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Organisational Design is moving away from the more traditional

Organisational Design

Having the right organisational structure is arguably more important than ever, and anyone embarking on reviewing their OD framework needs to come at it with a different mindset. To get us thinking about it a little differently, Sarah Lardner offers seven steps to get you started.

Posted by Sarah Lardner on
16 April 2021

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The Gig Economy and how to effectively engage the contingent workers in your workforce

Employee engagement | Engagement | Flexible working

Regardless of whether a contingent worker is working five or 35 hours, should feel as included, recognised and ultimately engaged as much as a permanent employee. Alastair Cole provides his top tips for keeping your flexible workforce engaged.

Posted by Alastair Cole on
08 April 2021

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Six tips to test the transparency of your reward and benefits communication strategy

Employee engagement | Communications | Reward Strategy | Transparency

Perceptions of unfairness in reward, regardless of whether there is any truth behind the perception, can be extremely damaging to the culture and productivity of a business, so how can we test the transparency of our communication? Cathryn Edmondson offers six ways you can try.

Posted by Cathryn Edmondson on
01 April 2021

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Disability reporting – not just a tick box exercise

Equal Pay | Disability Reporting

The need for employers to conduct disability reporting has been brought into sharp focus this week with the publication of an open letter to the Prime Minister calling for mandatory reporting on the number of disabled people in the workforce. However, calling for mandatory reporting isn’t quite as straightforward as is would seem. Justine Woolf reviews some of the potential barriers.

Posted by Justine Woolf on
25 March 2021

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Pay Inequality: what could go wrong?

Pay Fairness | Equal Pay | Equal Pay Audits

Most organisations do not deliberately set out to discriminate in terms of pay, but given the c.29,000 claims a year it’s clearly not uncommon. Recent headline-grabbing cases have detailed staggering settlements, but the implications of not establishing pay equity can span much further than this. Cathryn Edmondson discusses.

Posted by Cathryn Edmondson on
18 March 2021

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Extending Your Reward Support Bubble

Reward on Demand

Not having reward resources and tool kits at your disposal when you need them means that it is not always possible to keep the momentum going, and having the capability to draw on external reward intelligence when needed is a growing practice. Emer Bucukoglu looks at how you can extend your reward support bubble.

Posted by Emer Bucukoglu on
11 March 2021

Read moreEmer Bucukoglu

Gender Pay Gap Reporting: Don’t delay! Know where you are and plan where you’re going.

Gender Pay | Gender Pay Reporting

Suspending mandatory reporting in 2019/2020 might have eased pressure on organisations at the time but may have potentially set back advancements in pay equality by decades. With a six-month extension now offered for 2020/21 reporting, Sarah Nash discusses why delaying your gender pay gap reporting won't serve you in the long run.

Posted by Sarah Nash on
04 March 2021

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Build Back Better: the future role of DEI, employee wellbeing and reward strategy in evolving company culture

Gender Pay Reporting | Covid-19 | Responsible Reward | Diversity | Ethnicity Pay Reporting

People are expecting their leaders to steer their organisations in a way that is more impactful on both the world around us and communities we serve, as well as treating employees in a more socially responsible manner. So how can you use the fallout of Covid to build back better?

Posted by Justine Woolf on
25 February 2021

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Ethnicity Pay Reporting: get ahead of the curve

BAME reporting | Ethnicity Pay Reporting

Ethnicity pay gap reporting is not yet mandatory but is considered ‘best practice’. With legislation looming on the horizon, we encourage organisations to start thinking about how to collect data or review ethnicity data collected and fill the gaps. Sarah Nash advises on where to start.

Posted by Sarah Nash on
18 February 2021

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Responsible Reward – It’s Time to be Brave 

Equal Pay | Responsible Reward | Ethnicity Pay Reporting

Any steps taken towards pay equity and responsible reward are in the right direction but if we want to harness the current acceleration of change then we need to be brave enough to speak out and be visible in the changes and the steps our organisations are taking. Cathryn Edmondson looks at how you can clarify your starting point and next steps.

Posted by Cathryn Edmondson on
11 February 2021

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What are the essential elements of a responsible reward strategy for both executives and employees?

Reward Strategy | Responsible Reward

As we lead into 2021, you should consider a renewed focus on your reward strategy – looking with a fresh lens at how you make sure your reward is better aligned to the needs of your employees, your business and the wider society you operate in. 

Posted by Justine Woolf on
28 January 2021

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HR Tech – Making an Impact in 2021

HR Technology

Whether it is reward and recognition, diversity or maintaining engagement and communication with a remote workforce, HR tech will be at the heart of driving these initiatives forward, enabling HR to do more with tighter budgets and depleted resources. Alastair Cole reviews where you could use HR Tech to best effect.

Posted by Alastair Cole on
14 January 2021

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