#diversity

22 09 2023

Take action now and make a positive impact | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General, Health & Safety, Training & Development #diversity, #hse, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Everyone needs support at work: take action now and make a positive impact.

This is yet another great article from the Health & Safety Executive (HSE) with some very useful development tools and information for your business and team and is one of the many subjects we help companies with when it comes to their teams and businesses and the world of HR and Health & Safety.

HSE ebulletin

Issued: 22 September 2023

This is a prompt for us to reflect on our collective responsibility to create workplaces where individuals are truly supported, valued and empowered.

HSE published non-statutory guidance, a set of simple core principles, to help employers create workplaces that are safe and supportive to enable disabled workers or workers with long-term health conditions to thrive.

The guidance also contains practical examples, to demonstrate how these principles can be applied in the workplace.

It’s not always easy recruiting the people you need to help your business succeed. So, keeping and developing talent in your business is important.

Monday, 25 September marks the start of National Inclusion Week 2023 (NIW). This year’s theme is taking action, make impact.

The week is a prompt to reflect on our collective responsibility to create workplace environments where individuals are truly valued and empowered.

We encourage you to think about your workplace and really consider the support available to colleagues and workers. Visit the Work Right for Everyone campaign for further information and download our Talking Toolkit, to help structure these conversations and give people a better understanding about how their colleagues experience work can remove stigma and pre-conceptions.

Here at HSE, we discussed inclusion with our Equality, Diversity, and Inclusion (EDI) Officer, and HSE’s Network Chairs. From workplace environment to personal reflections, these conversations offer a glimpse into the experiences and perspectives of HSE colleagues who champion inclusivity in various areas of the organisation. Here’s what they said:

What does inclusion mean to you?

“Inclusion is somewhere you can call your own. You can be your authentic self, in an environment where you don’t feel judged or afraid. A space where you feel safe and empowered to speak up. A place where you feel a sense of belonging, an active part of the team in your own way. Inclusion is fundamental in building the foundations of an equitable and diverse workforce that is representative of the communities we serve here at HSE.”

Chess Whalley – EDI Officer, HSE

The HSE has set some core Principles to support disabled workers and workers with long-term health conditions in work, which can be accessed by clicking here

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22 09 2023

New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Recruitment #diversity, #equality, #equalityact2010, #equalityanddiversity, #hertfordshirebusinesses, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Leading organisations in the construction industry have launched a coalition called the Construction Inclusion Coalition to tackle the lack of diversity in the sector. The group, which includes Travis Perkins, The Wolseley Group, and Ibstock, aims to address sexism and encourage more diverse recruitment. A recent poll conducted by the coalition found that only one third of Britons would feel confident their female family or friends would be safe and respected in the industry. The coalition is urging businesses to join the initiative and take the Built on Better Pledge, which outlines measures to attract a more diverse workforce. Mark Reynolds, co-chair of the Construction Leadership Council, said that equity, diversity, and inclusion are vital for the future of construction. Simon Oakland, Wolseley chief executive, emphasised the importance of attracting a more diverse range of people to the construction sector.

Daily Mail

Our HR comment: – New coalition aims to shatter glass ceilings in the construction industry | Consensus HR – Herts, Beds

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “Wow! What a fantastic and interesting article in the Daily Mail this week in relation to the Construction industry and tackling the lack of diversity in the sector! Diversity and inclusion is a subject we continually write blogs about and the business world has seen many examples of bad diversity in the workplace and it is great to see this initiative by members of the construction industry.

Here are a view of our previous blogs on the subject:

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At Consensus HR, Diversity & Inclusion is just one of the areas of HR that we deal with on a daily basis and if you wish to discuss how you can ensure your business works to best practice and the law and is an employer of choice, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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From automation to job creation: UK firms embrace AI and robotics | Consensus HR – Herts, Beds

15 09 2023

Home office plans to impose strict vetting on diversity training courses | Consensus HR – Herts, Beds

Matthew Chilcott Blog, Employment Law, General #diversity, #equalityact2010, #equalityanddiversity, #outsourcing, bedfordshire, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

The Home Office is planning to introduce stricter vetting for diversity training courses following criticism that the department has given in to “woke” culture. TheGuardian claims to have seen leaked documents that reveal that the department intends to halt courses that promote policies contrary to the Government’s stance, including critical race theory. Instead, senior managers will have the power to determine the compulsory or voluntary nature of diversity and inclusion courses, as well as whether they can be attended during work hours. The proposals have raised concerns among Whitehall insiders, who believe they contradict the department’s commitment to diversity and inclusion training. The proposals suggest that diversity training should align with home Office priorities, such as reducing crime and strengthening homeland security. The move follows recent headlines accusing the Home Office of being influenced by progressive politics.

The Guardian

Matthew P Chilcott, FCIPD, ACEL, Owner of Consensus HR comments: “What an interesting article when it comes to training for the team and in this case diversity and inclusion training. In this scenario and with this topic everyone within the team should be required to attend and all work to best practice and the law which in this case would be The Equality Act 2010. Recent news and many of the blogs we have written have involved diversity and it surprises me how the Home Office can put the onus on the management team to decide if it is voluntary or compulsory rather than the Home Office as a whole ensuring everyone is trained in the vital area.”

Here are a few of our previously written blogs on the subject:

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If you have long term sickness within your business and would like to talk to somebody about the best way to manage it to best practice and the law, give us a call now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

28 02 2023

How to Develop an Effective Diversity and Inclusion Program

Matthew Chilcott Blog, Employment Law, General, Handbook #diversity, #inclusion, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

How to Develop an Effective Diversity and Inclusion Program

As a human resources consultant, I have seen the positive impact that a strong diversity and inclusion program can have on a company. A diverse and inclusive workplace not only attracts top talent from a variety of backgrounds, but it also leads to increased creativity, better problem-solving, and higher levels of employee engagement and satisfaction.

However, developing an effective diversity and inclusion program is not a one-time event, but rather an ongoing process that requires commitment and effort from everyone in the organisation. Here are some steps that you can follow to develop an effective diversity and inclusion program:

Conduct a company-wide assessment: The first step in developing a diversity and inclusion program is to assess your company’s current level of diversity and inclusion. This can be done through employee surveys, focus groups, and one-on-one interviews with employees. Use the results of this assessment to identify areas for improvement and to set specific goals for your diversity and inclusion program.

Establish a diversity and inclusion steering committee: To ensure that your diversity and inclusion program is aligned with your company’s mission and values, establish a steering committee made up of employees from a variety of departments and backgrounds. This committee should be responsible for setting the direction of the program, and for ensuring that diversity and inclusion initiatives are integrated into all aspects of the company.

Develop a comprehensive diversity and inclusion strategy: Based on the results of the company-wide assessment and the goals of the steering committee, develop a comprehensive diversity and inclusion strategy that outlines specific actions to be taken and metrics to be used to measure success. This strategy should address all aspects of the company, including recruitment and hiring, employee development, and company culture.

Provide training and development opportunities: To support the growth and development of all employees, provide training and development opportunities that focus on diversity and inclusion. This can include workshops, webinars, and one-on-one coaching. Encourage all employees to participate in these opportunities, and make sure that they are accessible and inclusive to all.

Foster a culture of inclusion: To create a workplace that is truly diverse and inclusive, it is important to foster a culture of inclusion. This can be achieved by encouraging open and honest communication, valuing differences, and creating an environment where all employees feel valued and respected. Encourage employees to share their thoughts and opinions, and provide opportunities for them to participate in company events and activities.

Monitor and measure progress: To ensure that your diversity and inclusion program is effective, it is important to monitor and measure progress. Use metrics to track progress against specific goals, and regularly solicit feedback from employees to assess the impact of the program. Use this information to make ongoing improvements to the program and to ensure that it continues to meet the needs of your company and employees.

Developing an effective diversity and inclusion program is not an easy task, but it is an important one that can have a significant impact on the success of your company. By following these steps and committing to continuous improvement, you can create a workplace that is diverse, inclusive, and supportive of all employees.

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If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Young workers' safety highlighted during National Apprentice Week

11 01 2023

Regulator moves diversity reporting rules forward

Matthew Chilcott Employment Law, General #diversity, #equalityact2010, #outsourcedhumanresources, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Well, they have been talking about this for some time and is definitely needed within business to help ensure at least that the fundamentals of the Equality Act (EQA)2010 are adhered to within the workplace and demonstrated publicly. All we (I) seem to write blogs on recently is what is covered under only one part of legislation and that being the Equality Act 2010 where awards are unlimited from day one of employment. In today’s workplace, we should not still be talking about what are protected characteristics under the EQA but ensuring we are recruiting and managing the right calibre of candidate for the role whilst continually ensuring that we keep our HR / business process to best practice and the law. I have been very fortunate in my years of managing teams, departments and sites within many sectors that by working constructively with the team, that we have been able to ensure through the correct user friendly HR and business Policies and Procedures that everyone has known what is expected whilst playing their part and being asked for their opinion when new systems are put in place and the repercussions should they need to be used. As I always say, it is not easy to manage, and Rome was not built in a day, but you need to see changes and the foundations being set.”

NEWS ARTICLE: Regulator moves diversity reporting rules forward

The Observer reports on the new gender and ethnic diversity reporting rules that listed companies will have to follow from this year. Under the Financial Conduct Authority’s rules, companies will have to disclose progress towards key benchmarks in their annual reports, including whether women make up at least 40% of the board; whether they hold any of the most senior roles; and whether at least one member of the board is from an ethnic minority. However, companies are only expected to explain why they might be falling short and are unlikely to be penalised if they fail to comply. Although the change seems mild to some, it will bring in three times the number of companies currently required to report diversity data.

The Observer

the Human-Times

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