with epilepsy may only experience seizures while they are awake and fully aware, or some people have seizures during their sleep. This might mean the seizure takes the form of an unusual taste or smell. Some people with epilepsy may have seizures where they fall down and lose consciousness.

Whilst there are many drugs and therapies available, 30% of people live with uncontrolled seizures that do not respond to medication. The impact on families and carers can be significant, especially if they face the challenge of managing round-the-clock care which can be mentally, physically and emotionally tough.

A small proportion (around 4%) of people with epilepsy are photosensitive. This means that visual stimuli such as flickering lights and computer games can trigger seizures.


EMPLOYING A PERSON WITH EPILEPSY

It is important to consider their individual situation and base any decisions on fact. This means looking at their epilepsy and the effect it might have on their work. Talking to them about what their epilepsy is really like, and how it might affect their work, is more helpful than making assumptions about how it affects them.


ABOUT THEIR EPILEPSY

• What type of epilepsy do they have?
• Do they have seizures? What are their seizures like, how often do they happen and how do they affect them?
• Do they have any warning before a seizure (sometimes called an aura)?
• Do they lose consciousness, and how does this affect them?
• Do they need an ambulance to be called and is there someone who can do this for them?
• How long do they need to recover from a seizure? Some people can return to work quickly, while others may need more time.
• Are their seizures brought on by anything, such as tiredness or stress?
• Do they take medication to control their seizures and how does this affect them (they may feel tired or find it hard to concentrate)?

ASKING HEALTH-RELATED QUESTIONS

Under the Equality Act 2010, employers are not allowed to ask questions about an applicant’s health in any written form or in an interview, until the applicant has been offered a job, or has been placed in a pool of successful candidates to be offered a job.

An exception to this is where you can ask applicants health-related questions in relation to the recruitment process. For example, you can ask whether applicants have any specific requirements to enable them to attend an interview.

WHEN THE ROLE HAS BEEN OFFERED

Once a role has been offered, you can ask questions about a disability if that will help you put any necessary reasonable adjustments in place.

REASONABLE ADJUSTMENTS

Under the Equality Act 2010, employers are required to make ‘reasonable adjustments’ so that a person with a disability is not at a disadvantage compared to someone without a disability.

You can ask about an employee’s health if it helps you to make reasonable adjustments. If you ask questions that are not relevant to the job, or you use someone’s health as a reason for dismissing them, this could be discriminatory.
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Not everyone with epilepsy will need adjustments and any that are needed will vary, depending on the person’s needs.

Adjustments that may be helpful to consider for someone with epilepsy include:

• Offering hybrid working timescales
• making their workspace safer in case they have a seizure
• avoiding lone working, so that someone else can help if they have a seizure
• exchanging some tasks of the job with another employee’s tasks
• adapting or providing equipment or support to help them do their job
• time off for medical appointments that is separate from sick leave

One of the most valuable things for me has been finding an organisation who understands and helps me to manage my symptoms in a way thats right for me. Organisations who are focussed on a work-life balance, promote flexible working and champions family-friendly policies and positive mental health change people lives. This should in noway be underestimated.
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By Angela Prentner-Smith
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PSYCHOLOGICAL safety is an important concept in the workplace. It refers to an individual's perception of the consequences of taking an interpersonal risk or a belief that a team is safe for risk-taking in the face of being seen as ignorant, incompetent, negative, or disruptive.  The benefits of this are a higher-performing workplace, better placed to innovate, reduce risks, produce better work, and make less errors. 

At  consultancy, training and technology business This is Milk we actively practise what we’re learning as our company culture evolves and we’ve found effective ways of ensuring a psychologically safe space so that our high-functioning teams are the best versions of themselves. 

The first step is communication.  Explain the concept and the reasons why psychological safety is important. Aim to make psychological safety a part of your company’s DNA and lead by example. Be clear in the message, that psychological safety isn’t about creating a "nice" place to work, it requires vulnerable communication, candid professional debate, and a high degree of tolerance for difference.  

It’s professional not personal conflict that we’re actually desiring here.  Companies should seek debate, look for alternative views, raise mistakes, and remove power bias and hierarchy in decision-making as much as possible.  Hierarchy on its own diminishes psychological safety – keep it to a minimum.

Leadership initiates change.  To foster psychological safety, you must be prepared to be open and transparent, own your mistakes and review mistakes to learn from them.  In other words, be vulnerable.  Demonstrate your commitment and invite upward feedback and highlight shared opportunities to learn and adapt and of course, evaluate your management style.  Ask questions such as "does anyone see that differently?", "what could I have done differently?".

Listening generously is also crucial. Focus on what’s actually being said and aim to understand the other person’s point of view. Being open to their perspective demonstrates empathy. Listening actively, generously and feeding back should be an integral part of your company’s communication culture. 

A "retro" is a great way to operationalise a feedback culture.  Get your team together and ask three simple questions – what worked, what didn’t and what could we do better?  Listen to the answers, speak less, listen more and encourage your team to come up with ideas.
Encourage diverse opinions and alternative feedback from across the company. Doing this opens up a supportive space where people feel they can express their opinions safely.

To foster a psychologically safe space, respect is crucial. Simple ways to instil respectful communication include removing blame culture and acknowledging colleagues for their feedback. Recognise and reward their candour and for sharing their opinion. Manage your body language, keeping your body language neutral and open. Embrace a culture of acceptance that sometimes you may have to agree to disagree.  Inclusion is predicated on psychological safety – if individuals don’t feel free to be themselves, and speak up, you will never harness the benefits of diversity.



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​Angela left her birthplace in Calgary, Canada at 15. After completing her A levels at the City of Sunderland College she moved to Glasgow to study History of Art at the University of Glasgow where she achieved a First-Class Honours degree.  Angela split her time at university between her studies and work at the Student Loans Company and subsequently worked with Scottish Power, Tesco Bank, Clydesdale Bank and Barclays before venturing into entrepreneurship.

Since launching her business, This Is Milk, a consultancy, training and technology business, Angela and her team have built a reputation as innovators, creating a strong brand, and forging a unique place in the Scottish market.

From meagre beginnings in a former jail on Glasgow’s Orkney Street, to a multi-site team of 18 professionals, This Is Milk has gone on to win the 2018 BIMA Award for Innovation and Transformation in Consultancy and Angela herself was recently commended at the Glasgow Business Awards as an Entrepreneur of the Year.

Angela has become a vocal advocate for equality, particularly in gender roles, neurodiversity, and human-centred business practices. This focus has become a core part of the This is Milk family of products with the launch of Neve Learning, a platform which aims to disrupt the world of workplace learning and deliver inclusive and personalised learning journeys. 


I GOT INTO THE TECH INDUSTRY THANKS TO A SCHEDULING PROBLEM.

I was working in a management position at the Student Loans Company whilst also trying to do my degree (History of Art!) at Glasgow University. The hours meant there was a limited choice of modules I could do so I decided on a multimedia analysis and design module. I was recommended not to do that particular module because it was coursework heavy and I had to build a website, as well as doing a research project on top of a dissertation. My lecturers said it would be too much but if anybody tells me something will be too much, I tend to do it anyway.

After graduation, I took a job as an ‘E-business analyst’, and it was great because the role was so poorly defined, I was able to get involved with everything from frontline support with the tech teams to doing user research. From there I started working on big transformation and innovation projects for the likes of Scottish Power and Tesco Bank but through all of that I was really frustrated that business wasn't being done in a way that was conducive to digital. It was this that inspired me to launch my own company, This Is Milk.

Then, in 2020, at the beginning of the pandemic and with a two-week-old baby on my lap, friends suggested I get involved with CivTech, a Scottish Government Accelerator Programme, which takes problems faced by public sector organisations and charities and invites anyone with a brilliant idea to work with them to create a solution.

This was a game changer.

We responded to a CivTech Challenge set by the Scottish Government’s Digital Directorate asking, ‘How can Digital Help Invent the Future of Immersive Learning?’ In response, we are developing a tool called Neve Learning which is an educational tech platform that tailors professional learning to suit the unique needs of individuals.  

Since being involved with the CivTech Accelerator our business has grown from three employees to more than twenty and our turnover has doubled every year for the past four. As a company our big challenge now is continuing to grow, which requires cash investments, but currently only 2% of venture capital funding each year in Scotland goes to women[1]. As I said before though, when people say I can’t do something….

Any business with ambition should look to employ women at all levels.

A lot of the men I know who work in tech, really value having women as part of the team, so where are things going wrong?

I think the issue starts at school. We talk a lot about the importance of STEM subjects, but tech is a really creative industry and that's not included in such narrow STEM messaging. There are lots of jobs in tech aside from just programming but creativity, problem solving, empathy, and curiosity are all needed in abundance.
In Scotland, specifically, the high school system makes you choose between, for example, Art Design and Technology, but why don't we bring them together? Why don’t we teach art students business skills? You need business acumen to be a successful artist, after all.

Traditionally, the biggest problem in getting more women into leadership in tech was the cultural expectation that men would always prioritise work and women would always prioritise their family. It’s an old-fashioned view of working which is bad for both men and women as it impacts women’s earning ability and keeps men away from their families.

Luckily, CivTech made it easy for me to get involved as a new mum as I was able to do the initial sessions remotely but when I went to the workshops with a baby in my arms, I was faced with a sea of men. It was a timely reminder that tech is still a male dominated environment.

I want to reassure young women, and all young people of one other thing.

Diversity in all forms matters more than ever, especially to companies like ours. 

At This Is Milk we have built our learning platform with neurodiversity first principles at its core. I am dyspraxic and I personally identify with a lot of ADHD and gendered autism traits. Tech can be portrayed as unwelcoming but an excellent report by Skills Development Scotland actually talks about the strengths of different divergences, and different labels, and why they're so good for roles in technology. So, if you do feel different, don’t think for a second that’s a barrier to the tech industry. The right opportunities are out there, but we do need more of them, especially for women and minorities.
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Many of the things women desire out of a career can be fulfilled in the tech industry and to steal SheCanCode’s own messaging, I’d say ‘She can do anything.’

By Joe Triccas Product Manager at This is Milk

Self-sovereign data ownership may sound like a complicated concept, but it’s quite straightforward.
Let’s consider a scenario: you’re on a weekend trip, and you suddenly fall ill. You make an appointment with a doctor, but they can’t access your medical records because they are owned by the NHS and not directly accessible across trusts.

This means they are flying blind, hoping that you remember all your allergies and medical history accurately. (The NHS has taken great steps to improve this, alas the issue continues internationally)
In the current data ownership model, you can request your medical records from the NHS, but they are redacted and not entirely under your control. Doctors often trust the data more than what you say, which can create issues in medical treatment, especially for us in the above scenario.

However, imagine a world where you own your medical records. They are stored securely on your phone, protected by biometrics like your face scan or fingerprint. If you travel and fall ill, you can grant temporary access to your medical records to the doctor, who can access what they need. You get to see what information they access, and everyone is happy.

By Angela Prentner-Smith

Psychological safety, the ‘enabler’ of a healthy and prosperous workplace, is being embraced fully by Glasgow-based business founder and Managing Director, Angela Prentner-Smith of This is Milk.
The agency has launched a Psychological Safety Indexing service to clients.

What is psychological safety?

First explored by scholars in the 1960s, psychological safety is re-emerging as a hot topic and the language we use and how we use it is also something businesses should be mindful of.
Psychological safety is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. This means an absence of interpersonal fear. When psychological safety is present, people can speak up with work-relevant content.

Are we unknowingly being passive-aggressive?
One major consideration with psychological safety is the language we use. Whether unintended or not, passive-aggressive language can contribute negatively to workplace culture and erode psychological safety within a team.

Caroline Goyder, best-selling author, course creator and coach says: “Passive-aggressive communication often masks what is going on inside the person doing it and all their feelings of fear and anxiety. In their heads is a big, booming voice telling them they must stay in control, that they must be dominant. That’s because they’re frightened, petrified of someone finding them out. So they try to hide their terror. They interrupt, they don’t listen and above all, they don’t take responsibility. Everyone else is the problem. It’s never their fault. They try to frighten people into submission.”

Which phrases at work might be deemed passive-aggressive?

It’s important to reference the context of when and how these phrases are used.
Here are the top 10 most commonly used passive-aggressive phrases used in the workplace according to Fast Company:

• Please advise
• Noted
• Kind regards
• Friendly reminder
• Will do
• Thanks in advance
• Per our last conversation
• Circling back
• As per our last email
• As promised​

Psychological Safety Indexing has already been warmly received by several of This is Milk’s clients.
Angela Prentner-Smith says: “Research findings back up what we already know from our work with clients. Passive aggressive behaviour is so incredibly damaging and is one of the main reasons an organisation isn’t thriving. This type of communication whether verbal, body language or in emails leads to feelings of stress, isolation, a lack of communication which reduces productivity, positivity and ultimately will destroy and workplace culture if not tackled.”

She added: “Psychological safety engenders trust, confidence and inspiration and positive feelings. When we feel safe we become more broad-minded, resilient, motivated, persistent, and curious. We laugh more and find solutions easily as our thinking becomes more divergent”.
“The demonstrable benefits of a safe working space are felt on many levels including greater staff retention and engagement, and an improvement in productivity that increases innovation and creativity.” What’s more, “repeated failures decrease, which invariably results in an increase in profit.”
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For more information on the transformative power of psychological safety, please visit https://www.thisismilk.co.uk/psychological-safety-indexing.html
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By Eleanor Pringle & Orianna Rosa Royle


It's easy to look at the bosses of some of the world's biggest brands and think they live and breathe their jobs. But that obsessive focus comes with a cost: a loss of the work/life balance so many career advisors tout as a necessity. And the higher employees climb the corporate ladder, the more vital the need can be to switch off.

That's why many c-suite executives are now turning to an 'opposite world'.

Nick Petrie, a New Zealand-based leadership researcher, defines the concept of the opposite world as "an activity or hobby which puts them into a state which is the direct opposite of the mindset they have at work (and recharges them)."
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So what exactly are the globe's CEOs doing to blow off steam?​

Listening to death metal music
Who? Marcus Rader, CEO at vacation software developer Hostaway.

"Life in my native Finland actually equipped me pretty well for the role of CEO of Hostaway. Finnish people often choose not to share their worries with the outside world, and due to its northern location, Finland is dark most of the time. So how do the people of Finland deal with stress? Well, the numbers tell the truth: Finland has the world's highest number of heavy metal bands per capita.

"Heavy metal lyrics often deal with complex topics in which the audience can find solace. Very few heavy metal songs tell the tale of sunny days, palm trees, and sports cars. Instead, they share themes around darker topics such as death, war, loneliness, and illness and often combine these topics in one song, such as 'One' by Metallica or 'Hallowed Be Thy Name' by Iron Maiden. Although I no longer have the time to play in a death metal band, I find solace in the themes and the dark, heavy tones of the distorted guitars when I want to detach from daily reality and put my problems in perspective.

"After all, how hard is it really to deal with accounting or HR matters compared to being brought to the gallows? Not that difficult when you stop and think about it."


Going to circus school
Who? Iman Gatti, CEO and founder of Iman Gatti Consulting, a certified grief recovery specialist.

“A few months ago I was driving and I saw a sign that read: 'Join the Circus' and I giggled at how silly and fun it was. I looked at their website and saw a class called, 'Mid-Life Circus'. I signed up immediately. I absolutely detest heights but there I was, standing on a trapeze, trying not to fall. I was so proud of myself and each week it got less scary. 

"I love opening up new corners of my brain. It makes me a better person but especially as a CEO, because every day presents new problems, fears and decisions that have me feeling like I am up there on that trapeze. Circus school reminds me that there is a whole world of hard things I am not very good at, but showing up and being willing to be awful, also means you are willing to be great.”


Taking showers in airport lounges
Who? Torben Friehe, CEO and founder of financial services firm, Wingback

“I like to fly to unwind—literally. I will book an economy flight to basically anywhere just to be flying and I do this probably every couple of weeks or so. Specifically I love hanging out in airport lounges and—more specifically—taking showers in airport lounges.  It's one of the best ways to unwind.

"If I am not flying, I like to get up super early at around 2 or 3 a.m. and watch documentaries about planes—like the Boeing 707, 747, and all the pre 1970s Lockheed planes were developed.”


Competing in international snow sculpting competitions
Who? Martin Sharp is CEO of Sharp Fit For Life, fitness coach and author. 

“I recently competed in the International Snowscultping Competition in Austria and am currently competing in Kiruna, Sweden. Anything outdoors and being in nature is a way to get away from technology and complete departure from everything.

"As a CEO of an organization and even as a business transformational expert, you need to have that time away from what you’re doing as much as you need to have time actually doing what you’re doing. For myself, I find it hard to unwind doing nothing, but if I have an outlet where I can do something, I unwind and destress and enjoy what’s going on around me."


Dressing up dolls on my mobile
Who? Angela Prentner Smith, CEO and founder of business consultancy, This is Milk

“The worst year I had in business was also the year I found my dirty, little secret. I was in a rut, things were going badly, and truthfully my brain was not a nice place to be. I nudged myself out of that negative place with a combination of goal setting and affirmations, but also gave myself permission to take brain breaks.  And my brain breaks are not in line with the professional, intelligent persona I’d like to think I portray.

"I play mobile app called Covet. Basically I dress up dolls and then vote on outfits of other players. It’s mindless, creative and I’m really addicted. I could look at this as a bad thing, but honestly it completely calms my brain. I now know being neurodivergent means my brain needs more breaks or it needs several things to do at once. Covet is where I go to occupy the passive part of my brain while the active part listens.”


This story was originally featured on Fortune.com

By: Morgane Tanguy, UX Designer and Joe Triccas, Product Manager at This is Milk ​

The Larder is a charity that helps people who are neurodiverse and/or come from a disadvantaged background to learn skills required to get a job in the hospitality sector – from preparation for an interview to making coffee. 

Students learn through practice and are exposed to real-life experiences through placements. Their courses are personalised and tailored to fit the students' needs. The Larder fights to address poverty and hunger issues – for example feeding students. 

The Larder partners with 80 businesses across the UK and aims to have 50 businesses in Midlothian alone. We spent 2 hours with them to understand their training experiences and approaches with neurodivergent and disadvantaged people to improve the trainers' experiences on our product ‘Neve’.  

Morgane Tanguy, UX Designer and Joe Triccas, Product Manager at This is Milk co-facilitated the session with a set time of 2 hours. 6 trainers participated in the session. We started the discovery by setting the participants expectations around what we hoped to get out of the session. We wanted to understand their training successes ,challenges and how they adapt their training to different learning styles. 
We kicked off the workshop by asking the trainers to introduce themselves and describe their role at The Larder in order to make them feel comfortable and start the conversation in the session’s topic. 

We set the discovery scene by putting questions on the walls across a room and we provided the trainers with colorful post-it notes and pens to answer these questions on the post-its: 
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• Who do you train?
• How do you currently do training?
• What are the adaptations you had/must make to adapt to classroom challenges? 
• What are your training successes / what works best?
• What are your training failures/challenges? 
• What existing tools do you use for your role? And why?

We gave the trainers 20 minutes to write down their thoughts on post-it notes. Once finished, Morgane gathered everyone around the first question and played back what was written on the post-it notes in order to discuss key insights with the trainers. Joe was a note-taker and captured key insights answering the questions we had. Then Morgane walked the trainers through each of the questions’ answers. We kept it concise and dynamic to engage the trainers in the conversation and avoid losing their focus.

We thanked the trainers for their time & efforts and summarised what was discussed. We highlighted that our insight gathering will help us to progress the training experience in Neve and will guide our product development. 

We provided sweet treats – chocolate and fruits - for the trainers to boost their thinking during the workshop and thank them for their time. 
We kept the discussion concise and at a high level; we went into more details on insights that were important to help us understand their approach. 
We asked everyone to stand up and hang questions on paper on the walls across the room to encourage people to move around and engage in the workshop.
We found it very valuable to spend time in person with customers to run this discovery workshop. Being in person allowed us to engage better with the participants, creating a more dynamic workshop. 
We reflected and analysed the insights gathered throughout the discovery session. We created materials to communicate the discovered insights and inform us of the next steps of our product development

To help and better understand how neurodivergent and socially disadvantaged students learn, The Larder’s trainers need to:

• Assess and follow up students' needs to help them at different levels and in the best way possible
• Create a safe space to encourage communication during training.
• Communication is key for neurodiverse people to learn skills from each other.
• Design hands-on exercises rather than asking the students to sit, listen and take notes during training. That way, the students engage and learn better during training. 
• Build their training materials overtime to use as a resource, allowing them to use/adapt to different learning styles and student's preferences.
• Build self-care skills for the students they are training.

• The Larder must feed the cohort - one of the trainers mentioned that often students show up at the training without having a proper meal in the last 24h. Food is fuel. 
• At the Larder during Covid, they identified that online training doesn’t work as it currently exists. Trainers mentioned they spent a long time transferring their courses into digital materials for an unsatisfactory result. Students didn’t engage well online, and their focus was often distracted due to how their brains work or/and the social environment they live in. 
• Trainers sometimes feel overwhelmed because they don't have enough hours to give to everyone's needs. In their training team, they support and help each other to tackle the barriers they face. 
• Difficulties to deliver training when merging student groups – one example that was mentioned is that trainers encounter issues where sometimes bullies are placed in environments with those being bullied.

This session allowed The Larder’s trainers to discuss openly their challenges and opportunities of delivering training in this environment. The Larder benefited from discovering how they can improve their approaches and will utilise the above themes & areas to improve their services going forward.

​Quotes from the larder!  

- Garry Walter, Director of Training at The Larder

- Adam Underwood, Employer Engagement Officer at The Larder

By: Morgane Tanguy, UX Designer at This is Milk

Once a year, BIMA (British Interactive Media Association) organises the ‘Digital Day’. A day where professionals working in digital and technology go back to school, to spend a day with pupils in a school they’ve been matched with. 
​
This year, one of my colleagues and I went to a school. It was the first time I was going back to school, since I left. 

We started the day by talking about the digital industry, presented how to respond to a brief and put the pupils in the shoes of people working in a creative agency. The problem they had to solve was the following: “How can digital play a part in improving these experiences, tools, and services to educate customers on sustainability, and make fashion kinder to our planet for you, and for future generations?” for the company Primark.

This day was a great opportunity to be outside of my comfort zone by talking to 30 kids in a theatre which was a completely new experience as well as mentor them to answer the problem through discovery, design and delivery. I challenged myself and helped these pupils to get a chance to win a prize for their school. Here are some of lessons I took from the day: 

Overall, It was a great learning opportunity for the pupils to work directly with businesses and learn the process of implementing new solutions, understanding what works and what doesn't. It gives them insight into thinking about how their ideas would work in the reality of business. Then from a business point of view, it's also good to see things from a different perspective. Young people can bring some fresh ideas and approaches. 

​By contributing to initiatives like BIMA Digital Day, this means we are taking an active role in ensuring young people gain exposure to  the range of opportunities and creativity that could become a part of their future skills pathway.

Therefore, it's important we take part because, as well as benefitting the students, it also helps us learn how students learn so we can make Neve the platform which provides the best possible learning experience.

I left the school, feeling fulfilled and proud to influence the young generation. I felt passionate to show them what it's like to work in our industry. I hope my learnings will help some of you who might still hesitate to take part in BIMA Digital Day. 

Thank you for reading :)   

If you have any thoughts, i'd love to hear from you. You can contact me on Linkedin or at morgane.tanguy@thisismilk.co.uk. I also host a podcast called Fairtales about discrimination in the work place - follow me on instagram @fairtales.podcast 

​Thank you to Angela, Piotr, Jamie and Leanne for their input on this blog.

One of the key elements of building success in your team is for every single member to feel psychologically safe. 

Results from an ambitious internal research project undertaken by Google in 2012 showed that the most important dynamic of effective teams was the existence of psychological safety.

First let’s remind ourselves that psychological safety refers to the belief that you can speak up and express yourself without having to fear negative consequences.

In a business team context this has been best defined by Amy C. Edmondson, Novartis Professor of Leadership and Management at Harvard Business School. 

Google’s ambitious research project to determine what made the perfect team was called ‘Project Aristotle’, paying tribute to philosopher Aristotle’s famous quote stating that “the whole is greater than the sum of its parts.”

The researchers found that the main characteristic of successful teams was, you guessed it, psychological safety. 

If you want your team members to thrive, they must feel safe and secure to take risks and be vulnerable in front of each other. 

Here are nine reasons why you should create a psychologically safe working environment:

1. Increases positive employee engagement
2. Unlocks the benefits of inclusion and diversity in teams
3. Supports mental health
4. Facilitates a strong feedback culture
5. Improves how team members learn from feedback and mistakes
6. Fosters creativity and innovation
7. Improves employee retention
8. Boosts employer branding and talent attraction
9. Attracts brand awareness