People Management magazine’s Post

This reminds me of the theory of demands and resources in the workplace. It really makes sense to provide people with differences the right support to build a successful business from within. #neurodivergent #neuroinclusion #diversitymatters

Bending Policies to Support Unusual Situations As HR professionals, we've all encountered situations where rigid policies just don't cut it. That's why I believe organisational policies and procedures should be flexible enough to accommodate unusual situations. Let's face it, our employees are human beings with unique challenges. Some may struggle with extreme menstrual pain, PCOS, ADHD, dyslexia, fibroids, endometriosis, diabetes, anxiety, depression and so many other conditions that can impact their behaviour and productivity. As HR, it's our job to show empathy and emotional intelligence. We need to notice changes in mood and behaviour, offer support and understanding, and create reasonable accommodations to meet individual needs. I recently connected with a young professional who just discovered she has fibroids at the age of 26 and this news has caused her a lot of emotional and financial stress, prompting her to change lifestyle, juggle medical tests and prepare for surgery, all while trying to navigate her job.  However, despite following all the procedures at her workplace and explaining her situation to HR, she tearfully shared with me that she's been facing continuous queries, threats of suspension, and even termination, as the HR insists she can't take time off because she's exceeded her entitled leave according to the "organisation policy" This is a clear example of how our policies and procedures can fail to support our employees in their times of need. Modifying or bending policies to support unusual situations can boost employee well-being, productivity, and retention. After all, this is what inclusion and diversity are all about - creating a workplace where everyone feels supported and valued. By doing so, we can foster a culture of trust, inclusivity, and diversity, where employees feel comfortable disclosing their needs and receiving the support they require #Linkedin #HR #HRSupport #EmployeeWellbeing #EmpathyInAction #SupportiveWorkplace - #DiversityAndInclusion

#WorkplaceMisconduct is costing U.S. employers over $917 billion in disengagement and turnover related to toxic workplaces. This month, we saw numerous examples misconduct in the news leading to the resignations of federal judges, CEOs, and major publishers. These headlines emphasize the importance of fostering healthy and respectful workplaces. See this month's examples of misconduct in the news: https://hubs.ly/Q02HRgtF0

A recent survey shows that the majority of neurodivergent employees feel unsupported at work, to the point of having quit or wanting to quit. How do you think managers and businesses could better support their teams? #neurodiversehiring #neurodiversesupportintheworkplace #autisticadults #supportallabilities

According to the survey by Zest, conducted by Opinium, of 2,000 adults and 500 decision-makers, half (49%) of neurodivergent employees said they feel under-supported at work. Two-thirds (64%) of neurodivergent employees say they should receive more help from their employers. Meanwhile one fifth (22%) of HR leaders admitted to struggling to satisfy the needs of neurodiverse staff. How does your organisation support its neurodivergent employees? #ReedBusinessSupport #Neurodivergent #DisabilityPrideMonth #Ability

According to the survey by Zest, conducted by Opinium, of 2,000 adults and 500 decisionmakers, half (49%) of neurodivergent employees said they feel under-supported at work. Two-thirds (64%) of neurodivergent employees say they should receive more help from their employers. Meanwhile one fifth (22%) of HR leaders admitted to struggling to satisfy the needs of neurodiverse staff. How does your organisation support its neurodivergent employees? https://bit.ly/3VTQyjz #ReedLegal #Neurodivergent #DisabilityPrideMonth #Ability

How does your organisation help its neurodivergent employees to thrive at work? 🧠✨ According to the survey by Zest, conducted by Opinium, of 2,000 adults and 500 decision-makers, half (49%) of neurodivergent employees said they feel under-supported at work. Two-thirds (64%) of neurodivergent employees say they should receive more help from their employers. Meanwhile one fifth (22%) of HR leaders admitted to struggling to satisfy the needs of neurodiverse staff. #ReedTalentSolutions #Neurodivergent #DisabilityPrideMonth #Ability

According to the survey by Zest, conducted by Opinium, of 2,000 adults and 500 decision-makers, half (49%) of neurodivergent employees said they feel under-supported at work. Two-thirds (64%) of neurodivergent employees say they should receive more help from their employers. Meanwhile one fifth (22%) of HR leaders admitted to struggling to satisfy the needs of neurodiverse staff. How does your organisation support its neurodivergent employees? 🧠✨ https://bit.ly/3VTQyjz #ReedHR #Neurodivergent #DisabilityPrideMonth #Ability

According to the survey by Zest, conducted by Opinium, of 2,000 adults and 500 decision-makers, half (49%) of neurodivergent employees said they feel under-supported at work. Two-thirds (64%) of neurodivergent employees say they should receive more help from their employers. Meanwhile one fifth (22%) of HR leaders admitted to struggling to satisfy the needs of neurodiverse staff. How does your organisation help its neurodivergent employees to thrive at work? 🧠✨ https://bit.ly/3VTQyjz #ReedTalentSolutions #Neurodivergent #DisabilityPrideMonth #Ability

Navigating professional life can sometimes mean dealing with challenging and toxic environments. It’s disheartening when your employers don’t value their employees and create conditions that force them to leave. Even more frustrating is being told to skip a notice period and being completely dismissed, only to have dues withheld for not completing it. Such practices not only undermine trust but also highlight the need for fair and transparent treatment in the workplace. Let’s strive for workplaces that are professional and respect and support their people, rather than creating unnecessary obstacles. #ProfessionalIntegrity #WorkplaceValues