A little bit of HR

The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into effect on Saturday 26th October 2024. Employers now have a legal duty to proactively take reasonable steps to prevent sexual harassment - from colleagues (whether at work or in settings connected to work) and also harassment from third parties such as customers, service users or members of the public. From our perspective, law or no law, legal duty or no legal duty, this is absolutely the right thing to do, morally and ethically. This includes developing a policy on sexual harassment, training managers on their responsibilities, and creating an environment where people feel safe to report incidents of sexual harassment and situations where they felt unsafe. ❗Employers must not wait until something happens before they take action. Do not allow this type of behaviour or culture to breed in your workplace. #SexualHarassment #WorkerProtection #EmployeeProtection #EmployeeSafety #EmploymentLaw #compliance #PolicyReview

There's been a huge shift in attitude, understanding and action among employers since 2016, when not a single workplace had a menopause policy. In 2023, results from the CIPD’s 'Menopause in the workplace' report found 1 in 4 organisations have a policy and nearly 50% have taken steps towards becoming menopause friendly. However, there's still some way to go before all organisations are menopause friendly and talking about menopause is just a normal conversation where everyone understands the facts and knows how to access and offer support. 📋 Here's a list of straightforward steps you can take towards becoming a more menopause friendly employer: https://lnkd.in/e-6ghNjS #MenopauseSupport #menopause #WorkplaceWellbeing #EmployeeWellbeing #retention #inclusion #InclusivePolicies #InclusiveWorkplace #MenopauseAwarenessMonth

Are you a small business or charitable organisation looking to upskill your team but worried about the cost? 💡 You don’t need a huge budget to offer meaningful development opportunities! Here are a few cost-effective ways to invest in your employees' growth: 1️⃣ In-House Training – Use the expertise within your own team! Internal workshops, cross-training, and knowledge-sharing sessions can go a long way in boosting skills and also develops the skill of the in-house trainer you've identified. 👩🏫 2️⃣ Mentoring Programmes – Pair employees with other staff members with a mix or difference of skills to foster mentorship and on the job learning. Remember, mentoring isn't only just from those who have long served experience to those with less experience, it could be the exchange of skills and experience that doesn't necessarily need to be from time served. This is a great way to develop both parties and encourage shared learning and shared experiences across the organisation. 🤝 3️⃣ Leverage Free or Low-Cost Online Resources – Platforms like Coursera, LinkedIn Learning, and YouTube offer valuable courses on everything from leadership to digital marketing. 📚 💡 Small steps can lead to big growth, even on a limited budget. Investing in your team's development doesn't have to be expensive—it just has to be intentional. #upskilling #EmployeeDevelopment #mentorship #TrainingAndDevelopment #ProfessionalGrowth #SmallBusinessHR #CharityHR #HR #HRAdvice #ALittleBitofAdvice #AlittleBitOfHR #SmallButMighty

📢 New research published 📢 Our recent research, carried out in partnership with the Fraser of Allander Institute at the University of Strathclyde, to understand the barriers employers face when hiring people with learning disabilities is now published. You can access the full report here: https://lnkd.in/edpgaBCU It identifies 5 five key areas holding employers back from hiring people with learning disabilities: ~ Lack of knowledge leading to prejudice ~ Lack of accountability/prioritisation ~ Lack of intention and knowledge about how to recruit ~ Not knowing where to start/get help ~ Perceived cost barrier 28 employers took part, with a range of firm sizes and sectors included. We provided a safe space for them to engage honestly in the surveys and interviews. The subsequent report shows that employers’ lack of understanding is limiting employment opportunities for jobseekers with learning disabilities. Employers identified several options for improvement, including the creation of learning resources and building networks where employers could learn from each other. Critically, employers in the research reported a willingness to pay for such resources if they became available. A huge thank to all those who took part and contributed to this important piece of research. #AccessToEmployment #BarriersToEmployment #BarriersToHiring #LearningDisabilities

🤔 Wondering what the upcoming employment law reforms will mean for you as an employer? Here's a helpful analysis of the government’s newly announced legislation, exploring its plans for bolstering some contractual elements of employment. And remember.. if and when you need support making changes to your HR policies, we are here for you! #EmploymentRightsBill #EmploymentRights #EmploymentLaw #compliance #HRPolicies #HRSupport https://lnkd.in/e8ZNDYEt

🤔 How inclusive is your workplace for neurodivergent employees, and what adjustments are you making to help everyone succeed? Inclusion is key to creating a thriving, innovative workplace, and supporting neurodivergent employees, such as those with ADHD, is an essential part of this. Every individual’s needs will differ, so it’s important to have open conversations and understand which adjustments would be most helpful for each person. By being flexible and responsive to these needs, businesses can foster a more inclusive environment where everyone can perform at their best. Changes such as those we list below, not only help employees feel supported, but also unlock the unique strengths that neurodivergent individuals bring to teams—such as creativity, problem-solving, and fresh perspectives. Embracing equity and diversity helps cultivate a more dynamic, inclusive workplace for all.🧡 #ADHDAwarenessMonth #ADHDAwareness #ADHD #ADHDSupport #neurodiversity #ReasonableAdjustments #equity #diversity #inclusion #InclusiveWorkplace ** please see comments below for alt text **

⚡ With the new #WorkerProtectionAct coming into force on October 26th, here's a little bit of clarity on #Harassment. #WorkplaceHarassment #EmployeeProtections #accountability #compliance #EmploymentLaw #HRPolicies #HR #HRServices #ALittleBitOfClarity #ALittleBitOfHR ** please see comments below for alt text **

Happy Monday!☝️Click on the link in our bio today to learn more about how our support can help you build a successful team ...and to book your ⭐ free 15 minute consultation! ⭐ #ALittleBitOfHR #HR #HRSupport #SmallBusiness #SME #SMESupport #HRForSMEs

Don't miss out on the wealth of knowledge and skills that older workers offer! There are many positive, proactive steps you can to take as a business to tap into a broader, more experienced talent pool while retaining valuable skills and knowledge from your existing teams, all while fostering a more diverse and vibrant workplace. For example, shifting your focus from ‘culture fit’ to ‘culture add’ when assessing candidates, checking for biased language in your job ads, and forming age-diverse hiring panels. #InclusiveRecruiting #inclusion #ManagingBias #DiverseTeams #CultureAdd https://lnkd.in/enYeDkRw

We’re more than just a service. We are an extension of your team, cheering you on as you blaze a trail in your industry. We push for complete authenticity and transparency throughout our relationship. Click on the link in our bio to learn more. #AlittleBitOfHR #HRServices #HR #authenticity #transparency