News Round-up - March 2023

Introduction:

Welcome to our March edition. As you might imagine we could have filled this month with articles related to IWD, so we’ve included a few and a challenge for your creative minds, Have we got news for you!

We hope you enjoy this month’s choice.

Warm wishes

Chris and Karen

Subject: IWD 2023

Headline – UK SEES BIGGEST INCREASE IN NUMBER OF WOMEN ON BOARDS SINCE 2016

During IWD month, it’s great to see some positive news for women. UK sees biggest increase in number of women on boards since 2016 - the annual FTSE Women Leaders Report revealed that the UK experienced a +12.5 percent increase in the number of women on boards between 2016 and 2021. Good news in this section!

Link: UK sees biggest increase in number of women on boards since 2016 - HRreview

Headline - UK unveils global strategy for women and girls to combat worldwide gender inequality.

The strategy puts a continued focus on educating girls, empowering women and girls, championing their health and rights and ending gender-based violence.

Link: UK unveils global strategy for women and girls to combat worldwide gender inequality - EasternEye

Headline - Sweden named top European country for women to work in, UK lagging

Sweden has emerged as the top European country for women to work in, with the UK only making it to 12th place, according to research published ahead of International Women’s Day.

Link: International Women’s Day: Sweden named top European country for women to work in, UK lagging | The Scotsman

Subject: Men’s role in achieving gender-balance

Headline: Gender Allyship: How Can Men in Leadership Do Their Part?

Three male CEOs, with strong female leadership in their senior team, were asked “What does it mean to be an ally to women?”

A little frustrated with what sometimes appears to be quite naïve replies, I felt the need to reply. Check out our gender news page or LinkedIn if you want to find out what I thought and enter into the discussion, (24) Post | Feed | LinkedIn.

Link: (24) Gender Allyship: How Can Men in Leadership Do Their Part? | LinkedIn

Subject: Level the playing field

Headline: Global economy can’t afford to wait for gender equality

This article talks about the need to change laws and policies to bring about change for women and the benefits to the economy. Some of these start with HR

Link: Global economy can’t afford to wait for gender equality - OMFIF

Headline:  Pipeline of women managers has stalled in the wake of the pandemic

This one got in because of this sentiment “Enabling equity and inclusion gives organisations a competitive edge, yet many companies do not act as if their success depends on it,” said Kelly Chambliss, Senior Vice President and COO, IBM Consulting. “To thrive in a rapidly changing world, organisations must prioritise advancing women – and all historically under-represented groups – and take action to challenge structural barriers and unconscious bias.”

Link: Pipeline of women managers has stalled in wake of pandemic - Workplace Insight

Headline: 75% Of Women Executives Experience Imposter Syndrome In The Workplace

Despite the headline, well down in the article it also states that, “research does not show that imposter syndrome is more significant in women than men, but it suggests that it manifests in different ways. Men tend to underperform avoiding challenging goals and feedback, while women challenge themselves even more to prove their worth, but are never relieved of stress and anxiety, even when performing as expected.” I’ve only included this one, as I quite liked the simple tips.

Link: 75% Of Women Executives Experience Imposter Syndrome In The Workplace (forbes.com)

Subject: Attract Talent

Headline: It’s time to create quality part-time roles (before everyone else does)

This article was written by the CIPD, and requires membership to access it. So why did I include it? I’m sure many of you are members and this is one of my great passions, ‘greater flexibility’!

“Many organisations are already redesigning roles to implement hybrid working, and the same process can be applied to consider hours as well as the location of any given job. When so many businesses face skills shortages and challenges in recruitment, creating more good-quality part-time roles (before everyone else does) could make all the difference….”

Link: It’s time to create quality part-time roles (before everyone else does) (peoplemanagement.co.uk)

Headline: HOW TO USE YOUR OFFICE TO ATTRACT AND RETAIN TALENT

I thought this was an interesting article about how employees view the purpose of going to the office, post pandemic and how these spaces need to change.

Some interesting and practical tips from Beth Fletcher, a property management specialist from Knight Frank.

Link: Business Matters: How to use your office to attract and retain talent | Blogs | Insider Media

Headline: 70% OF UK HYBRID WORKERS NEVER WANT TO RETURN TO THE OFFICE FULL TIME, ACCORDING TO NEW RESEARCH

If this statistic is true, then why are we not seeing 70% of job adverts for flexible or even hybrid working? Maybe it should be considered with the previous article.

Link: 70% of UK hybrid workers never want to return to the office full time, according to new research - HRreview

Headline: Half of businesses are ‘ghosting’ job applicants.

With talent in short supply, it seems that organisations need to review their recruitment processes!

• Congratulations to Monzo, BAE Systems, and Heineken Holdings who were most transparent in the job adverts in terms of salary, benefits, and work patterns such as hybrid and remote working arrangements. Only 3% in this survey showed this level of transparency.
• Just 6 percent of companies requested feedback on the application process
• 25% of organisations do not confirm receipt of application upon submission.
• Nearly a third of job applications in the UK do not ask any questions about diversity.

Link: Half of businesses are ‘ghosting’ job applicants - HRreview

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