National Stress Awareness Day – How to Manage

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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Today (Wednesday 3 November 2021) is National Stress Awareness Day.

Set up by the International Stress Management Association, National Stress Awareness Day aims to raise awareness of the effects of psychological distress in the workplace and strategies to address it.

It is important to recognise the signs of workplace stress; if left unaddressed, workplace stress can have a huge impact on both employees and employers, and it is vital that steps are taken. Understanding the cause – which may stem from work or possibly something occurring outside the workplace – is essential.

A woman at a desk, visibly stressed, with her head in her hands, reflecting workplace stress.

It can be difficult to recognise when you or someone you work with is feeling stressed; the signs can manifest themselves is different ways however commonly, a person may be irritable, unmotivated, become unproductive and seemingly unable to manage tasks or communicate effectively with their colleagues or interacting differently with their friends and family away from work.

Try to understand what triggers the feelings of being overwhelmed – is your workload too heavy, are you trying to manage a difficult team member, do you have a poor relationship with your manager, do you feel that the culture of the company is not a good fit for you? Once you understand the triggers, you can look to adopt tactics and strategies to try and manage the situation.

Here are our tips and suggestions to dealing with stress in the workplace:

Speak up

Arrange a time to speak with your line manager if you are finding that your workload is unmanageable. If it is a particularly busy period at work, look at which tasks need to be prioritised and if there are any areas of your work that can be handled by a colleague whilst you deal with the most pressing matters. If it is an on-going issue, revisit your job description and highlight key areas which may have become more challenging and have suggestions to put forward on how these can be better resourced or solutions to address the issues that have arisen.

It's OK to say no

A hand making a "no" sign on a concrete surface, representing the concept of saying no in professional settings.

You may be keen to show that you are a willing and capable employee and a good team member, but that doesn’t mean that you should always say yes to every request that is asked of you. If it is not feasible for you to take on additional tasks or meet the deadlines put forward, be honest and outline the reasons why and offer a time-frame when you would be able to look at the request.

Take a step back

Take time out to speak to friends, family or a colleague about the way that you are feeling and try to put things in perspective. Often talking through a situation can help you filter out which parts are the most important and allow you to focus your attention more clearly.

Take regular breaks

During the working day, make sure you are taking regular breaks away from your desk to refresh your mind. It is important to take a proper break at lunchtime and eat a healthy, nutritious meal that will set you up for the afternoon. Also make time to get outside and take in some fresh air. It is important to schedule in regular holidays and ensure that you use your time outside of work to relax and look after yourself.

Consider making a change

Is it time to look for an alternative role? If the things that are making you stressed cannot be addressed, then it might be time to think about whether a different role or organisation may be a better fit for you. Stress can be

The word "change" highlighted, conveying a message of evolution and progress.

damaging to a person’s confidence, so it is vital that any move is considered very carefully to ensure the opportunities available and culture of your potential new company is right. Work closely with a specialist recruitment consultant who will be able to give you great advice on which roles are available and insight into which companies will be a good fit.

Sharp Consultancy specialises in the recruitment of finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultant’s recruit for temporary, interim and permanent roles across the full spectrum of positions throughout Yorkshire and beyond. CONTACT US today and speak to a member of our team about your next career move.

National Stress Awareness Day – How to Manage Stress in the Workplace