HR Habitat

Your very own end-to-end HR department for less than National Minimum Wage - with a unique approach to gender equity that affects men AND women at work.

HR Habitat Ltd is an award winning HR and Employment Law Consultancy.

We work with clients in all sectors and industries acting as their strategic HR business partner leading all functions within the HR realm. 

Info@hrhabitat.co.uk
www.hrhabitat.co.uk

Founder

*Best HR and Employment Law Consultancy in London 2024*

An executive award winning Human Resources & Employment Law consulting firm.

We work with employers on preventative measures to avoid employment claims being brought against them, also with employers who value their employees and are committed to bringing the best out of them to drive innovation and success for their business. 

Complying only with employment laws never kept employers out of tribunal courts, right? However, being ETHICAL does. Our approach to HR is strategic and puts the human back into Human Resources via evidence-based HR practices, and that’s what sets us apart from others.

Our unique pricing structure ensures you pay for the value and impact of our HR approach as opposed to an off-the-shelf solution. Our Tier 3 'in-house out sourced HR' costs just under the cost of a national minimum wage salary, for top level expertise. 

HR Habitat is a leading consultancy and a thought leader in the space with features in BBC publications and BBC radio, Telegraph, Startups.co.uk, People Management, HR Grapevine and more. 

www.hrhabitat.co.uk
Info@hrhabitat.co.uk 
0330 133 5088


​

Leadership isn’t a licence to bully.

It's a responsibility to uplift. 

Many managers believe they need to be tough to get respect.

But that only breeds resentment and fear.

Leadership isn’t about barking orders or bullying. 

It’s about earning trust.

And let’s be honest - 

Using power to silence or dismiss employees because you’re ‘the boss’ is just sexism dressed up in authority.

And anyone who thinks they can get away with treating staff poorly is fooling themselves...

But also putting the entire company at risk of a Tribunal claim brought against them.

Leadership isn’t about who shouts loudest.

It’s about who listens. 

So, if your title ever makes you feel above kindness or respect, ask yourself: 

Who are you really leading? 

Because true influence lies in kindness and transparency- not titles.

👋🏽 𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗪𝗲’𝗿𝗲 𝗱𝗼𝗻𝗲 𝘄𝗶𝘁𝗵 𝗛𝗥 “𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀” 𝘁𝗵𝗮𝘁 𝗿𝗲𝗮𝗰𝘁.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝘀𝗲𝗲 𝗰𝗼𝗺𝗶𝗻𝗴.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻? 𝗘𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

Tina S. Rahman

Founder, HR Habitat | HR | Gender Equity | Employment Law | Uncovering hidden gender biases affecting both men and women at work. All Inclusive HR Dept for Less Than Minimum Wage

Nearly half of UK firms now demand full‑time office attendance.

But rigid return‑to‑office policies can mask the same equity risks we’ve been warning about.

You might’ve seen it: 

A recent British Chambers of Commerce survey shows 48% of businesses want everyone in the office daily - up from 27% earlier this year.

Sounds like a management problem, right?

But if you look closer, it’s about who’s paying the price.

Here’s what leaders often overlook:

Caregivers, especially women, often depend on hybrid models to manage family demands.

Men are still less likely to shoulder domestic responsibilities, so they get labelled ‘dedicated’ for showing up.

A ‘hard-to-call’ attendance expectation becomes a litmus test for who's committed..

not who’s performing.

That’s not fairness.

That’s perception bias.

Truth is-

Gender equity doesn’t hear attendance policy.

It sees lived realities.

When equity isn’t built into culture, not just compliance - 

policies like “must be onsite 5 days” can actually reinforce bias.

So before you go hybrid-neutral or revert to rigid mandates, ask:

Who in my organisation needs flexibility to perform, and who gets penalised for it?

Am I demanding visibility instead of delivering value?

Could this office-first stance quietly push talent, especially women, out the door?

That’s a gender equity risk - just not the kind that springs from hiring stats or pay gaps.

If you’re serious about building real inclusion (not just following a policy),

you should attend to our free live workshop on 14th August at 11am.

https://lnkd.in/eSghkFbi

We’ll unpack how equity gaps show up in every corner of leadership, from hybrid expectations to motherhood leave -

and how to spot them before they become legal liability.

And if you want to self-audit quietly before that?

Take our HR Risk & Gender Equity Scorecard - a free, quick diagnostic that shows you where hidden risks are living in your business. You'll also receive a comprehensive report with action steps immediately.

🔗 Scorecard: https://lnkd.in/eSsM-XeH

What assumptions do your attendance policies reveal - about who you really value?

👋🏽 𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗪𝗲’𝗿𝗲 𝗱𝗼𝗻𝗲 𝘄𝗶𝘁𝗵 𝗛𝗥 “𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀” 𝘁𝗵𝗮𝘁 𝗿𝗲𝗮𝗰𝘁.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝘀𝗲𝗲 𝗰𝗼𝗺𝗶𝗻𝗴.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻? 𝗘𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

Founder, HR Habitat | HR Business Partner for Leaders | Gender Equity Advisor | Employment Law | Sex Discrimination Hides in Plain Sight & Effects Both Women AND Men. All Inclusive HR Dept for Less Than Minimum Wage

His emails are aggressive.
You can't hide behind "He's just like that".

Some are brief, to the point, don't make small talk.

Some ask about your day, tell you about theirs, want to talk more.

Others belittle, humiliate and care little about the recipients feelings.

And when the employee complains ...

Your leadership tells them "he's just like that, he means no harm".

But when they complain about HER emails being too blunt - it's a TEAMs invitation to discuss further.

Top level leadership have the responsibility to ensure fair processes for all.

Even with gender diverse and equitable policies leaders get it wrong - their behaviours show gender bias.

Then she lodges a grievance.

She's told not to be sensitive and not to compare herself to the other blunt MALE manager.

It becomes a case brought to the Tribunal.

See,

Gender bias doesn't live in policies.

It lives in us.

It hides in plain sight.

You only have to look and you'll find it.

That's what we do.

We create and execute gender equity focussed HR processes to spot these signs before they become a court case.

If you want to know if your HR is Tribunal safe, take my 2min scorecard to read your comprehensive report on our findings instantly. 

https://lnkd.in/eSsM-XeH

👋🏽 𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗪𝗲’𝗿𝗲 𝗱𝗼𝗻𝗲 𝘄𝗶𝘁𝗵 𝗛𝗥 “𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀” 𝘁𝗵𝗮𝘁 𝗿𝗲𝗮𝗰𝘁.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝘀𝗲𝗲 𝗰𝗼𝗺𝗶𝗻𝗴.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻? 𝗘𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

🤖 AI can help you write emails.
But it CAN’T help you manage people. 

Here’s what I’ve been noticing:

Everyone’s investing in AI to automate tasks.

To reduce admin.

To streamline HR.

And that’s smart.

But the biggest risks inside your business?

They don’t come from your tasks.

They come from your team.

⚠️ AI won’t tell you that your performance reviews are inequitable.

⚠️ AI won’t tell you you’ve used the word “aggressive” for women more than men.

⚠️ AI won’t challenge your assumption that a dad’s return to work is “normal” and a mum’s is “temporary.”

⚠️ AI won’t ask why you’ve avoided hard feedback with women but not with men.

It’ll write your policy (ish).

It won’t fix your perception.

And that’s what I do.

We come into businesses where HR is already in place;

✅ Policy drafted
✅ Toolkit implemented
✅ Maternity process followed
✅ Appraisal form completed

But gender equity gaps are still there. 

(As well as other biases and gaps you’ve never noticed). 

Hidden.

Unmeasured.

Risky.

Let me be blunt-

🚩 Most of your people risks aren’t policy-based.

They’re behaviour-based.

You don’t need more automation.

You need diagnostic insight.

Because if AI is the future of operations

Then leadership is the future of risk.


📣 That’s why I’m hosting a free live workshop
🗓️ 14th August, 11am
🎯 Specifically for managers, directors, HR managers and employers

We’ll break down the real HR risks that still land you in court….

even when your policies are perfect.

Even when AI is doing the admin.

And we’ll show you how gender bias creeps into decision-making without anyone noticing….

until it’s too late.

👀 You’ll walk away with practical tools, a live demo, and insights you’ve never heard from your HR provider.

Register here (limited places):
https://lnkd.in/eSghkFbi


👋🏽 Hi, I’m Tina, founder of HR Habitat.
We’re tired of HR hotlines, too.
We fix the HR minefields you didn’t know you were standing on.

My mission is to embed gender equity into everyday leadership - for men and women alike.

hrhabitat.co.uk

FREE workshop | HR Habitat

It happened a decade ago.

My boss told me "get back into work" even though I was suffering an early, still painful miscarriage.

Then something similar happened again - 7 years later.

This time, I was promised a promotion to be a Board Member as HR Director, but they stripped me off the promise, as soon as...

they found out I was pregnant. 

See, one of these bosses was a bully. The other....

Well, he thought he was making a good 'business decision'.

The thing is-

HR policies do not STOP 'good business decisions', but it musn't exploit people either.

And this wasn't just hidden gender bias-

It was sex discrimination.

And it always starts with leadership perceptions which hold certain gender biases.

Promotions are just one key risk area. 

There are three others you MUST know about as a leader/manager. 

That's why I am holding a FREE workshop tomorrow 14th Aug at 11:00 to demonstrate those key risk areas, and how to determine gender bias risks before they inevitably evolve into a case of sex discrimination.

Secure your seat here https://lnkd.in/eSghkFbi

And don't worry if you can't make it. We run these periodically and you'll be able to catch the next one.

Unpopular opinion (or an opinion people are too afraid to admit they have)...
Employers are right to reject AI job applications.

In HR, aside from assessing the skills and experience of candidates, we are also interested in what makes a person unique, their interests and values. 

If the application looks like its written by a robot, I'm not sure what psychometrics the person will bring to an interview. 

I'm all for reasonable adjustments for people who can't apply the traditional way, but there WAS a way before AI.

Excited to be speaking at the next Management in Practice conference speaking to practice partners, GP partners and senior healthcare leaders in private medicine as well as the NHS.

I’ll be speaking about how gender equity drives smarter and safer workplaces in healthcare and how leaders can tackle both systemic and perceptive biases that exist in places they never thought to check.

You can register your name for a ticket at managementinpractice.com.

Most leaders have no idea where to start when addressing concerns, whether thats performance issues or sickness absence.

In an ideal world, you'd let HR deal with it all.

But that's not always possible.

As a manager or leader, you manage your team on a daily basis.

There's no running from risk or gaps.

And unfortunately, you only have to read the papers to understand there are hidden biases and gaps in places you'd never think to check.

Thats why I'm hosting a free workshop on 14th Aug at 11:00 to show you in real time how to dissect, dissolve and prevent key bias issues in people management.

You know... the kind that lands you in court but you can swear you didn't do it deliberately.

See you at the workshop. Secure your seats here

Most managers think they’re doing OK with their team.

Until someone leaves.

Or goes off sick.

Or underperforms for months… while no one steps in.

I built this HR risk analysis Scorecard because too many good leaders miss red flags until they become lawsuits.

✔️ In 3 minutes, you’ll know:
 – If your approach is inviting a tribunal claim
 – Where you’re exposed to HR risk
 – And what to fix before it breaks

Just click, assess, and see your blind spots.

Take the FREE 3 min scorecard now https://lnkd.in/eSsM-XeH

You're not looking at gender equity risks so our company is growing. 

I’ve been saying it for years-

Gender equity is NOT about women.

It's not just about correct HR processes.

It’s not a diversity matter. 

It’s not about inclusion (at all).

It’s about RISK ANALYSIS.

And it’s about MEN too.

↳ When men are expected to lead without support

↳ When women are expected to deliver without context

↳ When leaders confuse “same” with “fair”

And now and more companies are opting for prevention methods.

More and more leaders are taking note on gendered issues and incorporating risk analysis into their HR.

HR never really paid attention to the gender piece - it never saw the need to.

I’ve spent years using tribunal stats, workplace audits, and real-life case law to prove it.

Quietly.

Firmly.

Repeatedly.

Then loudly.

And now...

Leaders are finally recognising it’s not a nice-to-have.

It’s not about being woke.

It’s about getting things right before the risk shows up on paper.

So now we’re growing.

Fast.

We’ve had over 100 applications in 3 days for our new hire because people see what we’re doing is different.

And we’re still open to more.

If you’ve ever wanted to work for an HR consultancy that refuses to do copy-paste compliance and actually gets under the skin of leadership- send them our way.

We work with:
🟢 Companies with no HR department
🟢 Companies with HR teams who want our support diagnosing risks that policy alone won’t catch

We’re not here to tick the box.

We’re here to fix the culture, the leadership behaviours, and the invisible systems that put people at risk.

If you’re a leader reading this...

And you’re wondering if gender equity issues are sitting in your business quietly…

You’re not wrong to be worried.

You’re right to be curious.

Start with our free HR Risk & Gender Equity Scorecard.

You’ll get a comprehensive, personalised report that pinpoints your blind spots.
https://lnkd.in/eSsM-XeH

And if you want to see how we’re growing from the inside, the job post is live on my LinkedIn.

Feel free to recommend someone who gets it.

👋🏽 𝗛𝗶, 𝗜’𝗺 𝗧𝗶𝗻𝗮, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗛𝗮𝗯𝗶𝘁𝗮𝘁.
𝗪𝗲’𝗿𝗲 𝘁𝗶𝗿𝗲𝗱 𝗼𝗳 𝗛𝗥 𝗵𝗼𝘁𝗹𝗶𝗻𝗲𝘀, 𝘁𝗼𝗼.
𝗪𝗲 𝗳𝗶𝘅 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗶𝗻𝗲𝗳𝗶𝗲𝗹𝗱𝘀 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝘄𝗲𝗿𝗲 𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗼𝗻.

𝗠𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗲𝗺𝗯𝗲𝗱 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 - 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 𝗮𝗹𝗶𝗸𝗲.

I'll prove it. Give me ANY workplace scenario and I will highlight where the potential gender bias lies and provide a HR gender equity practice to prevent the bias.

The scenario can be about anything; pay, performance, attendance, even a basic interaction between a manager and an employee.

Send me a PM - challenge me. I

Or better, attend my live free workshop on 14th and challenge me there.
Secure your seat here: https://lnkd.in/eSghkFbi

Gender bias exists in all parts of employee management - it hides in plain sight.

Would your current people management practices pass the tribunal safe test? Take it here

Open article: Would Your Current HR & Leadership Practices Survive a Tribunal? by tribunalsafehr.scoreapp.com

Would Your Current HR & Leadership Practices Survive a Tribunal?

Open article: FREE workshop | HR Habitat by hrhabitat.co.uk

GREAT turnout in our Is Your HR Tribunal Safe yesterday. 

Me and my team worked so hard to ensure we provide true value and I know you will all make good use of the free performance tool we offered in the workshop.

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