Meeting the diverse needs of people professionals in HR, L&D and OD, students, self-employed consultants and SMEs through Special Interest Groups. Come along to one of our next events in Manchester, learn from the best about the hot topics in HR, L&D and OD. Gain new perspectives, share your insights, network with like-minded people. Raise your profile by getting your name and work 'out there' (you never know who might be in the room!. Our interactive and chronological events list enables you to plan ahead by scanning all events with one-click access to our bookings platform. Event summaries provide you with an overview of all events, for when your pressed for time and want a quick read. Our one-pagers provide you with detailed event descriptions and speaker profiles. We'll be adding many more events to this flip book . Bookmark this resource for easy access from your mobile, tablet, laptop and desktop. CIPD Manchester Branch manchester@cipdbranch.co.uk #cipdMCR
CIPD NORTH: REGIONAL INSIGHTS
CIPD NORTH: REGIONAL INSIGHTS
Daphne Doody-Green , Head of CIPD Northern England
Welcome to the Autumn issue of CIPD North: Regional Insights Work-life balance, health and wellbeing, job security and the rising cost-of-living are key issues that employees are going to need help and support with over the coming year, as evidence revealed in our annual Good Work Index . In this issue, we will explore some of these key themes including how HR can avoid burnout amidst the growing role and responsibilities the profession is experiencing. We are mindful that supporting employees through the escalating cost-of-living crisis is a new issue that people teams are having to grapple with. Employers have a responsibility to support the financial wellbeing of their people and our research tells us that employees who are covered by a financial wellbeing policy are more satisfied in their role than those without such a policy. Therefore, we have created an online hub full of resources for employers to support employee financial wellbeing. Find out more here.
Green issues are also becoming an area of concern and responsibility for HR, who are perfectly placed to take a strategic lead in the environmental sustainability of their organisation. We will explore this more in this issue with tips and advice on how HR can lead with a green approach. As a CIPD member, please remember that you can access the CIPD Learning Hub which is full of free resources and bite-size courses to help you maximise your organisational impact and career potential. In addition, we have been connecting with HR Leaders across the region to discuss and support them with challenges they are experiencing and reconnect them - along with their teams - with CIPD member benefits, resources, and networks. Our regional networks – such as our Senior People Professional Network and Northern Policy Forum - offer an opportunity to connect with your peers and share knowledge. For more information e: cipdnorth@cipd.co.uk Daphne Doody-Green, Head of CIPD Northern England
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News around the region
Skills for the North Our new Skills policy
The Co-op, Manchester won the People team of the year accolade at the CIPD PM Awards, 2021.
in the North report highlights the need for a fundamental re- think of skills policy, after bringing together perspectives
Northern talent: Outstanding achievements
North East’s most talented HR&D’s Congratulations to the winners of the CIPD North East of England HR&D Awards, 2022 which recognise the accomplishments of HR&D teams across the region. Winners include Heliguy (Excellence in Supporting Armed Forces Talent), Insight IAPT (Excellence in Health and Wellness) and Newcastle Building Society (Excellence and Positive Impact award). Other winners were Northumberland County Council (Excellence in SME People Practice) and Hays Travel (HR&D Team of the Year). Read more here.
Over 40 of the North’s most talented people teams and professionals have made the shortlist for the CIPD People Management magazine (PM) Awards, 2022 in recognition of their outstanding achievements. HR and L&D teams and professionals from organisations such as Arla Foods, Centrica, Gateshead Health NHS Foundation Trust , Humberside Police, Network Rail and The Sovini Group are in the running for the CIPD PM Awards which take place on 22
from regional policy makers, employer representative bodies, Further Education providers and northern employers. In response, the report offers a range of measures to boost employer investment in training, ensure people’s skills are better matched to local jobs, and used more effectively in the workplace. Iain Nixon, Group Vice Principal, Education Partnership North East – who contributed to the report - said: As Government continues to consult with employers and invest in the education and skills sector, never has there been a more important time to ensure education providers and employers have access to flexible long- term funding, modular study options, and recognised credit transfer.
September in London. View the shortlist here .
Leaders Ace the future of work A range of thought-provoking speakers will join us for our flagship Annual Conference and Exhibition (ACE) - on 9-10 November in Manchester - with fresh perspectives on the future of work, exploring topics such as disability, holistic wellbeing and inclusion and diversity. Keynote speakers include Mohsin Zaidi, a high profile Barrister and Author of the acclaimed memoir A Dutiful Boy, and Sandra Kerr CBE OBE, Race Equality Director, Business in the Community. Julian John, a Disability campaigner and Founder of Delsion, an award-winning Equality, Diversity
and Inclusion consultancy also joins the line-up. View the programme and full speaker line-up.
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Autumn 2022
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News around the region
Championing good and fair employers in Manchester As a proud partner, to the Greater Manchester Good Employment Charter, CIPD Northern England work closely with the Charter to help champion its good employment movement. Daphne Doody-Green, Head of CIPD Northern England was delighted to present a range of new Members of the Charter with their Membership plaques for making a commitment to deliver good and fair working practices. These new Members included Arup, Lloyds Banking Group, People’s History Museum and Transport for Greater Manchester. Read more about the Charter’s Members who are leading the good employment movement in Manchester here.
Menopause at Work: guidance for people professionals Three in five workers experiencing menopause say it has a negative impact on their work, yet just three in ten employers in the UK have a framework to support employees going through menopause. To help, we have launched an updated Menopause at Work guide to help people professionals break the stigma and taboo surrounding menopause at work and support staff with any reasonable adjustments. Download the guidance here.
Northern employers pull out all the stops to attract talent Close to half (48%) of employers in the North have ‘hard-to-fill’ vacancies. Yet 74% of employers in the region are expecting to recruit in the next three months, according to the CIPD’s latest Labour Market Outlook. The quarterly survey of senior HR decision makers found that in order to tackle such recruitment and retention challenges, the top response from employers has been to upskill more existing staff (40%) followed by advertising more jobs as flexible (31%) and by raising wages (28%). Read more here .
Challenges and benefits of zero hours contracts A new CIPD report reveals the challenges and benefits of zero-hours contracts and calls for improved enforcement of employment rights and a clampdown on poor employment practice. The report found that 57% of employers with workers on zero hours contracts give them the right to turn down work in practice, meaning a significant minority are under pressure to take all the hours offered to them. In response, the CIPD Zero hours contracts: Evolution and current status report includes a range of recommendations for Government to enhance the rights of zero-hour contract workers.
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Volunteer Hotseat
Chairing the CIPD West Yorkshire Branch and our activities I was appointed Chair just over three years ago and what I enjoy most is the team. It is their energy, inspiration and passion that drives our groups and lies at the heart of our vision for the Branch. We’ve brought on board some really experienced practitioners who are passionate about the work they do. Together, we’ve created Communities of Practice (or special interest groups) for members with similar interests. These include Communities for Employment Law, Coaching and Mentoring, Independent Consultants, Public Policy and Student Engagement. We are in the process of creating a Community for Equity, Diversity and Inclusion and we are launching a new managed mentoring programme this autumn. For the first time our annual celebration recognised the achievements of students and practitioners alike, and this is something we intend to expand on in the future. The bonds that have developed since I joined the Branch feel almost unshakeable. Any credit for the successes we have is down to the team and the work they do in bringing ideas to fruition.
Jonathan Broadhurst: Parent returner mentor and Chair of the CIPD West Yorkshire Branch
a full-time stay-at-home dad to our son, aged four at the time, and daughter who had just turned one. It was an immensely rewarding time but also one of the loneliest. I would be the token dad at a mothers and toddlers group and no-one would talk to me. It went as far as one person admitting they would have come over but they didn’t want it to spark rumours of a clandestine relationship! That period of isolation really shook my confidence and I began to feel as if there would be no way back for me. I wouldn’t want anyone to feel like I did and so when the Parent Returner project caught my attention, I saw it as a real opportunity to support parents back into the workplace. The people I mentored were senior leaders returning to a new sector and, whilst they had the skills, they needed to build their self-confidence and have someone with a different perspective who believed in them. What I enjoy most about mentoring I have met some amazing people and their passion is so inspiring. I always learn something about myself from every mentoring relationship and the sense of satisfaction I get from seeing someone overcome their fears and achieve the success they have been striving for is hard to beat.
Life coach, Jonathan Broadhurst FCIPD is a mentor for the CIPD Steps Ahead parent returner programme which helps returners who have been out of work for one year, or more, secure a job at the same level, or higher, than the previous one they held. As Chair of the CIPD West Yorkshire Branch, he’s also dedicated to delivering a range of events and activities for local members – at all levels – to connect with their peers and support their professional development.
My journey from stay-at-home Dad to parent returner mentor After leaving school without any qualifications,
I found myself in retail management. What I loved most was
developing staff, so I took voluntary redundancy to begin my CIPD studies. My wife went back to work full- time to support us and I became
Find out more about the CIPD West Yorkshire Branch here .
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Avoiding Burnout: Mental Health for HR
Tense, anxious and stressed? We have all been there. You take a day off for some rest and relaxation, only to find you are tense, anxious and just as stressed (if not more) than when you are at your desk. It can soon feel that managing your mental health is something else to do and yet another thing you can ‘fail at.’ But what if you knew that mental health and wellbeing is not something that you have to do at all? What if you knew that wellbeing is innate within you and it’s lying just beneath your habitual thinking? We each live in the feeling of our thinking. When a mind is constantly predicting and problem solving in attempt to keep us ‘good enough’ and productive, we feel the effects in our whole body. Working at top speed may have become your safe familiar habit, making you unconsciously addicted to a silent and unseen addiction that many people don’t even know they have! An unhealthy relationship with thought. Overcoming stress & burnout It is helpful to realise that stress and burnout are messengers from your wellbeing alerting you to the fact you have innocently lost yourself in one fixed version ‘you and your life.’ The one in which working harder and faster and longer is the only option. The stress feeling you experience in your nervous system can be seen as a helpful indicator, pointing out that you have forgotten that you do have options and choices.
Top tips • Spot the ways in which your well-
Mary Franklin
being is trying to communicate your needs to you. • Ask yourself: What do I know deep down about my current stressful situation? • Am I able to see this situation from a different perspective? • Is this situation THE reality or MY reality? In my work I describe how the psychological system works rather than prescribing coping strategies. When you connect with your inner coach and learn to spot your inner critic you discover your own, individualised way through and out of burnout and stress. Author: Mary Franklin-Smith is a creative Arts psychotherapist and founder of Light of Mind, which offers therapy; supervision along with wellbeing workshops and seminars to help people and groups understand how the logic of the psyche is working in our favour and can lead towards finding wellbeing within. Recommended podcasts: • Caffeine for the soul
As HR professionals - the unsung heroes of the pandemic – you are dealing with a myriad of challenges in the rapidly changing world of work. Without the correct support and psychological understanding this could put you more at risk of burnout than ever before. Yet the CIPD’s annual Health and Wellbeing survey found that wellbeing and mental health are beginning to slip down the business agenda. This is why it’s so important to take care of YOU - nobody can pour from an empty cup. As a mental health professional, I am increasingly asked to advise on strategies to reduce and prevent burnout. But all too often other people’s top tips such as self-care routines, yoga and meditation can feel unrealistic, or unappealing, given the amount of things you already have to fit into your busy day!
• Super soul – Oprah Winfrey • Changeable - Amy Johnson • Eckhart Tolle – Essential Teachings
CIPD members can access free wellbeing resources including helpline services here .
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Learning and Development Environmental sustainability can be embedded into Learning and Development by considering the environmental impact of both the content and the process of activities. All programme content should reference the organisation’s green ambitions and the process of delivery should consider the resulting carbon footprint, for example face-to-face versus online.
HR’s green role: Embedding environmental sustainability
Competencies, job descriptions, person specifications and objectives Competencies should contain knowledge about general environmental impacts, as well as recognising the effects of climate change on the activities of your organisation. Skill competencies should be role-specific and behavioural competencies should cover aspects of ethical decision-making at all levels of the organisation. As well as being used for recruitment and selection, job descriptions and person specifications enable employees and managers to understand what is required in any role. Reference could be made to environmental competencies, as well as explaining what the person’s responsibility, authority and accountability are in terms of environmental sustainability. By explaining ‘how we do things here’, ‘what is important to us’, and ‘what we expect from you’, the induction process can reinforce how the organisation aims to achieve its sustainability targets. Specific individual and team objectives can be agreed around environmental sustainability targets to help the organisation reach its targets. Meanwhile, performance
The buildings where we work, including offices, shops and hospitals account for 30-40% of greenhouse gas emissions, whilst organisations more broadly are responsible for 17% of emissions.
Leadership Senior management, including senior HR
professionals, must be supportive of environmental initiatives. Leaders must be seen to be green if they are to encourage employees to behave in similar ways. HR can be the exemplar for this and encourage and enable people throughout the organisation to participate in environmental activities and initiatives. Rewards and Recognition Make sure that employee rewards have a positive environmental impact, and that any recognition is aligned to the organisation’s values. For example, are your pension fund investments in line with your organisation’s ethical and environmental standards? The thread of environmental sustainability can run throughout the work of HR. About the author Dr Jan Maskell MCIPD is an Occupational Psychologist and Sustainability consultant based in Lancaster.
People professionals, as business leaders, can play a fundamental role in building sustainable practices into the business strategy and working with all internal and external stakeholders to make a positive impact by committing to pro-environmental actions.
How can you integrate environmental sustainability into your policies and practices
Strategies and Values Check if your organisation has included environmental sustainability in its overarching principles and translated these into actions. If not, can you influence those who implement the organisational strategies to incorporate relevant issues? HR should integrate environmental sustainability throughout all of their policies, procedures and practices, and clearly articulate this to all stakeholders.
objectives could include one- off targets to be completed by specified dates or ongoing standards to be met.
Download the CIPD Guide to Environmental Sustainability here .
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There was some evidence of values-based recruitment supporting efficiency by enabling better
Tackling social care workforce crisis with improved approaches to recruitment and retention
appointments, building team motivation and identity, and offering a framework to tackle under-performance. Values-based recruitment also motivated managers themselves, and there was some evidence of it supporting retention. Managers reported that interviews were more fun, and valued the holistic assessment of the candidates. Others found that values-based recruitment questions which replaced knowledge and skills questions had worked well. What our partners say Jez Ashdown, Locality Manager (North West) at Skills for Care said: Skills for Care work with social care employers across England to support them to find, keep and develop the workforce. Like GELL, we are passionate about promoting evidence based approaches so it was a great to be a partner in this important research project. Both organisations recognise how good employment practices are an important part of the solution to recruitment and retention in social care.
managers through masterclasses, peer learning and skills coaching with qualified HR experts. Our project partners, including CIPD, local councils, NHS, and Skills for Care, were particularly keen to support managers in using values-based recruitment (VBR). This approach aims to attract and retain good quality people by aligning the values of the individual and the organisation. It focuses on how and why people make choices in work – how attitudes, motives and values influence behaviour. Values should be embedded well beyond the recruitment stage, and are key facets in touchpoints like induction, supervision and training. Evidence suggests that values-based recruitment can lead to positive outcomes including the delivery of good quality care, employee engagement and lower labour turnover. What our managers found We found that many managers lacked knowledge and confidence in basic recruitment practices, so it’s important that such training is provided alongside values-based recruitment training. Our managers also reported that workload and short-staffing can make values-based recruitment implementation challenging. However, when they were able to experiment with new practices, they experienced positive results.
The adult social care (ASC) sector has long struggled with high turnover and vacancy rates, but the number of vacant posts has soared by 55,000 (52%) since 2020/21, according to the latest Skills for Care report . The Health and Social Care Committee’s report on Workforce: recruitment, training and retention in health and social care highlights the threat that this poses to ensuring the safe and effective delivery of care in the future. There is no easy fix to this incredibly complex, multi-faceted issue, but there are evidence-based approaches to recruitment and retention which may help organisations.
Sarah Acton FCIPD Project Fellow – Good Employment Learning Lab.
Using values-based recruitment to address staff shortages The Good Employment Learning Lab (GELL, part of Manchester Metropolitan University) has been working with managers across the North West to understand and tackle a variety of management challenges. The ESRC-funded project has delivered training to line
Access the CIPD’s line management resources here .
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Get involved: events and networks
6 October Online CIPD Northern Policy Forum, Managing people through the cost-of-living crisis Register to become a member of the CIPD Northern Policy Forum to find out more about the CIPD’s public policy influencing work across a range of workplace areas. The forum’s upcoming session with Charles Cotton, CIPD Senior Policy Advisor, Performance and Reward will explore what the CIPD is doing to support employers in Managing people through the cost-of-living crisis.
CIPD Annual Conference and Exhibition (ACE) 9-10 November 2022
CIPD North Senior People Professional Network (SPPN)
9-10 November 2022, Online and Manchester Central
Taking place in person and online, the CIPD Annual Conference and Exhibition (ACE) will deliver a blend of inspiring and thought-provoking speakers as they tackle the big workplace trends and challenges facing the profession at the end of another turbulent year.
September-November
The Senior People Professional Network is a platform to connect with your peers and discuss key topics and challenges. Upcoming sessions include: • The ’Cost of living crisis’ and what employers are doing to support staff (21 Sept) • A Spotlight session on ‘HR influencing the board’ (17 October) • Annual In-Person meeting, central Leeds (23 Nov)
Our volunteer network of ten Northern CIPD Branches deliver a range of activities to connect and learn with like-minded people professionals in your local area. Upcoming sessions include: • Employment Law Update (CIPD Tees Valley Branch 13 Sept 17.30-19.30, online) • How to upgrade your membership (CIPD Cumbria Branch – 28 Sept 9.00-13.30, Carlisle) • Leading in a crisis (CIPD West Yorkshire Branch – 8 Nov 18.30-20.30, Leeds)
CIPD Northern Branch Network
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Autumn 2022
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