Can't wait for our next 'This Is Working' event on Tuesday - huge thanks to @neilmorrison Sarah Mason @DerryBanShee @RosieKayK2CO and @jowilliams293 for joining us. Employers desperately needed a forum for frank, sensible discussion - so we created one! Link for tickets ⬇️

Is this @santanderUK video for #Pride2026... a) Dated b) Offensive c) Weird d) Dated, offensive and weird? We're going with d).

Why did @skytv just release a pronoun-packed advert that looks like it's from 2018? Our take: Now that 'no debate' is over, it's clear that employees and customers don't like gender ideology. Market forces are finally working as they should - at least within private sector orgs that still have enough sensible, competent staff who are accountable for maximising profit and minimising waste and risk. They have dumped #Pride2026 and want to depoliticise their workplaces. (Hence the enthusiasm for our next 'This Is Working' employer event, details⬇️) So, who are the hold-outs? Perhaps surprisingly, some corporations (like Sky) now lag behind smaller (but still big) employers. Here, market forces are working less well than we might expect - seemingly because of too many layers and too little accountability. In some cases, it's avoidance or cowardice. In some, activists have overpowered senior leaders. And in other cases the activists ARE the senior leaders (eg. Sky's Group COO Nick Herm, also 'Executive Sponsor for LGBTQ '). Then we have the public sector, charities, book publishing, arts orgs, the unions, the media, advertising, etc, where liberal/ progressive, 'be kind', coercive control mechanisms are seemingly (and bafflingly) more powerful than profit, providing a service, or safeguarding. After years of this (they fell early) there are now too few sensible, competent people left in these orgs to fix the mess. They might be cooked. It is the failures of these hold-outs that deserve special scrutiny. *They* are the outliers. The rot has set in, and organisational dysfunction will be everywhere by now (@AmnestyUK is a great example). The orgs that are quietly starting overdue conversations, pulling out of the madness, and prioritising productivity/ profit are behaving exactly as we'd expect them to. Their survival instinct is strong, normal and healthy. (It's just a bit late thanks to years of 'no debate'). So the best questions to ask in 2026 are: Why *aren't* we seeing the same survival instinct appearing in the orgs where it's missing? What has gone wrong and can/ will it be corrected by the people who are currently in place? If not, what would it take to dislodge them, and will that happen before the org collapses in on itself? Yes, it really is that serious. Bye-bye Sky.... 👋

OK, we've cracked the case - screenshots from the @skytv intranet show their LGBT staff group is out of control, and its powerful senior champions include Group COO Nick Herm, who's been at Sky for 20 years. Sell your @comcast shares now, this doesn't end well! More ⬇️

When your Group COO is a problem, you have a big problem.

Fire the whole senior leadership team at @skytv for this. In 2026, nobody's senior legal counsel should be declaring their pronouns in a meeting, let alone in a customer-facing TV ad.