News & Events
Read latest news

Hanson Search’s International Expansion is Marked with Opening of MENA Office

Leading search consultancy firm Hanson Search has announced further international expansion by opening a UAE office, to meet growing demand for their services in the MENA region.

The firm has opened their office, working to find quality candidates for mid to senior level positions in the region’s communications and marketing services industries.

The firm’s Dubai team will be headed up by Felice Hurst, Director of MENA who will oversee a wider initial group of three employees. “Dubai has now been graded as number six by the recent Gunn report, for creative excellence and its clear from current hiring demands that there is considerable growth”.

Nearly half of the company’s client requirements are now international, making a significant contribution to the firm’s multimillion pound turnover, and Hanson’s Middle East office marks the latest international expansion for the firm, which also has offices in London and Paris and recruits internationally from Beijing to New York.

Founder and Managing Director Alice Weightman, who launched the company in 2002, says the opening of a dedicated office shows their growing commitment to serving international marketing and communications industries.

She said: “In recent years we’ve witnessed a surge in international demand and felt the time was right to add to our overseas operations to be closer to key international markets such as Dubai.

“The region is in an exciting growth stage, with companies on the hunt for the finest marketing and communications talent, and we believe our expertise, built over the past 12 years through running international briefs, will offer real benefits to employers and employees alike.

“We have launched with an initial team of three in the region, headed up by Felice Hurst, and have ambitious plans for growth in both the region and additional international locations.”

For more information please contact: Jennifer Wilkins, PHA Media, / 0207 440 0360

Why Millennials are Shunning Full-time Jobs for a Freelance Life

Following on from the comments I made in the article ‘More millennials’ embracing freelancing’ in HR Magazine, I wanted to explore this somewhat contentious issue further.

In the past, we were always told that a full-time, permanent job – or a job for life – was what we should aspire to on leaving school or graduating from university. Making your way slowly to the top of your chosen company was the expected and respected career path to follow, however, millennials are on course to change all that.

It would not surprise me if the classic 9 to 5 will soon be a thing of the past – clung on to by the tail end of previous generations as the youngsters shun this safe way of working for the more unstable, but potentially more rewarding freelance lifestyle.

Not only do statistics from Ipse, The Associate of Independent Professionals and Self Employed prove that freelancing and self-employment is on the rise among the younger generations, staying loyal to one particular company is also a thing of the past. Indeed, up to 60% of millennials now leave a company within three years of starting there, preferring to juggle multiple roles and several ‘mini-careers’.

This continual job-hopping is costing organisations a small fortune – sometimes up to £20,000 a pop. With this in mind, companies must re-assess emerging work trends and make structural changes to match.

The main driver behind the millennials discontent seems to be workplace flexibility. Indeed, a recent Millennial Branding report found that a massive 45% would choose workplace flexibility over pay.

Could it be then, that this new generation is prepared to take on – and shake up – the workplace in a way that previous generations didn’t dare to? I think so. As we move towards a more agile work environment that embraces scrum culture, the appetite for hiring in specialists on a project-by-project basis will become the norm. Moreover, many millennials say they want to have a job with purpose – somewhere they can make a difference and fit in culturally.

However, with freelance or contract work can come pitfalls if you are not well versed in taxation, invoicing or even chasing for payments. This is where The Work Crowd comes in. We will do all the hard work for you, so that you can focus on the job in hand.

For more information about The Work Crowd and how you can become a member, click here

By Alice Weightman, MD, Hanson Search

Freelancing and Starting a Family

I recently was asked to comment on whether small business owners should be allowed to reject a female candidate of child-bearing age, if they could prove that a potential pregnancy and subsequent maternity leave would significantly damage their business.

I am absolutely against this kind of policy, as it would represent a major step backwards for women. As The Work Crowd and Hanson Search launch their Gender Balance Survey, I thought I would explore the on-going issue of freelancing and maternity pay.

More and more candidates are choosing to leave the security of a permanent job behind, choosing instead the freedom and independence of being self-employed, a contract worker or a freelancer.

However, these feelings of freedom could well feel very constricting when it comes to deciding on whether to start a family.

Salaried employees enjoy paid leave and Statutory Maternity Pay (SMP) at their employer’s expense most freelancers are on their own. This can make it tougher to plan for pregnancy and beyond.

Sadly, the fact is that self-employed women aren’t entitled to maternity pay from an employer – even if they have put in many years service for one particular organisation or client.

You will only get maternity pay if your contract terms you as an employee rather than a worker. Broadly speaking, if you are on the payroll or your employer controls when and how you work and provides you with tools and equipment, you are an employee and therefore have maternity or paternity rights.

In contrast, if you are working under a contract to provide a service, are in charge of your own hours or pay tax and national insurance on a self-employed basis, you are likely to be classified as either a worker or as self-employed, and won’t get any maternity or paternity rights.

As a direct consequence – and probably unsurprisingly – freelancers take far less maternity leave than their ‘employed’ counterparts.

However, being a freelancer doesn’t necessarily mean having to choose between children and your career. It just needs a little research and very careful planning.

Make sure you claim any benefits to which you are entitled including maternity allowance – check your eligibility. Usually, you qualify if you are registered as self-employed and paying Class 2 national insurance contributions – or have done some self-employed work in the 15 months before your baby is due.

Maternity allowance is paid at a standard weekly rate of £112.75 or 90% of your average weekly pre-tax earnings – whichever is lower. This is paid for a maximum 39 weeks and is free of tax and national insurance. You can’t claim while you are still working.

Despite this, freelancers claiming maternity allowance may only work for ten days during their maternity leave, whereas employees are allowed to freelance as much as they like while they are off.

If the Government wants to encourage more people to join the freelance workforce – they have even appointed David Morris MP to act as an Ambassador – then surely, they need to help would-be mothers feel secure during this most vulnerable time.

By Alice Weightman, MD, Hanson Search

Gender Balance Study: What’s Changed? Take the Survey!

In 2012, Hanson Search commissioned a gender balance study to gain an insight into the impact of maternity leave on the communications and marketing services industry.

The results were astonishing: nearly two thirds (62%) of female employees felt they would be discriminated against if they became pregnant and almost half (49%) faced difficulties when they returned to work after giving birth.

What’s more, 49% of women surveyed were considering seeking employment elsewhere should employers fail to address these issues fairly.

The report highlighted the clear need for change within the industry and for honest and open conversations about how to balance the requirements of businesses against the needs of the employee.

As such, we held a strategy discussion comprising ten senior industry heads (including Jane Wilson, CEO of CIPR and Afua Basoah, Director at Ogilvy Healthworld) with the aim of developing practical solutions to inspire both employers and employees to drive positive organisational change.

Together, we came up with a code of best practice that recommended:

  • Creating the right company culture – encouraging transparency and openness to drive discussion and re-establish core job priorities.
  • Taking responsibility – creating a two-way fairness policy that is honest and realistic about future plans.
  • Devising a maternity comeback framework – employees taking responsibility for creating a framework structure which details measureable deliverables and output.
  • Reappraising the legal situation – distinguishing reality from myth when it comes to maternity rights.


A lot has changed since then and three years on we want to know what’s different. We would love you to take part in our new survey here: The more voices that are heard, the better able we are to both champion best practice and understand what still needs to change in order to see greater gender equality in the industry.




Ello: Facebook’s destroyer or a fleeting fancy?



When you visit the landing page of recently public social media site, Ello, it feels new. It feels like the homepage of a design agency. You are greeted by a vacillating mosaic of round photographs presenting an array of, what you assume must be, the cool, fun people already pouring their individualities into Ello on a daily basis. You scroll down and discover typed there, a disconcerting thought – “Your social network is owned by advertisers.” What follows is a warning about the lack of privacy on other social networking sites, written in thriller trailer style:

Every post you share, every friend you make and every link you follow is tracked, recorded and converted into data. Advertisers buy your data so they can show you more ads. You are the product that’s bought and sold

How heinous! What a nefarious plot! How dare Facebook track my every digital move and then have the gall to….show me ads… that, actually, I am quite interested in. I thought about the ads that appear at the sides of my newsfeed. At the moment they are mostly pictures of platform shoes, ankle boots and occasionally a polo neck top will crop up. This is because for the last week or so, I’ve been combing the depths of ASOS and Office for a particular pair of shoes that I’m not convinced actually exists apart from in my own mind. As a result, I get to see the pedal offerings of retailers who might stock that perfect pair. It’s not as though I’m being forced to buy or even look directly at any of these ads! While the thought of being “watched” and turned into quantifiable data isn’t the most warm and tingly of notions, it is just squeamishness – the same squeamishness that created films like Vanilla Sky and iRobot.

Despite the fact that I personally may not feel as violated by ad-ridden networking sites as Ello thinks I should feel, I can’t fault its simplicity and sophistication. Furthermore, it is palpably geared towards artists and creativity, which I love.

Ello, brainchild of short-film maker Paul Budnitz, began life as a private social network for artists and programmers. After a year, the site was redesigned and launched as a public, invite-only platform with the slogan, “simple, beautiful, ad-free”. So how exactly does Ello make money? (They’re innovative, but they’re not that innovative.) The idea is that every user’s profile is bespoke, and you can pay a few dollars for features that take your fancy. As Budnitz explains, “say you’re a musician and you want to control multiple accounts from a single login, we can charge $2 for that. It’s not for everyone” Not only this, you can request new features that you would be willing to pay for. This seems like Ello’s best idea; use your users to generate new products and you will never run out.

Launched in March of this year, Ello grew rapidly, gaining around 27,000 signups an hour by September. However, internet trends, by nature, are fickle and have a brutal habit of launching people to stardom and then dropping them right out of the sky. Ello, is discovering how mercurial the internet community (which is, let’s face it, everyone) can be. After stirring up a frenzy of interest in mid September, the ad-free networking site peaked as we entered October according to Google Trends. However, as an article for the Guardian points out, searches don’t always correlate with usage. I’m interested to see how far it will go; Ello has been speculatively named “the Facebook killer” while “Goodbye Ello” articles are popping up all over the place. To my mind, its success will not be based on the fact it’s ad-free – it will be how user-friendly, well managed and adaptable it proves to be.

By Emily Williamson, Office & Marketing Executive at Hanson Search

Addressing the Lack of Diversity in Communications and Highlighting Recruitment Best Practices

The Hanson Search Roundtable Diversity Debate

Introduction by Alice Weightman, Managing Director, Hanson Search

‘The communications industry’s attitude to class and ethnicity must change if it wants to attract talent that can reach out to diverse audiences’, so says the 2013 PR Census, published in PR Week in March 2014.

Communications – and in particular PR – has long been tarred with the brush of being a profession that attracts the white middle-classes, who are predominantly female. Indeed, the latest PR Census proves that only a poor six per cent of people working in the industry are ‘non-white’. Of those who declared an ethnicity, one per cent is black, two per cent are Asian and three per cent described themselves as ‘other ethnicity’.

Given that the UK’s communications hub is based in London – one of the most multi-cultural cities in the world – something has to change and fast. The CIPR and PRCA are trying to change how the industry is perceived on all fronts.  However, they are facing an uphill struggle. Many people within the Asian community for example see PR as nothing more than glorified socialising – and thus, a less respectable career choice than say a doctor or an accountant.

Furthermore, PR and communications is just not on the radar as a career choice for a whole swath of our society. This combined with the fact that the industry is still dominated by the white middle-classes, means that there are very few networking opportunities and role models for younger generations from diverse backgrounds.

It is vital for the industry’s development and progression to become more inclusive, because agencies need to resonate with clients and all members of society.


In order to explore the diversity issue that is so prevalent within the communications industry, Hanson Search invited several senior HR and PR professionals from organisations such as Mindshare, ITN and Transport for London (TFL) to take part in a roundtable debate. The aim was to discuss how best to cultivate and nurture more diversity in the communications industry as well as setting out some recruitment best practices.

The debate was chaired by Colin Byrne, CEO UK & EMEA of Weber Shandwick – with speakers including Jennifer Thomas from Direct Line, Mark MacKenzie from Transport for London and Robert Elias from ITN.

The event explored diversity recruitment in its broadest terms.

Alice Weightman, Managing Director at Hanson Search, explained the difficulties faced by recruiters when they attempt to draw up a diverse candidate list for clients because the talent pool is seriously limited. She said “We select people who are most suited to the job. The trouble is there is such a lack of diversity amongst our applicants. We need to address the issue at the grassroots level”.

Colin Byrne illustrated the gravity of the problem from the business standpoint; “we claim to our clients that we represent Britain and how we as a nation think – the trouble is, we look nothing like Britain”.

Recruitment Best Practices

Promoting PR as a career choice – tackling the issue at grassroots level

The participants felt that the PR industry should give more time to people from diverse backgrounds, by inviting them to come into the office and inspiring them to spend a day there to give them a taste of what it is like to work in the industry.

It was also highlighted that PR needs to be promoted as a career choice in schools, colleges and universities. They sighted apprenticeship schemes run by the IPA and PRCA – backed by the Metro newspaper – that are designed to attract creative young people, who haven’t been to university, into the advertising and media industries.

Hill & Knowlton’s Czarina Charles said that PR is not really recognised as a career option in schools and universities: “Parents just don’t know about PR. In order to increase awareness we need to go into schools and educate pupils and teachers about our industries and the real career prospects that exist within them”.

Charles went on to highlight another problem – candidates are often discounted from opportunities because, due to their backgrounds or education, they are not equipped with the manner of speaking or behaviour needed to ace an interview. Jennifer Thomas suggested that some candidates might need a little extra time to realise their full potential and shouldn’t be automatically written off at the interview stage because of their accent or writing ability.

Some organisations are beginning to address these issues. Colin Byrne talked about his apprenticeship scheme that gives creative young people a stepping stone into the worlds of media and advertising, irrespective of their background or education.

Furthermore, The Taylor Bennett foundation runs an Apprentice Challenge designed specifically for young people without a university education. Says Byrne “One of the problems I think we have in our industry is that we clearly replicate ourselves – our people want to hire people who look like them”.

Make a greater effort during the hiring process but ensuring recruitment is based on merit

The discussion highlighted that the PR industry needs to think of innovative new ways of screening candidates – suggestions included YouTube clips instead of CVs.

Weber Shandwick is already embracing this new approach for applicants to their apprenticeship scheme. Candidates are asked to produce a five-minute YouTube clip instead of submitting a CV. This immediately demonstrates personality and creativity as well as a proven ability to use social and digital media.

There is a real need to level the playing field, which includes changing the way interviews are conducted – whereby less emphasis is placed on classic interview techniques – and more on what the individual could bring to the business.

The participants felt it would make good business sense to give more time to those candidates that might otherwise not have the opportunity. That doesn’t necessarily mean that they automatically get the job because they are the ‘under-dog’, but more about recognising that certain applicants might need extra nurturing to bring out their best.

However, Bell Pottinger’s Elly Williamson raised an interesting counter- concern regarding positive discrimination – not only in terms of race but also education.

She stressed the importance of recruiting people based on merit – otherwise there is a risk that applicants that are ‘ivy league’ graduates will be overlooked because they are seen as ‘advantaged’.  This notion was supported by Charles – she said “as a black woman, I don’t want to be positively discriminated against – I want to get the job on merit”.

Creating the right culture – educating middle management

Robin Elias believes it is vital to ‘create a culture where everyone has a voice’.

By educating the workforce at all levels including enabling an open dialogue, will keep diversity on the agenda. It was also felt that educating middle managers about the benefits and importance of hiring a diverse workforce was essential.

Ketchum’s Aisha Warburton said her company was putting compulsory attendance of diversity sessions in place.

Jennifer Thomas highlighted Direct Line’s diversity network, which encourages open dialogue and celebrates differences. They also use the calendar to plan diversity-centred events.

Mark MacKenzie says Transport for London conducts extensive surveys, training and reports on employee welfare and wellbeing in the working environment.

Women returning from maternity leave were also discussed. Employers need to recognise that on returning to work, new mothers may need a degree of flexibility in terms of working part-time or keeping slightly different hours.

Marketing materials should have a diverse feel to them – promoting the diversity of individuals within the business

According to Colin Byrne ‘diversity = creativity = better business’.

A diverse workforce offers more creativity, allowing tasks to be approached from a range of different angles. Says Robin Elias; “One of the tangible benefits is that a diverse workforce is more creative – thus if you have a truly mixed workforce and everybody feels they can speak up, it makes for a better product and a nicer atmosphere”.


The communications industry takes place on a global stage and as a result the audiences reached are increasingly diverse. In order for the industry to keep up with its client base, it must constantly evolve and to do so, they must make the first changes internally.

Proactively hiring a diverse workforce should be much more than just a box-ticking exercise. Colin Byrne suggested that one of the greatest problems within the industry is that it clearly wants to replicate itself. If the industry continues with this out-dated mindset, then they will no longer be able to meet the demands of an increasingly diverse client base, meaning that eventually businesses will fail– which is damaging for the individual and for the industry at large.


Storytelling: the path to a happily ever after?



Vicky Hodson

Once upon a time, creative agency Aesop asked 2000 Brits to rate brands against criteria including brand personality, memorability, credibility and purpose, in order to find out the most recognisable ‘storytelling’ brand.

Unsurprisingly, Apple and Cadbury were amongst the brands that came out on top.  In recent years brand storytelling has become an integral part of any marketing campaign, with significant attention paid to it at Cannes this year. Marketers are waking up to storytelling’s unique ability to engage and make an emotional connection with audiences by sharing their core values and making a business human through stories.

Generic mass-audience direct marketing is no longer an effective medium – consumers now expect tailored marketing that will engage, entertain and inform.  Content creation is crucial – brands have a nanosecond to connect with the consumer before their message is instantly fast forwarded or swiped away.

The research also found that people are more likely to engage with a brand if there was a spokesperson or character, which explains why KFC (the Colonel) and Jack Daniels (the eponymous) featured in the top 20. The British public also love a story about the self-made man – at the heart of the Virgin brand is the story of Richard Branson, a record breaking entrepreneur, who is also a prominent humanitarian – he’s not all about money, he’s about fun too (enjoys the odd cameo in his adverts) and people buy into him, therefore creating a loyalty with his brands.


By Vicky Hodson, Consultant at Hanson Search

Running the Race

GeorginaOGrady2“Of course success is dependent on its owner: be it a Coutts account, a designer handbag or just achieving your life-goals, dreams and desires.”

The world is full of successful people; the people we secretly discourage, moan about yet somehow can’t refrain from observing on shoddy, nonetheless brilliant, reality TV shows or on the 12th page of the latest Hello! magazine. The people who are truly born into success; whose fate has already been charted, mapped and dichotomised before their mother is being leisurely wheeled into the first class delivery suite complete with Bollinger and hand-picked grapes flown in from France. This little bundle of new life will not only be given the foundations to success but the bricks and mortar to go with it. Their first Babygro will be tailored perfectly; designed, sealed and delivered by Louis Vuitton himself whilst he/she gains comfort from snuggling a Fendi blanket complete with Gucci pacifier – perhaps the little one has more money in their Coutts trust fund then some of us will ever see in a lifetime, and on their 12th birthday they’ll receive a state of the art Range Rover just to “play in”.

So yes, occasionally we do wake up on Monday morning feeling discouraged and for the 365th time that year we mutter the unchanged repetitive cliché that is buried deep down in all of us: Life is so unfair.

Yet (Cue inspirational music) aside from the baby who inherits £2.5 million of the Hilton fortune, there lies a number of other successful entities; the ones who have to climb the ladder, the ones who earn it. What drives me on a Monday morning to roll out of bed and feel inspired to make my 90 minute commute? The idea that success is something that is born in all of us. Don’t get me wrong we may not all have the same start, but we all effectively run the same race. And when that starting pistol fires: potential, ambition, drive, determination and attitude holds presence; how we came into this world very much takes a back seat.

Although some of us like to think successful people are “lucky” or more often than not land that “big break” by chance: Life is so unfair right? The reality is the majority fought for it. Walt Disney, Oprah, J.K Rowling, Steven Spielberg, Michael Jordan, Marilyn Monroe, R.H. Macy, Albert Einstein, Vera Wang… all started the race where we did. They weren’t born into greatness, greatness most certainly wasn’t thrust upon them; they earned it… and isn’t that we do every day? We work hard to better ourselves, to become better people, superior in our jobs. Further skilled, further educated, higher salary brackets and greater opportunities. We are all on the same journey to strive and to finish the race just how that successful baby started, albeit minus the Fendi blanket and Gucci pacifier.

From Monroe being told she’d never make it as a model to Einstein whose teachers labelled him mentally handicapped (I hope he thanked them on receipt of his Nobel Prize) all of the above and a million more were told that success wasn’t an option. The common denominator here remains: persistence. When morale is low and you’re behind in the race think of Spielberg or Rowling and find that one ounce of spirit you need to succeed. Continue to reach your dreams and above all, finish the race. We can be whoever we want to be. All you have to do is envision that finish line, push from within and most importantly… never give up.


By Georgina O’Grady, Researcher at Hanson Search

A Graduate’s Perspective


By Sophie Orr, Hanson Search Intern


‘So what’s the plan now?’ is the question feared by all recent graduates.  In 2014, 68% of students achieved a first or 2:1 as their final degree result and with ambition and confidence are setting out to obtain their next goal: a good job.  With such a high proportion of graduates with good degrees it is fair to say that the jobs market is becoming even more competitive.  Quite simply, having a university degree is no longer the key to standing out when applying for a job.


A common misconception amongst undergraduates is the belief that their education will equate into employment.  This is a belief installed by members of the baby boomer generation and those who went to university before the stats were as high as 68% of grads achieving a 2:1 or higher.  Tony Blair was a firm believer in this ethos; may I remind you of his 1997 speech, ‘Education Education Education’.


Being original has never been so important. The conundrum faced by graduates is that often there is a plethora of boxes that needs to be ticked to even be considered on the job market so being able to stick out from the crowd is, understandably, tricky.   However, even gaining that iota of experience is becoming overly competitive, which is not only frustrating but disheartening.  It is therefore important to be innovative and entrepreneurial so that new spaces in the professional world can be created for the numerous graduates.


Aside from the limited number of companies looking to recruit graduates, another obstacle that stands between grads and employment is that their CVs often show a lack of real work experience.  We are now past the age where a week here and there is much use, so volunteering and internships are naturally the way forward.  This experience teaches skills which are much more useful in the working world than perhaps skills learnt through a university degree.  The only problem is that if the bank of Mum and Dad is no longer open for business then this is a hardly sustainable route.  At which point the best option is to turn to a job which realistically one could have done as a school leaver, but at least addresses the burden of university debt.


This of course all appears rather negative.  It can be argued that, yes, we can achieve whatever we want and that ‘the world is our oyster’. While it may appear like that from the perspective of those whom possess that opinion, you can be assured, that is not really the case from a graduate with student debt and little work experience to fall back on.  But it is true that there are numerous diverse paths and opportunities which are new, but as I have illustrated there are rather a lot of graduates, so proportionally the opportunities are perhaps even smaller.


A well-educated, underemployed workforce is readily available and somehow need to fit into the professional world.  My advice to companies is strike whilst the iron is hot – we are yours for the taking!​


By Sophie Orr, Intern at Hanson Search

The Power of Things

A characteristic of modernity has been the ubiquitous use of tools, and a characteristic of an effective modern individual is someone who can use these tools to their greatest potential.

In contemporary society our homes, offices and the wider urban environment are awash with technological tools in the form of devices and gadgetry. They have been created with the prospect of making modern living easier to navigate and manage, as well as facilitating increased possibilities of communication.

An interesting interpretation of these technical objects concerns not only the capabilities that they afford us but also the way that they shape our social interactions. The dichotomy that exists between humans and objects is embedded in the way in which we participate in our world. It is often seen to be a dichotomy of experience; between the experiencer and the thing experienced.

The majority of our environment is composed of objects; hence most of our activities and relationships are performed through them. Mobile technology has revolutionised the way we keep in contact and the way we share information, many of us now feel the loss of an imagined limb when we lose our phone. The recent progress made in technological innovation has transported us from merely using tools and objects, to reaching a near state of immersion with them. We now form part of an ‘always on’ network, contactable 24/7, anywhere in the world (signal permitting), leading to the effective shrinking of the globe. Furthermore, mobile technology has now made us immediately accountable for our actions, if we are running late for a meeting we are expected to update our status whilst on the move.

A new era of interactivity has transformed the passive consumption of media and use of technology into a very active relationship. People no longer just stare at screens; instead they are called upon to engage with the information in-front of them.

There is a rich metaphysical tradition in the West to view objects not as inert but full of lively intensities. This interesting notion outlines that we possess a drive to seek alliances with objects, suggesting that there is an irresistible magnetism between things and ourselves. This leads us to think about the enchantment power of objects and our persistent attempts to both use them and ‘get to know’ them. The power of art is a good example of objects possessing the capacity to impress.

It has been said that thing power works by exposing a porosity; we are susceptible to infusion with or by other ‘things’. Aside from technology, advances in biochemistry have recently revealed the multiple non-human contributions made to human behaviour. When any human acts, we never exercise exclusively human powers, but rather we express and reflect the combined powers of things within us (eg. chemicals, micro-bodies, foods, sounds). And so to delve further into the notion of the power of ‘things’ we can come to the conclusion that non-human objects may in-fact constitute our own perceived actions.

This subscribes to the widely held opinion that many of us are now becoming addicted to the technology we use. Some people in the company of their friends, or at the family dinner table will check their phone every five minutes out of habit, and there is a strong belief that these kinds of behaviours are negatively impacting people’s interpersonal skills. But, on the flip-side, there is now a new agreement on social etiquette involving the technology that we use in our lives. Yes, it is an invaluable element for many of us, but it should never take centre stage above and beyond human interaction, if there are people present they both demand and deserve our attention.

We can all reflect upon the items that we own and their implications upon the way we go about our daily business. The true modern individual must recognise the involvement of things by embracing the capabilities that technology has afforded us as well as realising the way it shapes our work and lives.


For all enquiries please email: