CIPD North Regional Insights Summer Issue 2022

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

Welcome to the Summer issue of CIPD North: Regional Insights We are delighted to be celebrating LGBT+ Pride Month during June and encouraging more employers to create safe and inclusive environments for LGBT+ people. You can take inspiration in this issue from leading northern employers that are benefitting from delivering inspiring initiatives and HR policies to improve LGBT+ working lives. In this issue, Paul McEvoy-Clarke, Chair of the CIPD Merseyside and North Cheshire Branch will also highlight some of the fantastic work our volunteer network does to support employers

It is encouraging to see that more of our region’s employers are realising the benefits of inclusive work practices, including flexible and hybrid approaches to working. This is evident in our new report – An update on flexible and hybrid working practices – which includes case studies of northern employers who are benefitting from more agile ways of working. Yet despite the rise in more workers adopting more flexible ways of working – our annual Health and Wellbeing at Work Survey revealed that wellbeing and mental health are beginning to slip down the business agenda. The report found that the number of HR professionals who think that wellbeing is on the agenda of senior leaders has fallen from 75% to 70% in the past year. Employers need to keep employee wellbeing at the top of their agenda, particularly as COVID will continue to impact workers for some time. As a CIPD member, please remember that you can access free health and wellbeing services and resources on our Wellbeing Hub.

We have established a number of regional communities and networks to help give you a platform to connect with your peers, share knowledge and support your wellbeing too. If you would like to find out more about our networks e: cipdnorth@cipd.co.uk

Daphne Doody-Green, Head of CIPD Northern England

in developing more inclusive workplaces.

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Supporting employees through fertility treatment or losing a baby Trying to conceive, or losing a baby

News around the region

during pregnancy, can be an emotionally distressing time for employees. To help, we plan to produce practical guidance for employers and line managers to better support workers going through such a difficult experience.

Menopause Workplace Pledge The CIPD is one of over 600 employers that have signed up to the Wellbeing of Women’s Menopause Workplace Pledge, a commitment to making tangible changes to support our workforce. Other leading employers – with operations in the north - that have signed the pledge include the BBC, Co-op, Royal Mail, Tesco and TSB. Zareena Brown, Chief People Officer at Royal Mail said:

Employers improving work-life balance Our ‘ An update on flexible and hybrid working practices ’ report includes case study examples of northern employers – such as The Sovini Group and Blood Cancer UK – that are significantly benefitting from a more flexible and hybrid approach to work. Removing all time constraints, giving staff the option to work remotely and flexibly, as well as introducing unlimited annual leave for employees has been a gamechanger for The Sovini Group in improving productivity. It has also enabled staff to achieve a better work-life balance. Steven Scott, Head of HR at The Sovini Group said:

To help us shape the guidance, we are looking for case studies of employers who have, or plan to have, a policy to support workers going through fertility treatment or losing a baby. For further details e: kim.bailey@cipd.co.uk

Supporting workers mental health During Mental Health Awareness Month in May, we joined forces with Steve Rotheram, Mayor of the Liverpool City Region and some of the biggest names

We have around 16,500 women who are likely to be experiencing perimenopause and menopause symptoms. This is why we are launching a new campaign to get more of our colleagues talking about menopause and have formed a working group with both women and men that has created a comprehensive package of options to ensure we are providing our colleagues with as much support as possible.

in health and business for a Mental Health Summit in Liverpool. It addressed the growing mental health crisis of workers in the region. Peter Cheese, CIPD CEO joined a panel to discuss the impact of poor mental health on business and the economy, highlighting CIPD research which revealed that wellbeing and mental health are beginning to slip down the business agenda.

We don’t have to see someone to know they’re doing a good job. It’s all about empowerment and trust, and if you get that right, you really see it in engagement and performance.

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News around the region

Responsible investment in technology Our new Responsible investment in technology report, developed in collaboration with Carnegie UK and the Institute for the Future of Work, provides a framework for embedding technology responsibly into the workplace. Jill Bottomley FCIPD, Director at The HR Dept, Traffford and Warrington explains in the report – as an advisory contributor – that there are incentives for SME’s to invest in technology:

CIPD and NHS sign MOU to deliver world-class people practices International HR Day (20 May) marked the special announcement of a 5-year memorandum of understanding (MOU) between the CIPD and NHS England. The partnership is a commitment to work together to support the NHS’s 16,000 HR, L&D and OD professionals to deliver world- class people practices. Peter Blythin, Group Executive Director of Workforce & Corporate Business at Manchester University NHS Foundation Trust said:

1 in 4 Northern employers report hard-to-fill vacancies Close to half (46%) of employers in the North have vacancies that are hard-to-fill, and over a third (35%) anticipate problems filling vacancies in the next six months, according to the latest CIPD Labour Market Outlook. The most common response by employers with hard- to-fill vacancies – over the last six months - has been to increase pay (51%), followed by upskill existing staff (36%). But less than a quarter (20%) of organisations in the region plan to raise wages in response to recruitment difficulties in the future. Read more.

Where companies create new products or services, improve existing ones, or research or develop the overall knowledge in their area of specialism, there is an opportunity to claim tax relief for their technology innovations.

Our partnership with the CIPD will support our HR and OD professionals to reach their true potential and provide outstanding services to support the delivery of high-quality patient care.

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Volunteer Hotseat

Improving LGBT+ working lives

Organisations must create the space where differences are genuinely celebrated through authentic leadership, shared values and embed inclusive behaviours. Leadership is vital here in championing acceptance and difference and having zero tolerance for discriminatory behaviours and actions. Championing inclusion: CIPD Merseyside & North Cheshire Branch As a branch we have held events which have been centred around real lived workplace experiences of LGBT+ employees. This sharing of lived histories had had real impact. It provided LGBT+ employees to candidly share barriers and challenges faced within the workplace, whilst also celebrating experiences where employers have really achieved inclusive practices. This approach has been specifically helpful in exploring inclusive practices for bisexual, non-binary and transgender colleagues. Moving forward and from September 2022, the CIPD Merseyside & North Cheshire Branch will be holding events particularly aimed at raising awareness about diverse gender identities and gender expressions.​This is an area of increasing importance.

CIPD research revealed that 40% of LGBT+ workers and 55% of trans workers have experienced workplace conflict, compared with 29% of their hetrosexual counterparts. In this Volunteer Hotseat, Paul McEvoy- Clarke MCIPD, Senior Lecturer and Programme Leader in Human Resources at LJMU, tells us more about the importance of creating an inclusive culture. He also explains the inspiring work his local CIPD Branch is doing to help improve LGBT+ working lives.

From an LGBT+ perspective, being free to be proud of who you are and be your authentic true self is incredibly important. When we have a sense of belonging, we develop a commitment and citizenship towards the organisation. Sadly, there are still too many occasions where LGBT+ employees feel unable to truly be themselves in fear of being treated differently. There is work to be done. Barriers to workplace inclusion I think the largest barrier to LGBT+ workplace inclusion is lack of knowledge and limited platforms for our voice to be heard and meaningfully listened to. I spend a lot of time with organisations wishing to improve the sense of inclusion and belonging of LGBT+ colleagues and not really knowing where to start. The term LGBT+ covers a wide range of identities, each with their own story tell. Do not let this be a barrier and do not feel afraid to start up open, honest, and educational conversations. Create a culture where all staff can be their true authentic selves A sense of inclusion and belonging must be cultivated to create a culture where employees feel safe to be their authentic selves at work. This takes time, planning and requires long-term, continuous commitment.

Paul McEvoy-Clarke MCIPD, Equality, Diversity and Inclusion Lead, CIPD Merseyside & North Cheshire Branch

Employees should not have to fear being treated differently Inclusion and belonging are arguably important to everyone within the workplace, whether this be consciously or subconsciously. The individualisation of the employment relationship has further driven this need to feel included and heard.

Build an inclusive workplace with the CIPD Building Inclusive Workplaces Report .

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In its latest round of firefighter recruitment, more than 12% of applicants identified as LGBT+; more than double the number five years ago. Zoe Garland Assoc CIPD, HR Business Partner at Cheshire Constabulary and Cheshire Fire and Rescue Service said: By actively promoting LGBT+ inclusion, our recruitment catchment is vastly broadened as we strive to inspire people from all backgrounds to consider Cheshire Fire and Rescue Service as an employer of choice.

Pride in the North: Inspiring LGBT+ employers

While workplace inclusivity is fundamental to good, fair work and positive employee outcomes, many organisations have been slow to make headway in this area. Here, we take a look at some of the north’s leading organisations at the forefront of delivering inspiring initiatives and HR policies to improve LGBT+ working lives. Cheshire Fire and Rescue Service The emergency service has an LGBT+ network known as FirePride, as well as various other staff networks which primarily focus on gender equality, neurodiversity, race and cultural heritage. Like Firepride, these networks create opportunities

University of Manchester The University of Manchester has a number of staff network groups coordinated by its Equality, Diversity, and Inclusion Team. One of these is known as the ALLOUT group which organises awareness-raising events and runs a successful Allies programme that provides training to staff who do not identify as LGBT+ but wish to support their colleagues. The University also uses benchmarking tools as part of its inclusion performance metrics and has clear guidance and polices in place to support staff who identify as LGBT+. Adèle MacKinlay FCIPD, Director of People and Organisational Development said: It is fundamental to our culture and our success that all people at the University - irrespective of gender assignment, sexual orientation, or any other protected characteristic as well as gender identity - feel included, engaged, and have equity of opportunity to thrive and develop.

Jacobs, Doncaster, Harrogate & Leeds Jacobs is on a journey to

becoming an employer of choice for LGBT+ people in the construction, engineering and property sector. The organisation has established a successful global employee network for LGBT+ employees and their allies, known as Prism. The business has also collaborated with industry partners to raise the bar for LGBT+ inclusion and equality, and organised a global 24-hour Digital Pride Celebration. Ensuring all Jacobs family policies (maternity, paternity, shared parental leave, adoption leave, bereavement leave) are inclusive of all families, regardless of gender or gender identity has also been well received by employees. Jill Fernie, Assoc CIPD, HR Consultant at Jacobs said: Inclusivity and diversity are a top priority for us. Prism and our BeyondTogether team have been key to developing a truly inclusive working environment and embedding this in our culture.

for staff to access support and personal development, and offer suggestions to help shape and improve inclusion in the workplace. Cheshire Fire and Rescue Service also host an annual ‘Proud to Provide’ conference in

which high profile guest speakers explore ways to work towards public services that are truly LGBT+ inclusive.

Access CIPD’s inclusion and diversity resources here .

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One+All: Putting our people first

Transforming workers lives One of our main suppliers is based in Bangladesh, where 41% of the population lacks access to clean drinking water. We want to make a difference to the lives of the workers who make our garments, so we have given over 730 water filter systems to those workers. This will help protect them from illness caused by drinking contaminated water. We also supply free sanitary products to the women in Bangladesh who make our garments, to help combat period poverty. Everyone has a say Our people’s voice group represents each team, finding ways to do better for customers and each other. With two employee-elected trustees who share our colleagues’ views, ideas and concerns, we can all make a difference. Whilst this array of support may seem a lot for a small business, we see the significant benefits. Since we put our people before profit, our sales have doubled and our profits are eight times higher. Our colleague satisfaction is also 100% positive.

One+All, a small Stockport based employer, which specialises in making quality school wear, has won countless awards for its commitment to putting its people first. This includes winning the ‘Employer of the Year accolade’ at the 2022 Greater Manchester Good Employment Awards. From fair pay to becoming a B Corp – in recognition of its inspiring work to benefit employees and the planet – the 100% employee owned business is dedicated to transforming lives and becoming a better business.

To take care of everyone we work with, we’re an accredited Living Wage employer, a full member of the Ethical Trading Initiative, and a member of the Greater Manchester’s Good Employment Charter. To take care of our planet, we’re Planet Mark Certified and a Certified CarbonNeutral® business. This means we are doing everything we can to reduce our carbon emissions, waste, energy and water consumption. We offer fair pay, financial support and profit share The single most important thing we do to support colleagues is to view business decisions around pay, reward and financial support through the lens of the lowest paid. We offer interest free loans, and we are incredibly proud to be in a position today – after becoming an employee-owned business in 2015 – to reward our colleagues for their hard work and commitment with a share of our profits, tax free up to £3,600. The profit share scheme has averaged £2,000 annually, per colleague over the last five years and the majority of this is paid intentionally at Christmas to allow colleagues to enjoy what can often be another financially challenging period.

Nicola Ryan MCIPD, Director of Colleague Support at One+All

Caring for our people and planet As our products are worn by the next generation, we believe it’s only right to deal with the climate emergency head on. At every step of our products’ journeys, we aim to do the right thing – for our team, our customers and the planet.

Access CIPD resources to help protect workers from in-work poverty here .

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What’s your Management Style?

The determined manager Are you a determined manager who mobilises people to get on with the task quickly and feels stressed when nothing is being accomplished? You probably come across as decisive, straightforward, direct, and confident. But you might also forge ahead without allowing consultation and getting buy-in and you might be seen by others as impatient or demanding.

The approachable manager Are you an approachable manager who synthesises information and input from others and feels stressed if there is not enough time to get the best result? You probably come across as quiet, patient, open and unassuming. But you might omit to tell others how you are integrating their views into your decision- making, and you might be seen as indecisive or unassertive.

Management style coupled with

unmanageable workload are the two most common causes of stress at work, according to the CIPD’s annual Health and Wellbeing Survey . Managers are at the heart of people’s experience of their workplace. What they do and say has a big impact on their team’s motivation, engagement and performance. But it’s often difficult to be aware of the impact of your behaviour – what you do and say – on the people around you, especially when you are having to adapt to new ways of working and, in many-cases, manage more remote workers. The Interaction Styles framework can help you identify which of four styles you tend to fall into when communicating. People with each style have specific things to achieve when they interact, and specific attributes that can cause stress. Which of these four styles of interaction do you adopt most often? And what impact does this have on the people around you?

Top tip: Slow down and be patient with others.

Top tip: Speak up and be specific.

The engaging manager Are you an engaging manager who energises others to collaborate and feels stressed when others do not want to be involved? You probably come across as outgoing, enthusiastic, persuasive, and expressive. But you might put so much effort into generating involvement that your team loses focus on the goals, and you might be seen by others as frantic or unfocused.

Being aware of the four styles means you can rely on your strengths for the right situations and can flex it in other situations to have a more empathetic approach and achieve the positive impact and influence that you want.

Author Catherine Stohart FCIPD is a

Top tip: Calm down and listen to others.

Leadership Coach and Author of How to Get on with Anyone (2018, Pearson).

The focussed manager Are you a focused manager who navigates a path to achieve your goals and feels stressed when you do not know what is going to happen? You probably come across as deliberate, measured, calm and somewhat reserved. But you might appear unwilling to consider other options and you might be seen by others as too serious and distant.

www.linkedin.com/catherinestothart

@CatherineStoth1

www.essenwood.co.uk

Access CIPD resources to support line managers in their people management approach here .

Top tip: Relax and smile.

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Get involved: events and networks

CIPD North Senior People Professional Network (SPPN)

20 July and 21 September

CIPD Northern Policy Forum

The SPPN provides a platform to connect and share best practice with like-minded peers. The network of senior people professionals host topical online sessions every two months with a range of expert speakers. Former sessions have focussed on the challenges and successes of virtual working led by Gary Cookson FCIPD, Director at Epic HR, and your career development with Key Penney FCIPD, Group HR Director at Northumbrian Water. Upcoming sessions are on 20 July and 21 September. Find out more and regsiter your interest here.

Established to give members a voice and help shape our public policy influencing work, the CIPD Northern Policy Forum is made up of experienced people professionals who are passionate about influencing the future world of work. All sessions are held online, with the most recent addressing the skills crisis and levelling up the North, with insight from Ben Willmott, CIPD Head of Pubic Policy. Find out more and how to get involved e: cipdnorth@cipd.co.uk

CIPD Northern Branch Network

The Northern Branch Network is made up of ten Northern CIPD Branches which deliver a range of activities and events designed to help you collaborate, network and learn with likeminded HR and L&D peers in your area. Find out more about your local CIPD Branch – run by a volunteer committee of HR&D professionals – and its upcoming activities here.

Good Employment Summit, YouTube

We brought the Metro Mayors of Manchester, Liverpool and West Yorkshire together with HR leaders in our region for an exclusive online Good Employment Summit. The session explored how we can collaborate to create more high quality and productive jobs in the North. Watch the session on our YouTube channel.

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