Search Results for: diversity

Facilities managers should become “gardeners” rather than architects, claims report

Facilities managers should become “gardeners” rather than architects, claims report 0

by • Facilities management, News

A new white paper from ’boutique’ facilities management firm Anabas. It claims that the proliferation of diverse office environments and agile working means that facilities managers must develop a greater insight into the behaviour of people to help them deliver. The report, What Type of Office Worker Are you?, claims that it ‘helps to rediscover what it means to be human in the workplace and takes us back to the beginning by focusing on understanding individual behaviours, work styles and how they influence interaction within the workplace itself. It examines the importance of people in the workplace and discusses the ‘work style formula’ of – Culture + Mobility + Temperament – demonstrating how this can guide behaviours. It also claims to identify four main types of worker based on brain chemistry; Pioneers, Guardians, Drivers and Integrators and how despite the differences, each is driven in the same way, by the environment.

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CIPD calls for range of measures for British workforce ahead of General Election

CIPD calls for range of measures for British workforce ahead of General Election 0

by • Flexible working, Legal news, News, Workplace

The next Government needs to put ‘good work’ at the heart of its thinking in order to improve the economy, boost individual welfare and prosperity – creating the conditions for good work in organisations across the country, says the CIPD ahead of the General Election. In its ‘Manifesto for Work’ the CIPD is calling for publication of pay ratios, additional rights for zero-hours workers and increased investment in adult skills. The manifesto’s package of aim to address the systemic problems in the UK economy by focusing on the positive influence the world of work can have on productivity and wellbeing. As well as an overhaul of the UK Corporate Governance Code, the CIPD is also calling on the next Government to protect and raise awareness of employment rights, make skills the centerpiece of their industrial strategy and take steps to improve gender diversity in the boardroom. It also calls for organisations to focus more on greater organisational transparency so that businesses are more accountable for incorporating the principles of good work across their organisations.

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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

by • Comment, Flexible working, News, Workplace

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 →

Bumpy ride and slow uptake in first two years of shared parental leave rules

Bumpy ride and slow uptake in first two years of shared parental leave rules 0

by • Features, Flexible working, Legal news, Workplace

Concerns over career prospects impact take up of shared parental leaveIt is two years since the introduction of Shared Parental Leave (SPL), where couples were given the ability to share leave surrounding the arrival of a new addition to their family; and while sharing leave is seen to have a profound beneficial impact for the family, there are still plenty of barriers. According to research from My Family Care, one of the largest is that  there is a sense that it involves a big risk with real concerns around the impact on a father’s career if they were to take more than two or three months off. A second report from the charity Working Families found that despite the initial slow take up of new rights, more than half of fathers would use Shared Parental Leave. However, snapshot figures for the first three months of 2016 showed that 3,000 new parents were taking up the new right. If the maternity leave figure is taken as indicative of the number of couples with new babies at the time the new figures are in line with the bottom of the government’s 2013 estimated take-up range – between two and eight per cent of fathers.

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Post Brexit UK sets out its case at MIPIM 2017

Post Brexit UK sets out its case at MIPIM 2017 0

by • Cities, Features, Property

Cannes-based international real estate fair MIPIM has always been a magnet for cities, determined to extoll their virtues to investors, developers and occupiers, but this year the UK was in charm overdrive. Buoyed no doubt in part by the presence of the UK government’s Department of International Trade (DIT), waving its ‘open for business’ flag for UK PLC, many of the towns and cities that would normally have ploughed their own furrow, instead came together to leverage critical mass. So Bradford and Leeds combined, conurbations across the central belt conjoined on a Midlands pavilion, and so on. Whether it was panic or confidence, the net result was an unusually prominent UK presence, up a quarter on last year. Of course the UK is just one nationality among the 24,200 real estate and city professionals from 100 countries who come together in Cannes every March.

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Age remains the biggest obstacle to career progression in Europe

Age remains the biggest obstacle to career progression in Europe 0

by • News, Workplace

European employees feel that age is the biggest factor preventing them from progressing in their career, according to research of nearly 10,000 European working adults by ADP. A fifth of employees name age as their biggest obstacle, followed by favouritism (7 percent), lack of opportunities with current employer (7 percent), qualifications (5 percent), and family needs (5 percent). Age is a particularly cited obstacle in the Netherlands (24 percent), Switzerland (21 percent) and the UK (20 percent). This issue increases as workers get older, with 46 percent of over 55s and 27 percent of those aged 45-54 feeling this way. This situation may reflect the increasing generational diversity of the workforce, as five generations of employees will soon be working side by side. Advancing technologies and more significant age differences in the workforce are likely to be isolating older workers, who may feel outdated by a younger, tech-ready generation.

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Female FTSE 100 leaders require more prestigious academic background than men

Female FTSE 100 leaders require more prestigious academic background than men 0

by • Legal news, News, Workplace

Women require more prestigious academic background than men to be a FTSE 100 leader

Only 10 percent of Executive Directors on FTSE 100 boards are female compared with 35 percent of Non-Executive Directors and it seems that those who reach this level require a stronger academic pedigree than their male counterparts. According to preliminary findings from The Leadership 10k1 report from Green Park, women leaders in the UK’s biggest firms are three times more likely than male counterparts to have degrees from either Russell Group or Ivy League universities. The research finds that 76 percent of the total employees in top 20 positions across the FTSE 100 who graduated from a Russell Group university are female while 70 percent of leaders who graduated from an Ivy League university are female. Overall, this suggests that women are three times more likely to need a qualification from a prestigious university to gain a board position in the UK than men.

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Fall in number of senior business roles held by women in the UK

Fall in number of senior business roles held by women in the UK 0

by • Legal news, News, Workplace

A new report to mark International Women’s Day claims that the proportion of senior business roles held by women in the UK has fallen from 21 percent in 2016 to 19 percent in 2017. The report, based on Grant Thornton’s annual survey of 5,500 businesses in 36 economies, also found that the percentage of businesses in the UK with no women in senior management has also risen from 36 percent in 2016 to 41 percent in 2017. This is still an improvement on other EU countries with a lower proportion of senior roles held by women: Germany (18 percent), UK (19 percent), Greece (20 percent) and Netherlands (20 percent)Globally, the proportion of senior business roles held by women has hit a high of 25 percent. However, the findings suggest that progress is slow, with an increase of only 1 percent compared to 2016. Globally, the proportion of senior business roles held by women increased 1 percent from 2016, but that’s only up 6 percent since start of research 13 years ago, in 2004 (18 percent), showing how little progress has been made over the past decade. The research claims that the countries with the highest proportion of senior roles held by women are Russia (47 percent), Indonesia (46 percent) and Estonia (40 percent). The UK had the fifth lowest proportion of women in senior business roles, with Japan recording the lowest (7 percent) and Argentina second lowest (15 percent). More →

Germany most popular country for career relocation, despite lack of flexible working

Germany most popular country for career relocation, despite lack of flexible working 0

by • Flexible working, News, Wellbeing, Workplace

Nearly three quarters of European employees would consider career opportunities abroad, with Germany voted the most desirable place to work claims a new study of nearly 10,000 working adults across Europe. According to research by ADP which looked at how employees feel about the future of work, international competitiveness and talent management, European employees have a strong appetite for international work, as almost three quarters (74 percent) would consider other countries for career opportunities. At 21 percent, Germany tops the list of most popular places to relocate, with the United Kingdom (15 percent) and France (12 percent) in second and third place; with North America surprisingly coming in much further down the list in 12th place. Despite their popularity, Germany, the UK and France aren’t particularly strong in any of the areas measured in the survey, such as skills and development, flexible working options and stress in the workplace.

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Britain must future proof itself ahead of a decade of disruption, claims report 0

by • News, Technology

Brexit negotiations will ‘fire the starting gun’ on a decade of change for the UK, claims a new report from think tank the Institute for Public Policy Research (IPPR). The study, Future Proof: Britain in the 2020s, sets out the key challenges it claims will shape the UK in the period up to 2030 and the ‘choices that must be made now if these changes are to lead to a fairer and more equal society’. Among the issues covered in the report are the challenges directly related to Brexit, alongside factors such as an ageing population, other demographic changes, the risk to jobs posed by automation, the shift of the globalised economy towards Asia and the enduring problems associated with wage inequalities and the environment.

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Getting ahead at work: social class divide, power and office politics

Getting ahead at work: social class divide, power and office politics 0

by • News, Workplace

A new study from the University of Virginia Darden School of Business has found that class-based inequality in the workplace persists not only because of external factors like bias and glass ceilings, but also because of structural factors that discourage people from lower social classes from seeking positions of power in the first place. The paper, co-authored by Peter Belmi of the Darden School of Business and Kristin Laurin of the Stanford Graduate School of Business, claims that most people believe that getting ahead requires a mixture of pro-social behavior – such as being competent, hard-working, and a team player; and political behaviour – such as being outspoken, flattering, and treating others as “resources”. According to the research published in the Journal of Personality and Social Psychology, inequality begins to thrive in the disparity between which groups are actually willing to put both behaviours into practice. Even though everyone derides political angling, it turns out that relatively high-class individuals are still willing to play the game to get ahead. Not so with lower-class individuals.

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UK employers predict workforce growth in 2017 along with more inclusive hiring

UK employers predict workforce growth in 2017 along with more inclusive hiring 0

by • Knowledge, News, Workplace

Four in ten (41 percent) of firms across the UK will grow their workforce in 2017 but uncertainty about the UK’s future relationship with the EU has shaken overall business confidence in the labour market claims a new report. According to respondents to the 19th CBI/Pertemps Network Group Employment Trends Survey, for the fourth year running, growth in permanent job opportunities will outstrip temporary recruitment. But the balance of those expecting the UK to be a more attractive place to employ people in the next five years has flipped from +16 percent in the 2015 survey to -21 percent in this year’s results. In terms of engagement, over three quarters (76 percent) of respondents reported that a diverse and inclusive workforce is vital or important to the future success of their organisation. They report a range of benefits of inclusive workplace practices including increased skills (73 percent), attraction and retention of staff (60 percent) and engagement levels (46 percent).

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