HRconsultant - Kestrel HR

23rd April 202423rd April 2024

Supporting Menopause in the Workplace:

New Guidelines

Menopause is a natural phase which affects most women who have periods, including transgender, non-binary, and intersex people. It usually happens between 45 and 55 years, although can occur earlier and later, and often arrives with a host of physical and emotional changes.

There are 3 stages:

Perimenopause – the stage leading up to menopause when hormone changes start to occur and women can begin to experience symptoms, but are still having periods

Menopause – when periods have stopped for 12 consecutive months. It is effectively 1 day

Post-menopause – from the day after the 12 months onwards

The impact that menopause can have on women in the workplace has long been overlooked or misunderstood. Recognizing the need for greater support, the Equality and Human Rights Commission (EHRC) recently unveiled new guidance aimed at helping employers create a more supportive and inclusive environment for employees navigating menopause symptoms, and to educate employers on their legal obligations.

Under the Equality Act 2010, workers are protected from discrimination due to having a disability, their age, sex, or gender reassignment. If the menopause symptoms experienced are long-lasting and affect the ability to carry out day-to-day tasks, it could be classed as a disability, and there will be a legal obligation to provide reasonable adjustments.

So, what can employers do to fulfil their obligations and create a workplace where menopause is understood and supported?

Education and Awareness: Many misconceptions surround menopause, leading to stigma and discomfort in discussing it openly. Employers can start by educating themselves and their staff about what menopause entails and its potential impact on work performance and wellbeing. By fostering a culture of understanding and empathy, workplaces can break down barriers and encourage open dialogue.

Flexible Working Arrangements: Menopause symptoms vary widely among individuals and can fluctuate in severity. Offering flexible working arrangements, such as remote work options or flexible hours, allows employees to manage their symptoms effectively while continuing to fulfil their professional responsibilities. Flexibility not only supports employees going through menopause but also contributes to overall work-life balance and productivity.

Reasonable Adjustments: Just as employers make accommodations for other health conditions or disabilities, they should be prepared to make reasonable adjustments for employees experiencing menopause symptoms. This might include providing access to fans or temperature control in the workplace, allowing additional breaks, or adjusting workload and responsibilities during periods of heightened symptoms.

Supportive Policies and Practices: Implementing policies and practices that explicitly address menopause-related issues demonstrates a commitment to inclusivity. This could involve incorporating menopause into existing diversity and inclusion initiatives, providing access to relevant resources and support networks, and ensuring that line managers are equipped to handle conversations about menopause with sensitivity and understanding.

Creating a Positive Work Environment: Employers can nurture a supportive environment by promoting open communication, encouraging peer support networks, and actively challenging any discriminatory attitudes or behaviours related to menopause.

By embracing these principles, employers can not only fulfil their legal obligations but also reap the benefits of a more inclusive and supportive workplace. Employees experiencing menopause symptoms deserve to feel valued, understood, and empowered to navigate this significant life transition with dignity and grace.

For more guidance on supporting employees experiencing menopause symptoms, click here to arrange an initial chat.

Resources:

https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers

5th February 20242nd February 2024

How Apprenticeships can shape tomorrow’s workforce

Apprenticeships combine on-job training with off-job learning and are fast becoming a popular alternative to uni for many younger people. Yet what exactly are the benefits for employers in embarking on this method of recruitment. Read on to discover eight reasons why your business should consider getting onboard.

Tailored Workforce – Apprenticeships allow employers to tailor training programs to meet their specific needs, ensuring that apprentices learn the skills and knowledge required for the business’ operations.
Cost-effective Recruitment and Training – Most businesses have access to Government-funded grants to cover some or all the training costs, and apprentice pay rates can be lower for the first 12 months. You may already be paying an ‘apprentice levy’, which you might as well make use of.
Retention of Talent – Apprentices on a programme are less likely to leave during the period of study, and those who complete their programmes often feel a sense of loyalty to the company for investing in their training. This can lead to higher retention rates and reduced turnover costs.
Increased Productivity – Skilled apprentices contribute to increased productivity in the workplace. As well as this, they can bring fresh perspectives and up-to-date knowledge, for example, digital skills, which can often be lacking in the workplace.
Succession Planning – Apprenticeships help employers develop a pool of talented people who can potentially fill higher-level positions in the future, aiding succession planning.
Improved Company Reputation – Investing in apprenticeships demonstrates a commitment to workforce development and social responsibility. It can enhance the company’s reputation, making it attractive to job seekers.
Diverse Perspectives – Apprenticeship programmes can attract a diverse pool of talent, bringing different perspectives and backgrounds into the workplace, which can be beneficial for creativity and problem-solving.
Compliance and Standards: Apprenticeship programmes are designed by employers within the sector, therefore they align with current industry standards and practises, and ensure the apprentice is armed with the best knowledge and skills. They may even be able to help upskill existing employees.

While there can be an initial investment in recruiting and training apprentices, the long-term payoff is a highly skilled and loyal workforce, contributing significantly to the business’ success and growth for the future.

If you’d like to find out more about the ins and outs of recruiting an apprentice, and discuss how to make best use of the funding available, please drop us a note here today and we’ll set up an initial chat.

15th January 2024

Why wellbeing in the workplace needs to be top of the agenda in 2024

January, the time for healthier habits and setting goals for the year to come. Beyond personal resolutions, it’s also the perfect time for employers to take a look at the wellbeing of their workforce, and review whether their wellbeing programme is robust enough to support them throughout the coming year. In this blog post, we will discuss why workplace wellbeing should be a priority for employers and what initiatives could be implemented to kick start a healthy and prosperous 2024.

Why focus on wellbeing?

With 35.2 million working days lost during 2022/23 due to work-related illnesses, wellbeing in the workplace should be at the top of the agenda. Stress, anxiety or depression, and musculoskeletal conditions were the main reasons why sick days were being taken, so it’s clear to see why investing in the physical, emotional and mental health employees can benefit not only the people, by creating a healthier culture, and improving employee morale and engagement, but also the performance of the business.

A strong focus on wellbeing also sets a business apart as an employer of choice. It helps attract top talent and retain valuable employees who seek a supportive work environment.

Gather the evidence

Staff surveys can be a great way to gather feedback and find out how employees are doing, what’s important to them, and what their wellbeing needs are. The results can be used to form a wellbeing strategy, and tailor-made initiatives can be put into place. Inevitably, needs change, and what works for some, may not be suitable for others, so regular reviews identify where tweaks need to be made, or other options need to be looked at.

The frequency of employee absences offers a valuable insight into their health and wellbeing, yet it’s essential for employers to look holistically and delve deeper, for example, keeping a look out for any signs of presenteeism or leaveism. Presenteeism is when employees feel pressured to be present at work(physically in the office or remotely), despite being ill. On the other hand, leaveism is where people are using their leave time for things other than a break from work, such as working during annual leave. This could be due to issues with workload management, a lack of work-life balance, or an environment where taking time off is discouraged or not effectively supported. Both presenteeism and leaveism can indicate underlying issues with workplace culture and employee wellbeing.

What health and wellbeing benefits can be offered?

Once the needs have been identified, there are various wellbeing initiatives that can be put into place:

Employee Assistance Programme (EAP) – Offers support and practical advice on health and wellbeing and financial issues, and many also have access to free counselling services.
Wellness Programs – Initiatives promoting physical activity, healthy eating, stress management, and overall wellbeing.
Family-friendly Policies – Examples being maternity and paternity leave, parental leave, and policies around flexible and hybrid working to help promote a better work-life balance.
Occupational Health Support – practitioners who focus on health and wellbeing in the workplace and can support with adjustments and returning to work after long absences.
Health Promotion Benefits – Gym memberships, for example, or free healthchecks
Health Insurance – provides access to healthcare for a wide range of illnesses and conditions, depending on the level of cover.
Education and Training Resources – workshops or resources on health-related topics like nutrition, stress reduction, weight-loss, to raise awareness and to encourage self-care.

The role of line managers

Line managers play a pivotal role in managing wellbeing in the workplace. Effective managers actively engage with their team, developing relationships, demonstrating empathy and understanding, and encouraging open communication. They are in a position to spot potential early warning signs, and can support with any adjustments that need to be made, and signpost to resources or professional services that may need to be accessed. Their leadership sets the tone, so it’s key that they understand the impact their management style can have on people, and that they are demonstrating the behaviours that promote a positive team culture.

To prepare managers, it’s important to provide them with regular training and support to deal appropriately with health and wellbeing issues, and to ensure they are aware of relevant policies and procedures that are in place.

The role of employees

Health and wellbeing initiatives are only going to be beneficial if employees participate, and also understand the importance of looking after themselves and adopting a healthier lifestyle.

Regular communication can help encourage this, and also involving the team in shaping the wellbeing strategy by gaining feedback or more directly by inviting people to become Wellbeing Champions.

By bringing health and wellbeing to the forefront, looking at the evidence, and taking an holistic and integrated approach, organisations can develop an effective strategy based on the needs of the workforce. This can help improve employee engagement, wellbeing, and morale, and lead to better productivity for the business.

If you’d like more advice or support on how to approach wellbeing in the workplace please drop us a note here today and we’ll set up an initial chat.

8th January 20246th January 2025

Navigating Alcohol Conversations in the Workplace

Addressing sensitive topics like alcohol consumption with employees requires empathy, understanding, and clear communication. This post explores the importance of an open dialogue surrounding alcohol use in the workplace, guiding managers to approach conversations tactfully and supportively:

Recognising the Role of Employers:
Managers play a crucial role in fostering a supportive workplace culture. Acknowledging the impact of alcohol misuse on peoples’ wellbeing and work performance is the first step towards creating an environment where employees feel safe discussing such matters.
Understanding the Signs and Impact of Alcohol Misuse:
Being aware of signs indicating alcohol-related issues and understanding their impact on productivity, absenteeism, and overall wellbeing is vital. This knowledge enables employers to intervene appropriately and offer support. The first warnings signs you could notice are some (or all) of the following:
- increasingly being late to work or absent, particularly following a pattern… Fridays or Mondays for example.
- preoccupied and not able to focus
- erratic behaviours such as speaking loudly and excessive laughing
- arriving at work or returning after lunch smell of alcohol
- neglecting appearance
- excessive use of chewing gum/mouthwash
- noticeable shaking/tremoring
- a change in personality, perhaps more anxious, depressed or lacking in self-esteem.
Approaching the Conversation:
As a manager, it may feel daunting having to approach a person who you suspect may have a problem with alcohol, however, it’s essential to deal with the situation promptly, and book a meeting as soon as possible. It’s okay to have someone with you for reassurance, but no more than one to avoid the person feeling victimised. Prepare beforehand, gathering evidence and also resources that could support the person going forward.
Things to keep in mind during the conversation:
- Expect that the person may become defensive or even angry, and be in denial about the issue
- Open the meeting with a supportive comment. “Are you ok?” or, “How are you? I’m a bit worried about you.” helps set the tone of support rather than challenge.
- Present the facts, for example, “we smelt alcohol on your breath when you returned from lunch”, and show the impact that alcohol is having or may have on their work, and on their colleagues
- Recommend that the person seeks help from a GP, and also provide resources such as counselling services, Employee Assistance Programs (EAPs), or information about local support groups. This support demonstrates a commitment to helping employees overcome challenges related to alcohol use
- Discuss any adjustments that could be made to support the person in the workplace
- Above all, the focus should be concern for the employee’s wellbeing, emphasising support, empathy, confidentiality and a non-judgmental approach to encourage openness

Conversations about alcohol use in the workplace require sensitivity and empathy. Whilst employers and managers may feel full responsibility for the employee’s wellbeing, it’s important to remember that the person also needs to acknowledge and face up to their problem, and the role of the manager is to support them, alongside specialist help to take the first steps in their road to recovery.

If you’d like more advice or support on how to have sensitive or difficult conversations with people in the workplace, please drop us a note here today and we’ll set up an initial chat.

5th December 202319th November 2024

Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

Here are some steps you can take to be an inclusive employer and attract people with disabilities:

Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

[1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

16th November 2023

It’s okay to disagree

“Peace is not the absence of conflict, but the ability to cope with it” Mahatma Gandhi

This week is World Wellbeing at Work Week.

With many of us spending much of our week working, the environment and relationships within the workplace can have a huge impact on our wellbeing. If we’re lucky, this is mostly positive, however, conflicts can arise due to personality differences, failures in communication, or simple misunderstandings. These can lead to people feeling stressed or even bullied.

When left unchecked, these conflicts have the potential to escalate and negatively impact the productivity and wellbeing of those involved. In this post, we’ll share some tips, techniques, and strategies for addressing conflicts in the workplace helping to create a sound and peaceful work environment.

Develop and Communicate Clear Policies and Procedures:

Having a clear Dignity at Work policy in place which is communicated regularly to employees will raise awareness of the behaviours that are expected, and those which will not be tolerated. This sets the clear expectation of an environment that embraces respect for one another.

Know Your team and Encourage Open Communication:

By understanding your team, you’ll better appreciate any personal challenges that may be impacting them and identify potential disagreements. Promote open communication and be approachable as a line manager to ensure that your teams feel comfortable sharing their concerns without fear of reprisal.

Intervene Early and Quickly:

Be alert to any signs of potential tensions and challenge any unfair treatment. Take prompt action to facilitate the resolution of conflicts in a positive and proactive way. Create a safe space for discussion, listening objectively to all parties, and showing empathy, which will encourage employees to be open about any problems and help identify the root of the issue.

Bringing the people involved together in a facilitated meeting can help them find common ground and encourage them to find a way forward. Prevention is better than cure, so tackling low-level tension at the first sign of conflict can avoid something bigger needing to be dealt with later.

Follow-up:

It’s important to check-in regularly afterwards to gauge how the parties are, and to ensure the issue has been resolved.

Be a Role Model

One of the most effective ways to manage conflict in the workplace is to lead by example. Be aware of how you interact with your employees and model the kind of behaviours you would like to see. Ensure that you are respectful, approachable, and consistent in your interactions with others and are demonstrating the values of the business. By doing so, you can set a positive example for others to follow.

Whilst the aim is always to resolve any kind of conflict early and informally, occasionally, a more formal approach will be necessary, and it’s important to recognise at what point this is, and to seek help to navigate the process when needed.

“The number one goal in resolving conflict is to make sure both sides maintain their self-esteem. Resolving conflict is rarely about who is right. It is about acknowledging and appreciating differences” Thomas Crum

At Kestrel HR, we can provide you with the guidance, tools and support on this and all your other people issues, so contact us today for a complimentary, no obligation conversation.

Thanks for reading!