Lockdown has brought a whole host of surprises, changes and challenges to employers the length and breadth of the country (and the world!), but the most prevalent has been the pivot to home working. Office-based businesses and employers have, in order to maintain their workforce operating at an acceptable level, largely allowed staff to work remotely – allowing them to continue working and earning whilst also staying safe, socially distanced, and, in many cases, caring for their children who are unable to attend school.
Of course, working from home is not a new practice; and most big brands already offer facilities and options around this for employees who are able to perform their role remotely. However, there has never been an event before that has sparked such mass change in typical work practices, and so many employers and employees are facing challenges around such rapid adaptation.
Since the rebirth of the Black Lives Matter movement following the murder of George Floyd, employers around the world have turned their focus internally and looked at the diversity and inclusivity of their workforce and hiring practices to recruit and retain a variety of staff. Whilst many big brands have chosen to reveal their diversity statistics, policies and progress publicly, not all have – and for many small businesses the challenge remains that they don’t have many applicants approach them for vacancies; or are unsure if non-white people are.
Businesses can flourish from embracing diversity and difference amongst their workforce, but it’s still important that employees are hired on their merit, as well as their other attributes: and no one wants to feel like they’ve been hired as tokenism.
There’s a variety of ways employers can look to broaden their hiring horizons to include better candidate diversity… and here’s just some of those practices.
Times have been hard for businesses of all types, shapes and sizes over the last few months, and with the support available beginning to change, lessen and in some cases end, analysts and consultants all over the country are predicting redundancies and company restructures on mass scales. If your business is one of the affected who will be making job losses, then read on: there’s lots of ways you can go the extra mile to protect and support your workforce through these changes.
It’s clear as the country begins to ease COVID-19 lockdown restrictions and life begins to take on some semblance of what it was before the pandemic began, whatever the ‘new normal’ looks like, it will be in place for quite some time. Dependent on a workplace’s operating situation throughout lockdown and after, of course, arrangements for employees will vary hugely. But there are some things all employers should bear in mind when re-absorbing furloughed staff and making their best efforts to resume business-as-usual – and here’s my top pieces of advice.
1st July marks the beginning of Plastic Free July month, and everyone is encouraged to take steps on reducing their plastic waste, but for businesses it isn’t always that easy.
Reducing plastic waste is not only great for the environment, but it is also very good for positive business practices and Corporate Social Responsibility. There is now more than ever more a greater emphasis upon businesses becoming more ethical and creating sustainable environments, this is not only internal to the organisation but also includes the wider community.
We already know that there are many different ways that you as an individual could do to reduce your plastic waste, but we know that the greater the contribution, the bigger the impact. This post is about highlighting ways that HR professionals can actively encourage the whole workplace and get everyone involved to reduce plastic waste.