The CIPD in Wales’ Post

Hayley Saunders, HR Technical Consultant at AdviserPlus, recently shared her views with People Management Magazine in this article: https://hubs.la/Q02FcdFL0 which shed light on the pressing issue of workplace conflict, as revealed in the CIPD Good Work Index 2024. The report highlights that a quarter of UK employees have encountered conflict in the past year, with women, ethnic minorities, and disabled workers being the most affected. Hayley expanded on her points in a blog and emphasises the urgent need for effective conflict management strategies in organisations. Her commentary highlights the importance of data-driven approaches to identify and address the root causes of workplace conflict, to create a healthier and more inclusive work environment. Read more in Hayley's blog here 👉 https://hubs.la/Q02FcgbJ0 If the findings from the CIPD Good Work Index resonate with how conflict is managed in your organisation, book a free consultation now and learn how our market-leading software, empower® can transform your management of employee relations issues. https://hubs.la/Q02FcfVh0 #workplaceconflict #grievances #inclusivity #CIPD

Interesting read 👇

A quarter (25 per cent) of UK employees – an estimated eight million people – have encountered workplace conflict in the last year, a CIPD report has revealed, People Management reports. It continues: The CIPD Good Work Index 2024, which surveyed more than 5,000 UK workers, discovered that the most prevalent types of conflict were: being humiliated or undermined at work (48 per cent), being shouted at or having a heated argument (35 per cent), verbal abuse or insult (34 per cent) and discriminatory behaviour (20 per cent). The study also found women were more likely than men to report at least one form of conflict (28 per cent vs 22 per cent for men), as were ethnic minorities compared to white people (29 per cent vs 24 per cent), and those with some form of disability compared to those without (35 per cent vs 23 per cent). Just over half (54 per cent) of those who reported conflict said they were satisfied with their jobs, compared to 77 per cent of those who did not experience conflict. Furthermore, employees who experienced conflict were found twice as likely to say they would leave their job in the following year (33 per cent, compared to 16 per cent of those who had not reported conflict). If your organisation: • would benefit from a policy and/or training session on difficult conversations or grievance investigations;   • is defending an employment tribunal claim; or • needs legally privileged advice from qualified, experienced and regulated employment solicitors, please email Robinson Ralph at [email protected], call 0113 212 3240 or book a free no obligation chat here https://lnkd.in/eZPQZuWa. #hr #humanresources #hrdirector #hrmanager 

Ten Tips on Balancing Competing Rights in the Workplace I've recently been doing some facilitation work on allyship in the workplace, particularly in relation to how males can be better allies to women in the workplace and help reduce instances of sexual harassment, whose figures stay obstinately high, in spite of the various protective laws and procedures in place. Anyway, you know how when you're thinking about getting a new car you start seeing them and related matters everywhere? Well, I've been doing a chunk of research and attended a very good webinar this week by CEDR on 'Employee Activism - Navigating Conflict for Positive Change', which is in the space of allyship and competing interests. And I attended another webinar that was absolutely on point: a joint IP Inclusive and Focal Point Training webinar Allyship and Preventing Sexual Harassment. It was really useful in relation to the Worker Protection Act 2023 which will be in place in GB in October 2024 and employers must take reasonable steps to stop sexual harassment in the workplace from colleagues. It was just full of great thoughts on 'reasonable steps', recognising why women don't report sexual harassment, and (importantly for the work I'm doing) understanding why allies don't step in. If you can find a recording online, I recommend you take a look at both webinars. I also came across this DLA Piper article about balancing the rights of all individuals within an organisation and how that is a significant challenge for employers. It obviously is a thorny issue for employers and there's a ton of evidence out there about Gen Z demanding that employers reflect their values or they will either not join the workforce or will leave for a more compatible employer. Lots of scope for conflict! The DLA Piper article is useful. It covers topics like: * Remember that the scope of protected beliefs is wide * Have a conflict resolution plan * Do not confuse the expression of a belief with an intention to discriminate * Examine whether actions are an objectively inappropriate manifestation of religion or belief, in doing so consider context Obviously, the Equality Act 2010 doesn't apply outside GB either, but any employer, regardless of jurisdiction, who is weighing up competing interests in the workplace should have a think about these 10 tips: https://lnkd.in/ecJQNZD6

"Two thirds of neurodivergent employees ‘mask’ their condition". It's a worrying statistic, and can be difficult for employers to handle, if unaware of the situation. Co-author of our new Neurodiversity At Work (2024) research, Marianna Zajac, spoke with HR magazine to provide some advice for employers looking to better support neurodivergent talent in the workplace. When it comes to supporting neurodivergent employees, she emphasises the importance of creating a supportive environment at work, which would benefit everyone. Read more in the article by Dominic Bernard here: https://lnkd.in/gaweiAAF #Neurodiversity #Inclusion #HRInsights

According to a recent 'The Young Foundation' survey involving 12 professional representatives, organisations appear to be adopting equality, diversity and inclusion (EDI) to keep up with trends. This is because as much as 73% of professionals report facing ‘discriminatory or exclusionary’ treatment. It is concerning to see that only slightly over a quarter of companies are taking inclusive workplace cultures seriously. How can organisations solve this challenge? Experts suggest that regulatory and professional bodies consider making businesses accountable for EDI. Find more here: https://bit.ly/3VglnQS #EqualityDiversityAndInclusion #EDI #InclusiveWorkplaceCultures

Quarter of UK employees have experienced workplace conflict in the past year, CIPD study shows - an estimated eight million people - have encountered workplace conflict in the last year, a CIPD report has revealed. The CIPD Good Work Index 2024, which surveyed more than 5,000 UK workers, discovered that the most prevalent types of conflict were: being humiliated or undermined at work (48 per cent), being shouted at or having a heated argument (35 per cent), verbal abuse or insult (34 per cent) and discriminatory behaviour (20 per cent). The study also found women were more likely than men to report at least one form of conflict (28 per cent vs 22 per cent for men), as were ethnic minorities compared to white people (29 per cent vs 24 per cent), and those with some form of disability compared to those without (35 per cent vs 23 per cent).

Employees with neurodivergent conditions are facing difficult environments in the workplace, a report by the CIPD has found, as 20 per cent said they had faced discrimination or harassment while at work, People Management reports. it continues: The report, Neuroinclusion at work, warned that “very few organisations are thinking about neurodiversity or neuroinclusion”, which is a “significant missed opportunity” for employers looking to address talent shortages and tackle the inequalities faced by neurodivergent people. A third (33 per cent) of those surveyed said their experience at work resulted in a negative impact on their mental wellbeing and a fifth (21 per cent) said it had a negative impact on their ability to perform well in their job. A further 19 per cent said it had affected their intention to stay with their employer and the likelihood that they would recommend their employer to a friend (19 per cent). Angela Matthews, head of policy and research at Business Disability Forum, told People Management: “Today’s report shows the lack of understanding that continues to exist around neurodiverse conditions and how to best support people with neurodiverse conditions in the workplace." If your organisation: • would benefit from a policy and/or training session on equality, diversity and inclusion;   • is defending an employment tribunal claim for discrimination or failure to make reasonable adjustments; or • needs legally privileged advice from qualified, experienced and regulated employment solicitors, please email Robinson Ralph at [email protected], call 0113 212 3240 or book a free no obligation chat here https://lnkd.in/eZPQZuWa. #hr #humanresources #hrdirector #hrmanager

72% of professionals say they have experienced discriminatory or exclusionary workplace behaviour since the start of 2019, an NGO-commissioned survey of 7,000 professionals has revealed. A similar proportion of working professionals, 73%, reported that they have experienced barriers to progression in their careers. The Young Foundation's survey also found that 53% of professionals have considered leaving their profession or organisation because of issues related to diversity, equity and inclusion (DEI). Responding to this, Shakil Butt, founder and CEO of the consultancy HR Hero for Hire, suggested that scepticism could be driven by feelings of individual rather than organisational responsibility. Speaking to HR magazine, Butt said that having equity, diversity and inclusion (EDI) led by an individual begs the question of where that individual sits in the hierarchy. He added: "If that person leaves, the initiative can easily wind down in their absence. https://lnkd.in/egc9hdhB #Discrimination #Workplace #Experience #Report

Supporting Neurodiversity in the Workplace A recent report reveals that 64% of neurodiverse employees feel they need more support from their employers. 🧠 With 20% of the British population considered neurodivergent, it’s crucial for organisations to enhance their support and reward schemes. Investing in neuroinclusion not only fosters a more inclusive environment but also boosts productivity and profitability. 🙌 How is your organisation supporting neurodiverse employees? https://lnkd.in/ggkKA3hK