Search Results for: childcare

New RSA report highlights increasingly precarious and diverse nature of work

New RSA report highlights increasingly precarious and diverse nature of work

work gig economy flexible workingBritain is dividing into seven new classes of worker as the gig economy grows, according to think-tank the RSA (the Royal Society for the encouragement of Arts, Manufactures and Commerce). Striving, Thriving or Just About Surviving has been published to coincide with the launch of the RSA’s Future Work Centre, following RSA chief executive Matthew Taylor’s employment review for Theresa May last year. The report warns of a 30:40:30 society: while around 30 percent live comfortably, economic insecurity is “the new normal” with 40 percent just managing and a bottom 30 percent not managing to get by.

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Full time work has an adverse effect on wellbeing and happiness of mothers, study claims

Full time work has an adverse effect on wellbeing and happiness of mothers, study claims

Mothers of children under the age of three who don’t work full time are generally more happy than those in full-time employment, a new study published in the Journal of Happiness Studies claims. The survey by Dana Hamplová of the Czech Academy of Sciences asked 5,000 mothers from 30 European countries to make a subjective assessment of their levels of wellbeing and happiness. It found that there was a small but significant increase in happiness among mothers who were not working, compared to full-time workers. The report found there were no differences in the self-reported levels of happiness of non-working mothers and those who work part time.

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One in three UK workers unhappy at work and a quarter plan career change

One in three UK workers unhappy at work and a quarter plan career change

One in three UK workers are unhappy in their jobs and a quarter plan to move onThe majority (72 percent) of employees in the UK go to work just to afford to live rather than for job satisfaction and one in four are considering a career change in 2018, claims a new survey. According to  research conducted by Paymentsense, over half of those questioned say money is their biggest motivation, 67 percent say their degree went to waste and they work in an unrelated role, and 25 percent are considering a whole career change in 2018. According to the 2,000 UK participants in the survey, a career peak occurs at 42 years old, which is when you start to lose passion for your work. At this age, opportunities to progress seem to be rare which is why when asking those in their 40’s ‘why do you go to work every day’?  76 percent say to be able to afford to live. 51 percent say they need to just pay the mortgage and 57 percent have responsibilities to support the family.

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Parents asking for flexible working face sanctions from bosses, claims study

Parents asking for flexible working face sanctions from bosses, claims study

Asking for family-friendly flexible working patterns can lead to many people getting fewer hours, worse shifts and in some cases losing their jobs altogether, claims a new report from the TUC. Half (47 percent) of low-paid young mums and dads are struggling to manage work and childcare, according to the Better Jobs for Mums and Dads report. More than two in five (42 percent) said they felt penalised at work when they asked for flexibility – telling the TUC they are subsequently given fewer hours, worse shifts or even losing their job.

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Precarious flexible working lives create toxic relationships between managers and workers, claims study

Precarious flexible working lives create toxic relationships between managers and workers, claims study

Millions of British workers are having their health and home life put at risk and are having to beg for extra work to make ends meet because bosses are not offering them regular work patterns, a new study from Oxford and Cambridge Universities suggests. According to the study, Powerful times: Flexible discipline and schedule gifts at work published in the journal Work, Employment and Society, around 4.6 million people are subject to ‘precarious scheduling’ from employers which means that their hours are so inconsistent and unpredictable that they cannot make plans, leading to stress and problems in their home lives. The researchers said that many workers now find themselves in ‘degrading’ relationships with managers in which they are obliged to constantly ask for more work and changes to allow them to care for children and plan their domestic and recreational lives.
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Shake up of working culture and practices recommended to reduce pay gaps

Shake up of working culture and practices recommended to reduce pay gaps

All jobs should be advertised as available for flexible working, and greater support should be given to fathers to play more of a role in child care, in a shake-up of culture and working practices to reduce pay gaps, the Equality and Human Rights Commission said today. The call comes as the Commission’s strategy for tackling gender, ethnicity and disability pay gaps is released. A strategy to reduce pay gaps in Britain makes six recommendations outlining the action needed by government, in society and in our businesses to improve equality in earnings for women, ethnic minorities and disabled people. According to the EHRC, offering all jobs as flexible will remove the barriers faced by women and disabled people, who are more likely to have to negotiate flexible working or accept part-time jobs that are often low-paid. Creating work places with flexible cultures will increase opportunities for everyone, giving people greater choice about the role they play both at work and home. More →

Retaining working mothers in the workforce is a top HR priority this year

Retaining working mothers in the workforce is a top HR priority this year

Nearly three quarters of employers in a recent poll say retaining female talent in the workforce is the most important issue in HR in 2017, as changes to childcare funding could impact on the recruitment and retention of working mothers. The research, which was carried out by My Family Care and recruitment firm Hydrogen, found that most employers thought that flexible working and supporting working parents and carers was important to them but strikingly, nearly three quarters (70 percent) rate the issue of retaining female talent after parental leave as the most important issue. However, 60 percent of HR professionals said their company provided no form of coaching or training support for their employees going through the parental transition. When it comes to the success of their family friendly initiatives, flexible working proved to be the most successful, followed by their Childcare Voucher Scheme and then enhanced maternity or Shared Parental pay.

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The onus is on employers to create working conditions that attract people

The onus is on employers to create working conditions that attract people 0

Staff absenteeism is one of the most costly issues facing employers in the modern workplace. Absenteeism is defined commonly as an unscheduled, deliberate or routine absence from the workplace by employees. According to a new study by the Centre for Economic and Business Research (CEBR), people who regularly take days off are costing the UK economy billions each year, with the toll set to rise considerably over the next decade and potentially rising to £26bn by 2030.  The report also found that mental health issues are affecting 30-40 year olds who have to juggle various things such as home life, financial constraint and pressures from their day jobs and respective careers. Another recent study by AXA PPP healthcare found that over a third of employees living with a mental health condition (39 percent) are not open about it in the workplace. These findings highlight a clear disconnect between how employees are feeling and what their employers understand to be their state of mind.

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What will the UK General Election mean for the workplace? Some experts respond

What will the UK General Election mean for the workplace? Some experts respond 0

Any residual feelings of certainty that anybody in the UK may have had about the country’s future following last year’s Brexit vote, will have had them pretty much eradicated by last Thursday’s General Election result. However, we must try to make sense of things for society and the wider economy as well as specific facets of it, such as the world of work. The whole thing looks like the pig’s ear that it is, of course. Fortunately, as some experts have already argued, there are some reasons to see some positive outcomes, including a soft (or softer) Brexit and the chance of a more positive approach to workplace rights, now that the Government needs to maintain a broader consensus. The fear or hope that the UK would lighten its already soft touch approach to workplace legislation would seem at least to be less well founded.

 

 

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Workplace reforms become a key element in the election debate

Workplace reforms become a key element in the election debate 0

The workplace has become one of the key battlegrounds in the UK general election debate, as the main political parties seek to court mainstream opinion and with the imminent publication of the Taylor Review into the gig economy. The Labour Party will today announce in its manifesto a commitment to provide 30 hours of free childcare for all two to four-year-olds, covering 1.3 million children. Yesterday, the Conservatives announced that employees will be offered the right to take up to a year off work to care for family members with illness or disability as well as commitments to introducing statutory child bereavement leave and the right to request time off work for training. There are also expected to be other announcements into the workings of the gig economy with new rules to extend maternity and sickness pay to workers who are currently classed as self-employed.

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Gender differences in global corporate culture begin earlier than supposed

Gender differences in global corporate culture begin earlier than supposed 0

While the last 50 years have seen a notable convergence between men and women in labour force participation, hours worked, wages, and educational level, despite all this progress women are still less often found in high-paying occupations. Now a new study by Finnish economist Antti Kauhanen of the Research Institute of the Finnish Economy suggests that a substantial gender wage gap in corporate cultures emerges in early careers. In the latest IZA World of Labor report, Kauhanen cites a number of recent studies which conclude that women are much more likely than men to begin their careers at the bottom levels in the hierarchy; and this difference in initial job assignments is partly due to a divergence in educational background. Although the gender differences in years of education are small, differences in the field of education chosen remain large and are affecting career outcomes. Furthermore, in addition to educational choices and career interruptions, the hours worked, discrimination, and preferences and psychological attributes also contribute to the gender wage gap.

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Research shows how the gender pay gap can be directly related to motherhood

Research shows how the gender pay gap can be directly related to motherhood 0

Research shows how the gender pay gap can be directly related to motherhoodA new piece of academic research provides more evidence that the underlying reason for the gender pay gap is the discrepancy between the way women with children are treated compared to men, and other women without children. According to new research from Université Paris-Saclay, mothers are paid 3 percent less for every child they have compared to their female colleagues who do not have children, while fathers suffer no such penalty at all. The figures were compiled from a 16-year study of data from organisations in the French private sector between 1995 and 2011 by Lionel Wilner, Director of Graduate Studies at engineering and statistics school ENSAE, a founding member of Université Paris-Saclay. He separated the effect of childbirth from other firm-specific wage determinants, and accounted for full-time and part-time work, to find that the difference between mothers and non-mothers is approximated a 3 percent lower hourly wage. The effect was found to be more pronounced after the birth of the first child. More →

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