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Sunday, 8 December 2013

STEM Practitioners Event - January 23rd 2014

Equality and Diversity UK Ltd will be holding an exclusive roundtable event for STEM practitioners around building equality into STEM SOW/Lesson plans sharing good EDI practice and the role of subject leaders on the 23rd January. 

The event will be held in Manchester. For more details or to request a place, please email alyson@malach.co.uk

ASDA to offer "Nativity Leave"

Asda will offer ‘Nativity leave’ this year to allow staff to attend their children’s festive school play.
Following research from the supermarkets latest Mumdex report, working parents are worried about missing out on their child’s key milestones because of work commitments.

The research, which includes responses from 5,500 Asda mothers, reveals that one in three working mothers believe the annual Nativity play is one of the top things they cannot miss.

Hayley Tatum, Asda’s Executive People Director, says: “There’s no doubt working mums have a lot on their plate at this time of year and we don’t want our colleagues to miss out on the things that are really important to them this Christmas.

“Technology might help to take the pressure off busy working parents on a daily basis, but we know that it’s just not the same watching your child’s milestone moments back on a smartphone.
“‘Nativity Leave’ gives parents the opportunity to take time off for the school Christmas play or simply for some much needed family time outside of normal holidays.”

She added that this scheme would give Asda staff planned, unpaid discretionary time off to attend their child’s school play or to take off time outside normal contracted holidays.

Furthermore, the staff have two options: the ‘me time’ flexible working scheme, which offers unpaid, planned time off outside of holidays, or if they do not want to lose pay they can do a shift swap.

Asda said that ‘Nativity leave’ would not just apply to people with children  and would allow people to take time off to do their Christmas shopping, see friends, or for any other purpose, they do not need to give a specific reason.

Men taking over half of top HR roles

Men taking over half of top HR roles despite making up only a third of profession

Males are taking more than half of all top HR jobs despite representing only a third of the HR profession new research has indicated.

The findings from Harvey Nash found 53% of Chief, Vice President and Director roles were filled by men despite women making up 63% of the profession, an over-representation of 43%.

The company, which surveyed 900 HR professionals across eight countries, also found that men were 50% more likely to aspire to the role of CHRO.

Lisa Wormald, Director - HR division, Harvey Nash, comments: “Given how well represented women are in HR, you could be forgiven for thinking that gender diversity is not an issue. What this research shows is that there is hidden challenge in promoting female senior HR talent.

“From my own experience of recruiting senior HR professionals it is very clear that women are equally capable as men in performing their role. However when it comes to their career, men tend to be more confident and driven about ‘throwing their hat into the ring’ for senior opportunities. If women want to take more of the top roles in HR they need more of that male ‘naked ambition’.”

The progression of women from entry level to senior positions in HR does not compare favourably with other departments. For example, in IT, whilst only one in ten employees is female, the ratio remains the same from entry level through to CIO / Head of IT according to Harvey Nash's CIO Survey 2013 and Harvey Nash's Technology Survey 2014. This suggests that although there are less women entering the IT profession, a good proportion of them manage to climb the career ladder successfully, something that their peers in the HR industry appear to be struggling with.


The survey also found that employee engagement was the highest priority for HR professionals in 2014 with most planning to involve high performing individuals in succession planning and provide mentoring from senior leaders.

Part Time Professionals

The 2013 Power Part Time List has been announced today, revealing 50 of the most influential and successful part-time professionals.

The list, compiled by Timewise Foundation, includes successful individuals who challenge the notion that part-time work only suits those in junior roles and provide inspiration for others.

It also found that part-time bosses believe they do a better job than their full-time counterparts.
The list includes Andrea WarehamDirector of People, PrĂȘt a Manger (Europe) who is one of 8 directors on Pret’s Group Board. She manages a £5.5m budget and is in charge of  HR, recruitment and training operations across the UK, US, Paris, Hong Kong and Shanghai.

She says: “Clear thinking and the ability to see the bigger picture are crucial at strategic level.
“I find my working pattern gives me the space I need to achieve that. Part-time can help you to develop better leadership skills, too – as you delegate more, your team will grow to meet their new responsibilities."


Timewise Foundation co-founder Karen Mattison MBE comments: “These individuals are the face of modern work. In sharing their stories, we prove there is more than one path to success. Trailblazing employers who explore new ways of working, such as those listed in the 2013 Power Part Time list are leading the way, and amongst the very first benefit from some very clear and tangible business benefits – including the ability to attract and retain the best talent.”

Tuesday, 8 October 2013

Black History Month


Black History Month
 
Believe me when I say,
Black people have contributed to this country in a very significant way.

They have been around a very long time,
fighting for King and Queen, right there on the front line.
 
They have worked in hospitals,
and driven the country’s buses.
But despite these contributions,
we are often asked what all the fuss is.
 
Why do we bother with Black History Month each year?
is a call I regularly hear.

A good response I have often heard
consists of these coherent words.
 
Because a people without history makes them invisible,
hard to see their contributions to the UK.
It erases their existence and their experience,
making discrimination seem right and OK.

We need the awakening consciousness of our history as our guiding tutor,
providing our children with a brighter future.
 
We need to remember that history belongs to the world;
we need the contributions of Black people to be unfurl’d.

Egyptians were black; the Pharaohs built pyramids to the sky.
We can’t collude with this massive lie.
 
The myth that Black people are recent arrivals,
the untruths that they just came to England to preserve their survival.

There is a gap, you see, in the education system.
Therefore, Black history month provides the opportunity for people to listen.

It promotes equality and tackles unlawful discrimination.
It provides us all with forgotten information.
 
It reminds us that black people have been here since the 16th C;
It allows black young people to feel proud and to feel free.

Free to tell the stories of their forefathers’ hard graft;
it puts a marker down for the future. And the past.

It helps Black young people to clearly identify
and to help them see beyond the historical lies.

The fact is Black people are successful,
they are creative and strong.
Black History Month provides them with an annual platform
to be seen. And to belong
 
So all of you that shout loudly that Black History month is a ‘waste of time’.
need to see that it’s an opportunity for people of colour to stand out and to shine

It is a time to right the inequalities of the past;
to big up the contributions of Black people, at long last.

EVERY day is a Black History Day.
A month does not show the progress in its entire array

However, a month does take the contributions of Black people from the shade,
from underneath the rocks, where forgotten memories are laid.

The month shows unity where before, this was forbidden.
It finally showcases the contributions where before, they were hidden
 
And it writes our history where before, it was untold
It leaves a legacy for our young people. To have and to hold
 

Alyson Malach

Friday, 26 April 2013

The menopause – the last workplace taboo?


The menopause – the last workplace taboo?

Approximately half of the UK workforce (47%) is made up of women aged 50 years or older. With around two-thirds of women aged 50 to 59 in employment, these women will be experiencing the menopause or have been through it. The menopause is part of the aging process. It is not a medical disease and it can have a significant impact on psychological well-being, physical health, cognition and social implications on the working lives of women.

Many managers are unaware of the many physical symptoms of the menopause which might affect a woman’s well-being at work. Menopausal symptoms most likely to affect women include hot flushes (70% of women suffer from them for one year, 30% for five years and 5% – 10% for 10 to 15 years), palpitations, night sweats and sleep disturbance, fatigue, poor concentration, irritability and mood disturbance. These working women may also have to care for frail and aging parents, look after their own family, experience changes in health and changes in their relationships.

The Working through the Change study conducted by the TUC (2003) surveyed 500 safety representatives on menopausal issues. Symptoms attributed to the menopause made worse by work were hot flushes, headaches and tiredness. Workplace temperature and poor ventilation also made symptoms worse. Employers should have a duty of care to reduce the stigma and embarrassment when women are in the company of work colleagues. By supporting working women experiencing the menopause employers can reduce absenteeism, maximise productivity and make the workplace environment as comfortable as possible.

Women are now working longer and we are in a new world of work incorporating the fourth generation. Up until recently the menopause has been regarded as a private matter and women have felt unable to discuss menopausal issues. Research suggests that many women in the workplace find it extremely difficult to discuss menopausal issues with their line manager or supervisor. Menopausal symptoms such as hot flushes, tiredness and anxiety may have a significant impact on occupational health for some employees.

Top ten tips for employers to enhance organisational culture within the work place

To help develop a rich and diverse working culture within the workplace here are ten top tips to help employers cultivate good working practice:

1.    Raising awareness of the menopause in an occupational setting through health promotion programmes and awareness training for managers.

2.    Organising social support within the work place. This could include information packs, mentoring schemes and lunch time support.

3.    Offer flexible working hours, job sharing, and opportunities to work from home. Many women experience tiredness.

4.    The temperature of the work environment can be an issue, especially in refined spaces. Fans and temperature controls could be implemented.

5.    A rest room where women can relax, just to have some space.

6.    Cold drinking water – many organisations do not provide this.

7.    Prioritise work life balance and maintain firm boundaries in working life and non-working life. Adopt buffer zones so that women feel in control more effectively. Many menopausal women experience feelings of ‘not coping’. If work becomes an issue encourage a specific time each day so that worries can be written down and then discarded.

8.    Remain hopeful and optimistic – women experiencing the menopause often go through different types of emotions such as anxiety and depression. Remember these feelings do subside. Encourage women to discuss how they feel as these feelings are very normal.

9.    Become a supportive manager, women are more likely to discuss menopausal issues with somebody they feel able to talk to. This also encourages organisational loyalty and less absenteeism which can only be a good thing for all companies.

These tips are based on research undertaken by Amanda Griffiths of Nottingham University: Women’s Experience of Working through the Menopause [PDF].

Posted on April 22, 2013 on LinedIn by Angela Thorogood
(insight and tips from Age Immaterial)
 
 

Access to Work


Access to Work offers a range of services & financial grants devoted to retaining people with mental or physical illnesses within their workplace. The full service extends to all health conditions & disabilities for youth in work experience and persons in paid employment, including Mental Health Support services.

Provided by Remploy for the DWP, they deliver a 6 month advice & support service for employees suffering from either the full effects or symptoms of mental health worries. Each case is managed on an individual basis and the scheme can be applied for either by the individual themselves or a 3rd party. It is important to note that the support is only available to those already in employment. Once in contact with Remploy, the process will begin by creating a tailor-made approach to coping with the stresses and strains that can make a place of employment a daily struggle. This really highlights the personal level of support offered. Remploy’s website contains a number of case studies to emphasise the personalised element to their services: each one is different & each one showcases a difficult barrier to overcome.

Both the application and the whole 6 month service is entirely free of charge which largely resolves any previous barriers encountered by employees looking for help.

Remploy are aware that many mental illnesses are a by-product of a physical health problem. Despite their remit lying strictly within the mental health realms, if an employee’s physical health problems are still causing an issue with their daily work load then Remploy will put them in contact with the correct health facilities. There really are many ways Access to Work can help and with the service being free, it is worth finding out how Remploy and the DWP can assist your organisations.

There is a wealth of online information about Access to Work on the Remploy Mental Health Support Service and the DWP websites. As mentioned previously, every case is assessed on an individual basis so if you want to know whether Remploy can help employee(s) you may have in mind, just contact them for a more specific proposal.

This relatively unknown scheme really can change someone’s working life and make the difference between them staying in employment or falling onto incapacity benefit