For a couple of years, mental health has been talked about extensively in the world of work.
ACAS reports that one in four people will experience some mental health issues at some point during their life. This means that mental health and wellbeing are making an appearance on the HR agenda and business strategy and are critical to master in modern workplaces.
Whilst working within organisations, one of the areas that I often come across is employee retention. Many companies look at it as the provision of benefits and do not engage with their staff to understand what they value or need.
It’s really important for every company to clearly define why they want to introduce a new benefit and what their goal is. Most companies look at benefits provision to decrease staff turnover or to attract talent. There are other reasons but let’s focus on these, as they are definitely the ones I’ve come across most often.
The good news is that retention doesn’t necessarily mean spending a lot of money on wonderful benefits. It often starts with understanding what your teams value and what they would like from their perspective. Some benefits don’t even involve spending any money! Indeed, flexible working and remote working are becoming increasingly popular and are two such examples.
Let’s see below how you can implement the right solutions for your teams so you get the most out the initiative.
There has been a lot of noise around the gender pay gap reporting recently with the closing deadline just gone.
There has also been a lot of confusion around what it actually is. The gender pay gap isn’t indeed synonymous with equal pay.
In a nutshell, the gender pay gap is the difference in the average earnings between all men and women in an organisation whilst equal pay is the difference in the actual earnings of men and women doing equal work.
More and more, flexible working is proving itself to be a real benefit to employees. It’s also something that isn’t usually offered by businesses, especially at recruitment stage. Timewise recently surveyed job adverts and found that only 1 in 10 mention flexible working as being available to applicants. Once employees are in post, employers are also often concerned to give in to a request of flexible working as they fear a snowball effect among their workers.