The Day We Realised We’re Social Innovators

We never set out to be social innovators. We’re two business owners with backgrounds in HR, Organisational Development, and Recruitment, driven by a passion for people, business, and workplace culture. So, when our business coach invited us to speak at a conference on social innovation, we were intrigued, excited, and, honestly, a little confused.

I have a favour to ask ….  The Conference is targeted at leaders and managers of organisations large and small.  We are looking for a speaker at the conference to talk for 10-15 minutes and tell their story about your business, why you set up etc. and also talk about the social innovation aspect (so in your case, I was thinking in particular about autism in the workplace and the work you are involved with there, but it could also be about spotting the future trends and how you see HR and business support and networking going hand in hand) talk about the opportunities and challenges and then participate in a panel discussion.

…  This is an ERASMUS plus project and we have partners attending from all over the world.

A snippet from an email from our business coach!

She explained that our business model directly addresses social issues affecting employees and those entering the workforce. Our commitment to challenging the status quo and championing a person-centred approach to HR and leadership is what makes us social innovators.

That got us thinking.

Why Is This Considered Social Innovation?

We live in an era of constant economic and technological change. Businesses must be agile, adapting to shifting labour markets and an ageing workforce where up to four generations work side by side. Traditional “jobs for life” are vanishing, and employees juggle work with financial stress, caregiving responsibilities, and social pressures.

Consider these realities:

• 62% of employees in the North East worry about money, second only to London at 64% (Neyber).
• Divorce rates peak between 43-54 years old – around the same time many are dealing with empty nest syndrome and ageing parents.
• Mental health awareness is growing, as are concerns around domestic violence, addiction, and late autism diagnoses.

All of this happens before employees even step into work.

Yet, when workplace struggles arise, many employers rely on rigid procedures-attendance management, disciplinary actions, and capability policies-rather than human connection. This often escalates matters instead of resolving them. Managers become trapped in bureaucracy, and employees feel unheard and defensive. Relationships break down.

Our Approach: Human-Centred HR

Our work focuses on early intervention and person-centred leadership, helping employers:

• Recognise and respond to the personal challenges employees face.
• Shift from punitive procedures to supportive management.
• Create healthier workplace cultures where people thrive.

By tackling these challenges head-on, we help businesses improve engagement, retention, and overall organisational success. And yet, we were surprised when people told us this was innovative!

Owning Our Role as Social Innovators

The day we spoke at the conference, we realised something powerful: our passion for transforming employment practices into something more human is, in fact, innovative. Our services are designed not just to support businesses but to drive meaningful social change. We are values-driven, socially conscious, and committed to making workplaces better for everyone.

How We Can Help You

If you’re in a community where employees are struggling inside and outside of work, let’s talk about:

• Early intervention – how small changes can prevent big problems.
• Talent Management vs. Career Management – why we advocate for career development over outdated talent strategies.
• Autism awareness, addiction, and domestic violence support – ensuring your workplace is equipped to help.
• Rethinking Employee Assistance Programmes (EAPs) – why they should include coaching and outplacement support.

We now fully embrace our role as social innovators. If you want to build a workplace that truly supports its people, we’d love to help.