The CIPD Annual Conference and Exhibition is the biggest HR event of the year and although it’s been going for nearly 70 years and I’ve been in HR for 10 years; this is the first one that I will get to attend! 400 people will be attending as well as 180 exhibitors so there is plenty to cover in the two small days that the conference runs for.
The theme for this year is “shaping the future of work” so it’ll be interesting to hear the thoughts of those leading the conference sessions but don’t forget about the themes and trends coming through from the exhibition area! I’ll be making my way around the exhibition area and hopefully bring some Periscope action live from this area, here are just some of the people I’ll be visiting throughout the two days.
- Acacia Learning Ltd at stand F22, I would not be where I am today without these wonderful people. I studied my CIPD Level 3 with them back in 2011 and they supported me through my nomination at the CIPD awards in 2012 in the Michael Kelly Outstanding Student of the Year Award. I was a highly commended runner up and they were all there on the night with me. You will not get greater support than what Acacia gave me and I can’t wait to see them again!
- DPG plc – at stand C10. I have done some work with DPG and it’s always good to pop along and show some support to those who have supported you in your career, I’m looking forward to seeing what they have in store and what they think the future of work looks like
- JVP Group at stand B75, I’m excited about this one as they’re doing complimentary caricatures and I’ve never had one before! Perhaps you could do a whole blogsquad one for us?!
- The Happiness Index at stand B60. I’m looking forward to seeing the future of wellbeing as it’s a subject I am really passionate about
- Fitnut at stand A15 again it centres on employee wellbeing but it’s an all in one solution so it’ll be interesting to see what they get up to
- Perkbox at stand G132, I have been interested in what they have to offer for a while but like always it’s difficult finding the time so I’m looking forward to checking them out!
- CIPD Steps Ahead at 3pm on both days – as a very proud ambassador it’ll be great to finally meet other ambassadors and support the team with their Steps Ahead talk
There are so many more that I’m sure I’ll get to stumble upon during my time there so I’m really looking forward to meeting everyone. I cannot believe the event is almost here, it’s incredibly exciting!
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It has been a while since I have blogged as it has been an incredibly busy few weeks with employment law updates and various CIPD branch events so I do apologise for the lateness of my post, hopefully it is worth waiting for!
Whilst I have been attending these various events, there has been one trend at each one; money! Changes to the National Living Wage, Apprenticeship Levy, Zero hour contracts and the long awaited outcome of Lock v British Gas all aim to make an impact on employers over the coming months but there has been one topic that has drawn the crowds and has opinions divided; the gender pay gap.
In the aftermath of International Women’s Day 2016, some say it is a big step for equality (wait for it…), others say it could damage reputations of businesses within industries where the majority employed are men, for example in my industry of manufacturing. Whatever your opinion, these changes are taking effect but businesses will not be required to publicly produce this information until 2018, that is if they choose to do it at all; whilst many may like to see this information, it will not be a legal requirement. Furthermore, given the legal enforcement of the data protection act, there will not be the sufficient evidence available to the public view in order to back up the statistics that employers produce.
The guidelines state that employers will be required to produce an annual report detailing the levels of pay for it’s male and female employers, they will then need to identify the mean and median numbers in hourly pay and any bonuses. They will also have to disclose the proportion of men to women who receive bonus payments. Whilst this is the main bulk of the report, there are many other elements that need to be included and considered such as sick pay, maternity pay and allowances.
With all of these changes happening, is it too much too soon, too little too late or is it that we are now at risk of highlighting the gaps so much that the discriminated are becoming the discriminators?
So, is this all a load of hot air or just an attempt to appease women with a tick box exercise, or do you think this is beneficial? I’d love to hear your thoughts so do leave me a comment or feel free to ask me any questions, thank you for reading!