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Workplace culture

Workplace culture standards help to shape the character and personality of your organization. A positive workplace culture attracts talent, drives engagement, impacts happiness and satisfaction, and affects performance. Our workplace culture standards can help you to foster a safe and healthy workplace culture for your employees.

Embedding a safe and healthy culture in the workplace

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BS 30416: Menstrual and menopausal health matters in your workplace
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BS 30416: Menstrual and menopausal health matters in your workplace

We are constantly striving to help organizations achieve equal opportunities in their workplaces. To that end, we have just published a revolutionary new British standard. BS 30416 aims to provide all businesses with guidance on how they can adequately support their employees who menstruate and experience menopause symptoms. The way we work is changing rapidly, but in many cases, our workplaces are still not designed to cater to the needs of employees who menstruate. Menstruation and menopause are complex and often misunderstood but, in some cases, can have detrimental physical and mental health impacts to those experiencing them. The lack of open discussion around these topics can make it difficult for individuals to be at their best in the workplace - and for businesses to provide adequate support. According to a UK Parliamentary survey carried out in 2022, 92% of respondents reported that menopause symptoms affected them at work. As well as difficulties caused by menopause symptoms themselves, the survey highlighted that the attitude of other colleagues and line managers can have a significant impact on people experiencing the menopause or menstruation, in terms of feeling able to seek support and even stay in their job. As a result, organizations are beginning to recognize the need for a level of consideration when it comes to menstrual and menopausal health. However, uncertainty on knowing the approach to take has often led to inaction. A new standard has been published which aims to address this issue. BS 30416, Menstruation, menstrual health and menopause in the workplace – Guide has been developed by experts to provide guidance for organizations on supporting the menstrual and menopausal health of their employees. How can BS 30416 help support menstrual and menopausal health in the workplace? BS 30416 is a free, practical toolkit for businesses of all sizes and sectors. Developed by experts in the field of menstruation, menopause, HR and occupational health and academics, this document aims to help organizations identify the misconceptions around menstruation and menopause. It also identifies the impact of stigma surrounding these topics on workplace cultures and support. This standard helps businesses to take action to make their workplace more inclusive. BS 30416 contains examples of actions and adjustments that can be taken to improve employees’ wellbeing. Examples of these include: Physical aspects of work Policy guidance and practices Supportive workplace cultures Work design Inclusivity Evaluation and metrics There are also practical annexes with checklists and tools to use such as: Tips for having confidential conversations Conversation topics and potential workplace adjustments based on symptoms Team management considerations Ideas for facilitating culture change Training considerations Further reading  The guidance will be especially useful to individuals within businesses who are responsible for managing employee workload, wellbeing, or the work environment. Discover more about how standards can help you to establish a safe and inclusive workplace by visiting our Workplace Culture Topic Page. What are the benefits to businesses of using BS 30416? Not only will implementing BS 30416 benefit employees, but it will also help organizations to: Tackle the taboo around menstruation and menopause in the workplace BS 30416 can assist organizations to identify the misconceptions around menstruation and peri/menopause, and the impact the taboo surrounding them can have on workplace support. By addressing the taboo, workplaces can create a more inclusive and supportive environment. This helps to reduce the barriers that prevent them from fully participating in the workplace. Facilitate fair treatment and opportunities for employees Under the Equality Act 2010, employees have a right to be protected from disadvantage or less favourable treatment. BS 30416 helps businesses of all sizes to comply with this regulation. It does this by providing guidance to re-evaluate their job and workplace designs to be suitable for employees experiencing symptoms for menstruation or peri/menopause. Empower employees through every life stage BS 30416 helps companies to achieve their diversity and inclusion objectives by preventing the loss of employees from the workplace due to inadequate or inflexible working conditions. This generates a more engaged workforce with better health and wellbeing - which retains staff, saving business costs. Anne Hayes, Director of Standards at BSI says: “Now is the time that businesses want to make sure they are not losing their talent and encourage women to stay and progress to more senior leadership roles. Society will benefit if we enable them with a supportive environment.” Kickstart a cultural shift in your organization and provide adequate support for your employees who experience symptoms of menstruation or menopause. Download your free copy of BS 30416. Discover BSI Knowledge Over 100,000 internationally recognized standards are available for simple and flexible access with a BSI Knowledge subscription. Build your own custom collection of standards or opt for access to one of our pre-built modules and keep up to date with any relevant changes to your standards strategy. Request to learn more.Read more
BS 30480: The UK’s first workplace standard on suicide
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BS 30480: The UK’s first workplace standard on suicide

In 2023, 7,055 people died by suicide across the UK - an average of 19 lives lost every single day. Behind every one of those deaths lies a web of impact: research shows that for each death by suicide, at least 135 people are directly or indirectly affected. Families, friends, colleagues, service users, clients, and even those who may have simply witnessed a suicide or suicide attempt can carry the effects for years. For organizations, these realities are not distant statistics. They play out in workplaces of every size and sector. From colleagues navigating the loss of someone they worked alongside, to managers supporting a staff member dealing with bereavement, to customer-facing staff encountering someone in crisis, suicide touches the workplace more often than most of us would like to admit. Yet despite this, many employers remain unprepared. A lack of knowledge, confidence, or resources, compounded by stigma and discomfort around discussing suicide, often leaves organizations struggling to respond effectively. The launch of BS 30480:2025 Suicide and the workplace – Intervention, prevention and support for people affected by suicide – Guide marks a significant step forward. As the UK’s first dedicated workplace standard on suicide, it provides organizations with a practical, principles-based framework to plan for, respond to, and support people when suicide impacts their workplace. Suicide in the workplace: More common than you think Suicide is often described as ‘relatively rare’, but exposure to suicide is far from uncommon. Research reveals that one in four adults in the UK have experienced thoughts of suicide, and one in 13 have made a suicide attempt at some point in their lives. These figures mean that every workplace, regardless of size, has people who have been affected. Further research suggests that around 10% of suicides may be work-related. This does not mean work is the sole cause, but it highlights how employment conditions, stressors, and culture can intersect with broader risk factors. The implications for employers are profound. Suicide affects not just individual well-being but also organizational performance, trust, retention, and reputation. At its most human level, it creates grief, trauma, and sometimes a heightened risk of suicide among those left behind. Why organizations struggle to respond Despite the prevalence of suicide’s impact, many organizations lack a structured approach. Conversations about suicide are too often avoided because of fear of saying the wrong thing, fear of legal liability, or fear that talking about suicide will ‘put the idea into someone’s head’. The reality is the opposite. Open, compassionate conversations can help reduce risk, while silence can increase it. Other challenges include: Stigma and shame, which prevent people from disclosing when they are struggling with thoughts of suicide. Unclear responsibilities, particularly where workplaces interact with clients, service users, or the public. Fragmented policies, where suicide-related support is not integrated into existing health, safety and well-being frameworks. Lack of resources or training, leaving managers unsure of what to do when faced with a crisis. The absence of preparation means many organizations only confront suicide when tragedy strikes, reacting in the moment rather than having systems in place. BS 30480: A new national standard for practical guidance on suicide in the workplace BS 30480:2025 provides a structured, practical framework to help organizations build readiness and resilience. It aims to ensure workplaces are equipped to: Respond appropriately when suicide touches the organization. Support those affected, whether employees, clients, or contractors. Communicate responsibly and sensitively in difficult situations. Put in place policies and practices that align with wider national strategies. The standard was developed through wide consultation, bringing together voices from government, industry, and specialist charities and advocacy groups. It is principles-based, adaptable to workplaces of all sizes and sectors, and signposts to specialist advice where needed. What does BS 30480 cover? The scope of BS 30480:2025 is deliberately wide-reaching, recognizing that workplaces are diverse and interconnected. It covers: Policies and systematic approaches to prevention and intervention within an organizational setting. Guidance on supporting people affected by suicide, whether employees, customers, service users, suppliers, or communities. Sensitive communication, ensuring language and messaging are handled with care and responsibility. Processes for monitoring and review, to ensure measures remain effective and responsive to change. Boundaries, clarifying where statutory safeguarding or medical guidance applies, and where employers should seek specialist expertise. The standard is applicable across the public sector (such as NHS trusts, schools, police forces, and the armed forces), the voluntary and community sector (including charities, housing associations, and faith settings), and the commercial sector (from construction firms to financial services, freelancers, and contractors). It is particularly relevant for managers, HR professionals, health and safety teams, occupational health, and those working in organizational development, diversity and inclusion, and employee well-being. For further information on BS 30480 and how to implement it, discover our Suicide and the Workplace: A Practical First Steps Guide, developed to complement the standard and help organizations to take action in a manageable way. Why your organization should use BS 30480 Implementing BS 30480:2025 is about more than compliance or risk management. It is about leadership, responsibility, and culture. 1. Demonstrating leadership and care Taking visible action shows employees and stakeholders that your organization is prepared to handle sensitive issues responsibly. It reduces stigma and fosters trust. 2. Reducing the ripple effects of suicide By putting structures in place to support people affected by suicide, organizations can reduce the intensity and duration of disruption and trauma. 3. Aligning with national strategies The standard complements existing government and charity initiatives, helping organizations contribute to wider societal goals around reducing suicide’s impact. 4. Protecting organizational resilience Unprepared responses to suicide can have significant cultural and financial costs, from increased absence and turnover to reputational damage. Being ready helps safeguard against these. 5. Creating sustainable, supportive workplaces Some of the measures in BS 30480 are generic good practice for healthy organizations, such as clear communication and ongoing evaluation. Others are specific to suicide readiness. Together, they strengthen culture and performance.                    Build stronger, healthier workplaces with our full range standards. Explore more workplace culture standards here. The broader business case for implementing BS 30480 The business case for adopting BS 30480:2025 is compelling. As we’ve covered, work-related factors are estimated to play a role in one in 10 suicides. Beyond the moral imperative, the financial costs of being unprepared are high: absence, presenteeism, reduced productivity, and turnover all add up. Conversely, organizations that embed supportive policies and practices often see improved engagement, retention, and reputation. Employees who feel their employer cares about their well-being are more likely to remain loyal, motivated, and productive. In today’s workplace culture, where expectations around corporate responsibility are high, and scrutiny from stakeholders is increasing, doing nothing is not an option. As the UK’s National Standards Body, we are committed to shaping a safer, more resilient future for everyone. Discover our free, purpose-led standards that can help you drive positive changes in your organization today.  Act now to shift the conversation One of the most powerful contributions of BS 30480:2025 is that it helps normalize the conversation about suicide in the workplace. With a clear, structured framework, it removes much of the fear that prevents organizations from addressing the issue openly. By embedding these practices into everyday operations, organizations can foster environments, where talking about suicide is approached with the same seriousness, sensitivity, and responsibility as any other health and safety matter. Download your free copy of BS 30480:2025 here today.
Understanding the important role that whistleblowers can play
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Understanding the important role that whistleblowers can play

Is your organization genuinely open to hearing from staff who’re concerned about wrongdoing? If it is, there are lots of benefits to be gained. This wisdom comes to us in part as the result of a recent history of high-profile failures, from which the value of whistleblowing has hopefully been learned. The first case study is that of the Mid Staffordshire NHS Foundation Trust. A report published in 2013 revealed that a culture of bullying and harassment went unchecked in an environment where staff felt they couldn’t raise concerns about work practices without reprisals or criticism.  This contributed to years of abuse and neglect at the hospital and to the deaths of hundreds of patients. The effective “gagging” of staff played such a large role in the horrible events at Mid Staffordshire that the NHS subsequently conducted the Freedom to Speak Up review, which resulted in a new whistleblowing policy for the whole organization. A new international whistleblowing management standard is published on how to implement robust and effective systems to manage whistleblowing. Why Organizations Should Avoid a Culture of Fear In a very different working environment, the Parliamentary Commission on Banking Standards also uncovered a “culture of fear” in many parts of the sector. Its report, Changing Banking for Good set out proposals for reform after the 2008 crash and the later LIBOR scandal. It included recommendations aimed at ensuring that banks have effective whistleblowing arrangements in place and that whistleblowers are protected from victimization. This followed findings that for example, when disgraced former CEO, Fred Goodwin was in charge of RBS, it was said that his: "aggressive, macho management style...created a culture where staff were locked in constant fear of losing their jobs, and his lieutenants were said to have stopped employees speaking out about problems.” The bank, of course, subsequently failed as a result of “multiple poor decisions” and underlying deficiencies in the bank’s culture. “Institutions”, the Commission went on to say, "must ensure that their staff have a clear understanding of their duty to report an instance of wrongdoing, or 'whistleblow', within the firm.  This should include clear information for staff on what to do. Employee contracts and codes of conduct should include clear references to the duty to whistleblow and the circumstances in which they would be expected to do so.” The Commission also quoted Dr Andrew Hilton of the CSFI who stated that an effective internal whistleblower system “...can be genuinely, extraordinarily useful to companies, because it enables the top management to circumvent all sorts of problems in the middle management and get down to what is really happening at the rock face.” To read about how organizations can ensure the health and safety of their workers, click here. What are the Advantages of a Whistleblowing Management Standard? These incidents have contributed to a growing realization that creating a safe space for whistleblowing is a good thing. Hence the publication this month of a new international whistleblowing management standard BS ISO 37002:2021 Whistleblowing management systems. Guidelines, which provides a framework for establishing a robust whistleblowing system within an organization. The benefits start with the fact that a positive culture can dissuade or prevent wrongdoing in the first place. And if it doesn’t, organizations can find out sooner, and probably less painfully in the long run, that things are going wrong. It gives them an earlier opportunity to address problems and minimize the damage or losses that may result, including reputational damage. It’s also possible that a whistleblower can help with the recovery of lost assets. In addition, creating a protective environment where people can confidently report concerns is good for staff morale and productivity. It’s a good risk control strategy, potentially helping management make better-informed decisions. It can play a very important role in stopping talented people from leaving the organization. And just as important, it can stop them from taking their concerns to external third parties, which could include regulators, trade bodies, trades unions, or the media. When it comes to the international standard, its value lies in not only giving organizations trustworthy guidance as to how they can implement systems for managing whistleblowing. It also codifies international whistleblowing best practices, meaning it’s a powerful way for organizations to demonstrate they’ve put the sound, ethical governance practice in place and acted credibly, both to honor organizational commitments and comply with societal and legal obligations. Organizations that are genuinely open to hearing from staff who’re concerned about wrongdoing evidently have a lot to gain. BS ISO 37002 and over 100,000 more internationally recognized standards are available for simple and flexible access with a BSI Knowledge subscription. In your trust-critical industry, our subscription service puts the control in your hands, with traceability to monitor and demonstrate your business's compliance to standards, and self-serve functionality that enables you to manage your subscriptions, standards, users, and content quickly and simply. Request to learn more. Ensure your organization is creating a safe space for its employees by adding BS ISO 37002:2021 to your collection today.
How BS 30417 is shaping the future of inclusive PPE
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How BS 30417 is shaping the future of inclusive PPE

Personal Protective Equipment (PPE) is one of the most fundamental aspects of workplace safety.   From hard hats and safety boots to respiratory protection and gloves, PPE stands as the frontline defence against hazards across a multitude of industries such as construction, healthcare, emergency services, agriculture, and manufacturing.   Yet, while PPE has long been a standard part of safety measures, one critical issue has been overlooked for decades: does everyone have access to PPE that fits?  The reality is stark. Too often, PPE is purchased / supplied for a mythical ‘average’ worker- traditionally a man of a certain size, shape, and build. This legacy approach to provision of PPE excludes large portions of the workforce, particularly women, people with disabilities, and individuals with specific ethnic, cultural or religious requirements. The result is equipment that doesn’t fit properly, reduces protection, and in some cases, introduces new risks rather than eliminating them.  The launch of BS 30417:2025 Provision of Inclusive PPE – Guide marks a turning point in tackling this issue head-on. This groundbreaking British Standard provides much-needed guidance to organizations, health and safety professionals, and employees, on how to ensure that PPE works for everyone, not just the mythical ‘average’ worker. By embedding inclusivity into PPE provision, it addresses not only safety but also wellbeing, belonging and performance in the workplace.  In this article, we’ll explore the background to the standard, why it matters now more than ever, and how organizations can lead much needed change in health and safety culture by adopting its principles.  What’s the opportunity beyond ‘one-size-fits-all’ workplace safety?  The idea that one-size-fits-all PPE can protect every worker has never reflected reality.   There is no such thing as an ‘average’ worker – everyone has differences be they physical, physiological, ethnic, cultural, or religious that impact our needs when it comes to PPE. Yet much of the PPE being provided in the workplace has historically been supplied with an ‘average male build’ in mind. This has left many workers inadequately protected, uncomfortable, or excluded.  But while this challenge is real, it also represents one of the biggest opportunities for employers, employees, health and safety professionals and many others to reshape workplace safety.  When PPE doesn’t fit:  Safety is compromised – ill-fitting PPE is not fit-for-purpose because correct fit is paramount to achieving expected protection.  Compliance drops – workers are less likely to wear PPE that is uncomfortable or that hinders their performance.  Job satisfaction and retention suffer – Anyone who isn’t the mythical ‘average’ worker may feel like they don’t matter or belong, leading to lower engagement and resignations, not just from the company, but from the profession entirely.  Performance suffers – poor fit is a barrier to being able to move and function fully and properly, which in turn lowers productivity and performance.  The scale of the issue is significant. Our Enabling the provision of inclusive PPE whitepaper highlights that the estimated annual cost of workplace injury and work-related ill health in 2021/22 was £20.7 billion. Meanwhile, a 2017 Trade Union Congress (TUC) report found that 57% of women reported poorly fitting PPE sometimes or significantly hampered their work.  Together, these figures make clear that this is not just a problem to fix, but an opportunity to unlock:  Safer workplaces where everyone feels equally protected.  Higher compliance with safety protocols.  Stronger performance, productivity and wellbeing.  Better talent acquisition and retention and sustainability.  By addressing the shortcomings of one-size-fits-all PPE provision, organizations can seize the opportunity to redefine safety culture in a way that values every employee and reap the benefits of a healthier, more engaged, and more effective workforce. Introducing BS 30417: Provision of inclusive PPE - Guide.  BS 30417:2025 is the first British Standard of its kind dedicated to inclusive PPE provision.   Rather than setting manufacturing specifications or performance testing criteria, this standard provides practical guidance on how to select, procure, and provide PPE that accommodates the diversity of the workforce.  Key aspects of BS 30417 include:  Selection and provision: Guidance on choosing PPE that accounts for things such as physical, physiological, cultural, religious, ethnic, accessibility needs.  Supplier evaluation: Recommendations for developing specifications and working with suppliers who offer wider, more inclusive product ranges.  Fit and ergonomics: Considerations for ensuring PPE is safe, comfortable, and compatible with a range of users.  Maintenance and training: Best practices for maintaining inclusive PPE and training users to wear and manage it properly.  Workplace integration: Support for embedding inclusivity into broader safety policies and practices.  In short, BS 30417 does not ask organizations to reinvent PPE but instead to rethink how it is chosen, provided, and supported, ensuring all workers have access to equipment that equally protects them.  Why inclusive PPE matters to your organization now  The timing of BS 30417:2025 could not be more relevant. Several factors make the call for inclusive PPE urgent:  1. An evolving workforce  Today’s workplaces are not what they used to be; they are ever more diverse and workforces with very different expectations. Women make up nearly half of the global workforce, and increasing attention is rightly being paid to the inclusion of disabled workers, minority groups, and individuals from varied cultural backgrounds. PPE designed for a narrow demographic no longer reflects the reality of modern employment.  2. Legal and regulatory obligations  UK and EU regulations already require that employers provide suitable PPE to all employees. Workers also have the right to be safe and to be protected from discrimination. BS 30417 provides organizations with a roadmap to meet these legal obligations and avoid compliance failures.  3. Culture and belonging  Workplace culture and belonging are increasingly important factors in attracting and retaining top talent. BS 30417 helps organizations improve their health and safety culture and practices in a way that makes all employees feel they belong and are valued.  4. Competition and resilience  Providing inclusive PPE will not only help employee engagement, but it will also improve performance and productivity - thus help organizations remain competitive. Inclusive PPE will also support retention of diverse talent. The research is clear: more diverse organizations perform better financially helping make them more resilient.  5. ESG (Environment Social Governance)  Organizations are increasingly being scrutinized for their ESG credentials by current and future talent as well as by clients, customers and suppliers. Providing inclusive PPE will help improve organizations’ impact in all three areas by improving employee health, safety, wellbeing and belonging,  and reducing waste by eliminating PPE going unused because it does not fit.  Explore our Workplace Culture topic page to discover practical guidance that strengthens workplace culture, enhances safety, and fosters an inclusive environment where everyone can thrive.  Who should use BS 30417?  The standard is designed for a wide audience, each with a unique role to play in making PPE inclusive:  Employers & HR Managers – to develop safety equipment policies that ensure PPE meets the needs of all employees.  Health & Safety Officers – to evaluate risks and introduce better-fitting, more suitable PPE.  Procurement Teams – to make informed supplier decisions that prioritize inclusivity.  PPE Manufacturers & Designers – to proactively help clients make more inclusive PPE selection and to help them understand the needs of a wider market.  Trade Unions & Worker Advocates – to campaign for equal access to fit-for-purpose protective equipment.  Occupational Health Professionals – to support worker wellbeing by ensuring appropriate PPE provision.  Industry Regulators & Compliance Bodies – to align with health and safety laws.  Employees (PPE Wearers) – to enable and empower speaking up about ill-fitting PPE  In short, if you are involved in selecting, buying, fitting, maintaining or using PPE or influencing PPE policies and provision, this standard is for you.  The bigger picture: An inclusive safety culture  At its heart, BS 30417:2025 is about more than equipment. It is about changing safety culture in the workplace. Providing inclusive PPE sends a clear message to every employee: you matter, your safety matters, and your wellbeing matters.  By ensuring that protective equipment is accessible and functional for all, organizations can:  Break down barriers to participation.  Increase compliance with safety protocols.  Foster greater trust between workers and management.  Improve overall workplace morale and performance.  The benefits ripple outward: safer, more inclusive workplaces lead to higher retention, better performance, stronger reputations, and a workforce that feels valued and empowered.   BS 30417 challenges organizations to look beyond the status quo, take bold steps toward safety inclusivity and lead the change. Those that act now will position themselves at the forefront of safety innovation, employee care, and corporate responsibility.  Every worker deserves PPE that fits, protects, and enables them. Download your free copy of BS 30417:2025 today and join the movement to make workplace safety truly inclusive.

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