“The secret of change is to focus all your energy not on fighting the old but on building the new.”
It seems that for too long HR leaders have been denied a seat in the majority of boardrooms. In light of the current time of uncertainty (Brexit anyone?) don’t we think it is time to bring the human back as a business priority and allow people skills to take centre stage again?
For those of us in HR, we already know that no matter what a company produces, the service it provides or even the brands the organisation represents, at the heart of it is its people.
“Being a father means you have to think fast on your feet. You must be judicious, wise, brave, tender, and willing to put on a frilly hat and sit down to a pretend tea party.”
Matthew Buckley, Fatherhood: The Manliest Profession
The debate around parental leave is one that seems to be ongoing and in light of the latest British Social Attitudes survey, the results demonstrate that despite being in 2019, that there is still a strong view towards mothers taking the lead on parental leave.
Despite the shifting dynamics of UK households, a time where women have a focus upon their career and are quickly becoming the main source of income within thousands of households, it begs the question; what can we do to change the view on fathers taking time out to bring up their children equally with mothers?
I was attempting to have a more creative title for this particular post, but last night at the embRACE event at The Midland Hotel Manchester was an event that spoke for itself.
One word to describe last nights event – pride. This meant so much to people in the room and you could truly feel it, everyone was truly proud of who they were and interested in how we could all do our bit to embrace inclusion.
embRACE is a group set up by the CIPD which is designed to create a safe space within the CIPD for those who wish to discuss racial diversity. This has always been a taboo subject that people don’t feel comfortable approaching and this event was designed to change attitudes towards this; why are we not discussing racial diversity more within our workspaces. A point I raised with a couple of the attendees was that employers often say “we are an equal opportunities employer” just to be clear, diversity and inclusion is not a tick box exercise to satisfy your equal opportunities policy, the conversations just need to simply take place; it is about truly embracing diversity.