Beyond the Boardroom
Helena Morrissey's June Newsletter
Dear subscribers,
Welcome to my June newsletter. This month has been particularly eventful, from intensive parliamentary work on the Employment Rights Bill to productive board meetings in Bermuda, and the emotional highs and lows that family life brings. I'm also excited to share details of a new service I'm launching – The Culture Audit – which represents a natural evolution of my work in helping firms improve their organisational culture and achieve real results from diversity and inclusion efforts.
Parliamentary Focus: The Employment Rights Bill
The Employment Rights Bill continues its journey through the Committee stage in the House of Lords, with five intensive days of debate over the month of May alone. With nearly 300 pages to scrutinise, there are many amendments still under discussion, and I've been actively involved in two critical areas.
Enhanced Paternity Leave
I've added my support to Baroness Penn's amendment on Enhanced Paternity Leave, which would require the Government to review paid leave provisions for fathers and second parents, returning to Parliament within six months with specific recommendations.
The statistics are sobering: the UK currently ranks 40th out of 43 OECD countries for statutory provisions for new fathers, and dead last in Europe. This isn't just about fairness – it's about economic competitiveness and supporting families.
From my experience in the investment industry, employers who offer more generous paid paternity leave consistently see returns that far exceed the initial investment. Staff retention improves dramatically, engagement levels rise, and both factors contribute significantly to productivity while reducing recruitment costs.
Britain urgently needs to modernise its approach to paternity leave and demonstrate that we truly prioritise families.
Restricting NDAs in Sexual Harassment Cases
I've also tabled amendments and supported others aimed at restricting the use of non-disclosure agreements (NDAs) in workplace sexual harassment cases. NDAs were originally designed to protect intellectual property, not to purchase victims' silence.
As my friend Baroness Goudie so aptly described them, these agreements have become "cover-up agreements" – used far too frequently to ensure that problematic behaviours never get properly addressed.
Six Baronesses are working together across party lines to encourage the Government to table its own amendment within existing clauses requiring employers to prevent sexual harassment.
Our proposal would restrict NDA use in these situations, permitting them only at the victim's request, after they've received independent legal advice (funded by the employer), and still allowing victims to discuss their experiences with medical professionals or therapists.
This issue has gone unchecked for far too long. While we regularly read about high-profile scandals, there are countless others that never reach public attention. Enough is enough.
COMING SOON: The Culture Audit
Poor corporate culture can damage reputations, share prices, and competitive advantage – and be absolutely disastrous for employees. Regulators, shareholders, employees (including prospective talent), and customers are increasingly demanding evidence of good culture.
Yet even CEOs who prioritise the issue find it difficult to address shortcomings that may be deeply embedded in their organisations and invisible to senior management. They are also often struggling with how to evolve their ‘DEI’ efforts, given the backlash that we’ve seen for some time now - well before the recent ‘executive orders’ in the US.
They want to have confidence in their firm’s underlying culture, a diversity and inclusion programme that is strategic rather than than ‘special interest’ and an approach to attracting and retaining talent to future-proof the business.
I am translating my experience and proven results - both as a practitioner and a campaigner - to help improve organisational culture, behaviours, governance, and policies/processes for a few companies who really aspire to greatness.
The Service
This confidential service will be tailored to each company and we would agree scope and approach at the outset but would typically comprise:
A Culture Audit including a Diversity and Inclusion Assessment conducted by me, involving interviews with employees at different levels of the organisation, meetings with the executive committee and board and fieldwork around talent management and engagement practices at the firm. This intensive phase means that I can only take on a very limited number of clients.
The formulation of a detailed action plan to be agreed with senior management and socialised across the business, including how to engage ‘sceptics’.
Follow-up reviews at 6 and 18 months later
Please get in touch if you are interested in an exploratory meeting.
International Business: Bermuda Board Meetings
I thoroughly enjoyed my annual trip to Bermuda as chair of Fidelis Insurance, which is listed on the NYSE. It's always energising to meet with the team face-to-face, and this time we held our very productive board and committee meetings in our new offices overlooking the harbour.
The strategic discussions were particularly engaging, and I was impressed by the team's adaptability and forward thinking in navigating current market conditions.
I brought Richard back a gift of Bermuda pink shorts – a small token from this beautiful island that continues to be an important hub for international insurance and reinsurance.
Diversity Project Update: Major Research Launch
June represents a pivotal month for the Diversity Project as we prepare to launch new research on Cognitive Diversity and Asset Management. This study, commissioned last year as part of our efforts to reset the 'business case' around diversity and inclusion, comes at a crucial time.
The 'DEI debate' has become increasingly fractious and ideological, often generating more heat than light. Our research findings demonstrate what experienced leaders instinctively know – diversity matters enormously, but you can't simply 'add diversity then stir' to achieve optimal results.
I'm looking forward to sharing the detailed results next month, along with their practical implications for businesses and managers. The study provides evidence-based guidance for creating genuinely high-performing diverse teams.
I remain confident that we can emerge stronger from the current 'backlash.' This moment represents an opportunity to return to first principles and focus on the shared reality that all business leaders – regardless of their stance on 'DEI' – want the best talent, the best teams, and the best performance. It's time to reclaim that common ground.
Media & Thought Leadership
The Telegraph: Britain's Tech Challenge
In my latest Telegraph column, I examine the concerning news that London has lost its position as Europe's tech capital to Paris, slipping from fourth to sixth place globally according to Dealroom's 2025 report. This shift reflects deeper structural issues that demand urgent attention.
Having served on the UK's Financial Services and Trade Investment Board under George Osborne, I've witnessed firsthand how our early fintech advantages have been eroded through regulatory delays, policy inconsistency, and an uncompetitive personal tax regime that discourages innovative thinkers and companies from starting and scaling up here.
The Treasury’s upcoming Financial Services Growth and Competitiveness Strategy - set for publication in July - is a critical opportunity to realign the UK’s economic policies with our stated ambitions – but only if we're prepared to make the bold changes needed to compete with countries actively courting the best talent and fastest-growing businesses.
https://www.telegraph.co.uk/money/london-was-tech-capital-of-europe-where-did-it-go-wrong/
Family Corner
May brought us the full spectrum of family emotions – the absolute joy of a visit from little Sylvia and the profound sadness of losing my lovely daughter-in-law's mother, Marilena, who lost her courageous battle with cancer.
Richard and I traveled to Düsseldorf for Marilena's funeral, which was a beautiful tribute to an exceptionally kind and loving woman whom I shall miss greatly. These moments remind us of what truly matters and the preciousness of our time with those we love.
Education Focus
Like many British families, we're also navigating the intense period of public examinations – Bea is sitting her GCSEs while Cecily tackles her A Levels.
We struggled to find quality tutors for Bea in the subjects where she needed additional support, which led to a valuable lesson about advance planning. Although I don't typically use this space to highlight services, I hope you'll forgive me for sharing details about my son Tuppy's new tutoring venture.
Tuppy specialises in exam preparation, including interview skills and entrance exams, and is particularly skilled at helping students with diverse learning needs. My key takeaway from this year's tutorial scramble was the importance of preparation – the summer holidays represent the ideal time to get ahead for the following academic year.
If you're interested in learning more and reading testimonials, visit www.tuppymorrrisseytutoring.com
Looking Ahead
The coming months promise to be particularly exciting as we launch our cognitive diversity research and continue pushing for meaningful legislative changes through the Employment Rights Bill.
I'm also looking forward to developing The Culture Audit service further and beginning conversations with organisations ready to take their culture seriously.
As always, thank you for your continued engagement and support.
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