Search Results for: people management

March 11, 2016

CIPD reveals limited action by employers to address gender inequality ⁰

by Sara Bean • Flexible working, Legal news, News, Workplace

According to a new survey by the CIPD to mark the close of the Government’s consultation on gender pay reporting regulations today, a minority of organisations currently conduct any gender pay analysis, and limited action is being taken by employers to address the causes of gender inequality. The survey of over 1,000 employers found just 28 percent of employers overall and 34 percent at larger organisations (those with 250 or more employees) say their organisation conducts any analysis of the pay of men and women. Among organisations that don’t currently analyse gender pay differentials, only 7 percent of large organisations plan to conduct any analysis of the pay of men and women in the next 12 months, with 47 percent saying they won’t and 46 percent responding that they don’t know. Employers are taking steps to equal opportunities however, such as improving flexible working opportunities available to staff.

February 25, 2016

Over half of UK employers will implement flexible working by next year ⁰

by Sara Bean • Facilities management, Flexible working, News, Wellbeing, Workplace

The UK is on the verge of a flexible working ‘tipping point’ with more than half of employers offering staff more choice of where to work. Working anywhere: A winning formula for good work? produced by Lancaster University’s Work Foundation, and commissioned by Citrix, reveals that 2017 will be the time when over half of organisations in the UK are likely to have adopted flexible working. It also predicts that over 70 percent of organisations will have followed suit by 2020. The Work Foundation, which hosted interviews with academics, business leaders and the public sector to glean insights around the theme of flexible working, supported by research with 500 managerial level employees within medium to large businesses, warns that there is still much to be done to address attitudes towards flexible working, from ensuring people don’t end up working longer hours to dealing with feelings of ‘disconnect’.

February 3, 2016

HR managers must innovate to stay relevant in the evolving workplace ⁰

by Sara Bean • Comment, Flexible working, Workplace

As the workplace moves from the traditional 9-5 model, management needs to adapt accordingly. Facilities managers are already being forced to think outside the box, and now human resources and line managers must do the same. The latest CIPD/Workday HR Outlook leaders’ survey spells out the challenge; that new ways of working and operating is an increasing reality for organisations. Yet while there is general agreement about overall strategic priorities it seems to be less clear to the wider business world how HR professionals will contribute to achieving these. Despite nearly three-quarters (72 percent) of HR leaders saying that their current people strategy will help the organisation achieve its future priorities, just a quarter (26 percent) of other business leaders agree. The CIPD recommends that the profession must look at ways in which it can innovate itself in order to stay relevant and more visibly demonstrate its ‘enabling role’ as the workplace evolves.

January 27, 2016

Gap in the provision of wellbeing initiatives undermines UK workplaces ⁰

by Sara Bean • Flexible working, News, Wellbeing, Workplace

Although there is much consensus among employers of the importance of actively supporting health and wellbeing in the workplace, there remains an ‘implementation gap’ that is threatening individuals’ health and long-term business sustainability. This is according to a new report from the CIPD, ‘Growing the health and well-being agenda: From first steps to full potential’, which found that fewer than one in ten (8 percent) of UK organisations currently have a standalone wellbeing strategy that supports the wider organisational strategy; that the majority of employers are more reactive than proactive in their approach to wellbeing (61 percent) and nearly two-fifths of employees [38 percent] are under excessive pressure at work at least once a week. With the average cost of absence now standing at £554 per employee per year – the CIPD is recommending employers take a more proactive approach to implementing a wellbeing programme.

November 15, 2015

Acas analysis for anti-bullying week reveals workplace bullying is on the rise ⁰

by Sara Bean • Legal news, News, Wellbeing, Workplace

Workplace bullying is on the rise but many people are too afraid to talk about it according to a new study by Acas published to mark the beginning of anti-bullying week. The paper Seeking better solutions: tackling bullying and ill-treatment in Britain’s workplaces looks at the latest research on workplace bullying as well as calls to the Acas helpline. The analysis claims that bullying and ill-treatment is growing in Britain; and there are more incidents of bullying within certain groups such as public sector minority ethnic workers; women in traditionally male-dominated occupations; workers with disabilities or long-term health problems; lesbian, gay and bisexual and transgender people; and workers in health care. The helpline has received around 20,000 calls over the past year with some callers reporting that bullying caused them to self-harm or consider suicide.

August 14, 2015

Far from being on board, older women still face recruitment bias ⁰

by Sara Bean • Comment, News, Workplace

The news that the Davies review has met its 25 per cent target for female representation on boards, and is now considering setting a target that a quarter of executives at FTSE 100 companies should be female, has been met with approval by the Institute of Directors, which said it was right that the focus is on increasing the number of women in senior executive positions. But what about those further down the salary scale, where many older women struggle to even get a job interview? A recent study carried out by Anglia Ruskin University’s Lord Ashcroft International Business School shows that older jobseekers face widespread discrimination in the UK, with older female applicants more likely to experience bias than men. The study found no significant link between a company having a HR department or providing commitments to equal opportunities, and the level of discrimination it displayed.

November 6, 2014

Two new reports claim firms and employees are out of step on flexible working

by Mark Eltringham • Flexible working, Legal news, News, Workplace

The two latest stones to be tossed into the flexible working maelstrom in the hope of creating a ripple both suggest that employers are out of step with the expectations of their staff when it comes to working hours and conditions. The CIPD launched a new report Getting Smart About Agile Working, at the start of its annual conference in Manchester on 5 November which claims that a third (35 percent) of employees would like to change their working arrangements with nearly half (43 percent) saying they would most like to change the start or finish time of their working day. Meanwhile a separate report from BUPA claims that half of employees of SMEs think their employees underestimate the part that benefits including flexible working have to play in the overall feel of the company, and a similar number (51 percent) believe that not offering such benefits damages an employer’s attractiveness to new recruits.

July 7, 2014

CIPD publishes manifesto on how next Government could shape future of work

by Sara Bean • Flexible working, News, Workplace

A sustainable recovery and successful future economic performance depends on future governments adopting policies that address fundamental skills and productivity issues, as well as looking at other agendas which will actively shape the future of work. This is according to the CIPD ‘Manifesto for Work,’ published today, which calls on the UK’s political parties to focus on the key issues facing employers and the workforce in the run up to the General Election 2015. Amongst a set of proposals, the HR body is calling on the Government to take a “good practice” approach to employment regulation and policy by supporting the creation of a Workplace Commission, with the aim of helping employers raise standards of people management. CIPD chief executive Peter Cheese, says a better focus and understanding of the changing nature of work, the requirements and needs of the workforce, and the changing workplace will be needed to meet the future challenges. More →

May 8, 2014

Employers fail to monitor wellbeing and mental health alongside staff engagement

by Sara Bean • Flexible working, News, Workplace

Monitoring of employee engagement and wellbeing by FTSE 100 companies improved over the past year, but organisations are failing to measure or address the psychological health of employees. The latest Business in the Community (BITC) Workwell FTSE 100 benchmark showed an increase in the average company scores from 21 per cent to 25 per cent while reporting across the five identified areas of BITC’s Workwell Model; Better Work, Better Relationships, Better Specialist Support, Better Physical and Psychological Health and Working Well increased from 53 to 63. 86 per cent of companies now report on four or five of these themes. But despite this, there was almost no evidence that psychological health is being measured or addressed, and the provision of mental health support continues to be a low scoring area (11%). More →

February 24, 2014

CIPD calls for a budget to address decline in UK productivity

by Sara Bean • News, Workplace

The CIPD has urged the Chancellor to focus on delivering a “Budget for Productivity” when he delivers his 2014 Budget on 19 March. The employment body has today put forward a package of proposals which call for labour market inclusion and the development of more productive, inclusive, and engaging workplaces. It is calling for a fundamental review of UK skills policy, together with a new focus on the workplace, the nature of jobs for the future, and how skills are being utilised. This, the CIPD argues, is critical if the necessary leap in productivity is to be delivered to boost real wages. A recent CIPD report found that already weak UK productivity has worsened as a result of a slow-down in job turnover during the recession and an extraordinary run of hiring that has preceded the recent return to growth. More →

January 13, 2014

Retaining valuable employees is top global priority for CEOS this year

by Sara Bean • News, Workplace

The number one priority of business leaders worldwide this year is how best to develop, engage, manage, and retain existing talent. This worker-centric approach means that employee engagement and better management will take centre stage as the way to improve competitiveness, win new customers and raise productivity. According to new research from The Conference Board and UK partner CMI (Chartered Management Institute), CEOs will concentrate on creating a strong internal talent pipeline rather than seeking to recruit externally, with nine out of the top 10 global Human Capital strategies focused on current employees, including providing training and development, raising employee engagement and increasing efforts to retain critical talent. Other closely linked priorities identified in the CEO Challenge 2014 are customer relationships, innovation, operational excellence, and corporate brand and reputation. More →

November 1, 2013

Employers need to ‘up their game’ as 1 in 4 employees admit to looking for a new job

by Sara Bean • News, Public Sector, Workplace

Job seeking intentions are at their highest since spring 2011, as fewer organisations implement recruitment freezes. According to the CIPD/Halogen Employee Outlook survey, 24 per cent of employees in the private and voluntary sectors, and 23 per cent in the public sector, are looking for a new job. The greatest motivator to move jobs is disengagement (71% compared with 9% who are engaged), followed by job dissatisfaction (62%, compared with 10%), and those facing pressure every day (45% compared with 19% who never feel under excessive pressure). More than 3 in 5 (61%) said that an opportunity to progress within their role is important to them, but a shocking one in four employees (27%) said that they had never had a performance review at work. More →