nurse Sandie Peggie – a front-page story in many newspapers over 10 days in the summer – was practically ignored by HR Magazine, Personnel Today, and People Management (the CIPD’s magazine). Coupled with the final discussion – although, in fairness, organisations’ risk-averse press teams are partly to blame for that. Most have banned their HR directors from speaking to journalists or saying anything vaguely interesting at events. But ‘playing defence’ like this means everyone loses out – as debate is impoverished, bad ideas go unchallenged, teams work in silos, and organisations all make nail in HR’s coffin is the death of open the same mistakes. Could the disaster of unevidenced, poorly executed, expensive and divisive DEI have been minimised if industry discussion had been more open? Perhaps. We’ll never know.
Coupled with the final nail in HR’s coffin is the death of open discussion - although, in fairness, organisations’ risk- averse press teams are partly to blame for that.
The CIPD’s errors were only exposed in April, when the Supreme Court clarified the definition of ‘sex’ in the Equality Act 2010 – leaving the affected HR teams to unpick bad policy and deliver difficult news to staff they had inadvertently misled for years. Meanwhile, the CIPD has been greedy. Cheese – himself paid £300,000 a year – seems to have focused on maximising revenue, through six-figure ‘People Professional Partnership’ contracts with government departments, and sponsorship deals for CIPD events.
He declared their ‘Festival of Work’ (at London’s ExCel Centre) a huge success, despite its lightweight content, mainly delivered by suppliers selling their wares. A stand cost around £8,000, and time on stage infrastructure that has failed. Like the CIPD, HR’s industry press follows fads. It also promotes clickbait non–stories from Instagram and TikTok, like a woman told her jumper wasn’t smart enough for an interview. Meanwhile, the case of NHS Fife thousands more. The CIPD isn’t the only part of HR’s
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ISSUE 16 GLOBAL PAYROLL MAGAZINE
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