The Equality and Human Rights Commission has launched a new report into how a range of UK organisations have established equality policies encouraging employees from diverse backgrounds to participate fully in the workplace.
The report looks at eight employers – including BT, Asda, the British Library and North Wales Police – to see what policies and practices they have adopted to encourage lesbian, gay, bisexual and older employees and those with differing religions or beliefs to take up recruitment, promotion or advancement opportunities in the workplace. All eight organisations adopted a variety of equality programmes aimed at making employees feel accepted and preventing discrimination based on age, sexual orientation and religion or belief.
The report will be used by the Commission to develop guidance for employers on implementing effective equality policies.
Andrea Murray, Acting Group Director Strategy from the Commission, said: 'This research provides us with an understanding of how effectively implemented equality policies in the workplace can lead to employees from diverse backgrounds feeling confident and able to fully participate in the organisation. We know that workplace integration for employees is important to allow them to progress in their careers. This report will be used to develop guidance to assist employers in positively engaging with staff from diverse backgrounds.'
Download their report: Integration in the workplace (pdf),
Looking for Diversity / Equal Opportunities Training + for your organisation?
Visit Diversity & Inclusion at jml-training for more information
Sunday, 25 October 2009
Saturday, 24 October 2009
Unmissable offer Train to Gain - Leadership & Management
We have just added "Train to Gain" information to the jml-training.com and midas-training-france.com websites.As is most important that training programmes continue throughout the current recession, there are grants available off training courses.
An organisational that is interested in having one of the jml Training and Consultancy bespoke "in house" courses can find out more at this page on our website.
The information is provided by Business Link and
with up to £1000 to put towards training to develop leadership skills. It is funded by Train to Gain's Leadership & Management programme which also includes coaching.
You have to ensure that staff are continually trained, despite economic cutbacks and there has never been a better time to invest in your organisation's future than investing in Training Now
Thursday, 15 October 2009
Increase in number of women in work helps curb rise in unemployment
Following the CIPD’s press release “Men not at work - Male employment rate heads toward record low in UK” that was posted on the jml Training blog on the 14th October 09, The CIPD have issued the following press release on the 14th October
Figures published earlier today by the Office for National Statistics (ONS) show a smaller than expected rise in unemployment, with the headline survey based measure of joblessness remaining below 2.5 million in the three months ending in August.John Philpott, Chief Economist at the Chartered Institute of Personnel and Development (CIPD), says that this is due to a quarterly increase in part-time employment for women which, although good news, further highlights the degree to which men are being much harder hit than women by the recession, as demonstrated by CIPD analysis earlier this week.
Dr Philpott comments: "The latest official jobless figures show that conditions in the UK labour market continue to weaken, but at a slower pace than earlier in the year. This is consistent with independent employer survey evidence, including the CIPD's, and suggests that the jobless total is now crawling rather than rushing toward a peak of around 3 million in 2010.
"The relative improvement in the labour market is due to a rise in part-time and temporary jobs, with employers who need to recruit remaining wary of hiring full-time staff given uncertainty over the strength of economic recovery. Women are the main beneficiaries of a labour market where part-time work is rising while full-time jobs continue to be cut. This explains why the CIPD expects the rate of male unemployment to rise well above 10% in 2010, with the proportion of men in work set to fall to a record low."The shift from full-time jobs for men to part-time jobs for women has also resulted in a further sharp quarterly fall in the total number of hours being worked in the economy. This is a better indicator than headline employment and unemployment of the underlying toll the recession is continuing to take on the labour market. When combined with figures also released today showing a further slowdown in growth in average earnings - especially in the private sector - the fall in hours suggests that working people who manage to stay in work are nonetheless experiencing a big squeeze on their earned income."
Source: CIPD
At jml Training and Consultancy we run specialist “in house” training courses for Women. If you are an employer and would like to find out more on at http://www.jml-training.com/Training_Development_for_Women.htm Remember there has never been a better time to invest in your organisation's future than investing in training now
Figures published earlier today by the Office for National Statistics (ONS) show a smaller than expected rise in unemployment, with the headline survey based measure of joblessness remaining below 2.5 million in the three months ending in August.John Philpott, Chief Economist at the Chartered Institute of Personnel and Development (CIPD), says that this is due to a quarterly increase in part-time employment for women which, although good news, further highlights the degree to which men are being much harder hit than women by the recession, as demonstrated by CIPD analysis earlier this week.
Dr Philpott comments: "The latest official jobless figures show that conditions in the UK labour market continue to weaken, but at a slower pace than earlier in the year. This is consistent with independent employer survey evidence, including the CIPD's, and suggests that the jobless total is now crawling rather than rushing toward a peak of around 3 million in 2010.
"The relative improvement in the labour market is due to a rise in part-time and temporary jobs, with employers who need to recruit remaining wary of hiring full-time staff given uncertainty over the strength of economic recovery. Women are the main beneficiaries of a labour market where part-time work is rising while full-time jobs continue to be cut. This explains why the CIPD expects the rate of male unemployment to rise well above 10% in 2010, with the proportion of men in work set to fall to a record low."The shift from full-time jobs for men to part-time jobs for women has also resulted in a further sharp quarterly fall in the total number of hours being worked in the economy. This is a better indicator than headline employment and unemployment of the underlying toll the recession is continuing to take on the labour market. When combined with figures also released today showing a further slowdown in growth in average earnings - especially in the private sector - the fall in hours suggests that working people who manage to stay in work are nonetheless experiencing a big squeeze on their earned income."
Source: CIPD
At jml Training and Consultancy we run specialist “in house” training courses for Women. If you are an employer and would like to find out more on at http://www.jml-training.com/Training_Development_for_Women.htm Remember there has never been a better time to invest in your organisation's future than investing in training now
Wednesday, 14 October 2009
Men not at work - Male employment rate heads toward record low in UK
That is the theme of a press release that has today been issued by the CIPD - Chartered Institute of Personnel and Development.
Apparently 1 in 10 UK men will be unemployed by 2010 as male employment rate heads toward record low. The latest official UK unemployment figures due to be released tomorrow, the Chartered Institute of Personnel and Development (CIPD) today highlights the impact of the recession on jobs for men and warns that, with a 'jobs light' recovery on the cards, the proportion of men in work is set to fall to a record low.The CIPD's analysis of official statistics, 'Men not at work', finds that:
The male unemployment rate currently stands at 9 per cent (higher than the female unemployment rate of 6.9 per cent). The number of men unemployed has increased by almost 50 per cent during the recession, the number of women unemployed by 33.4 per cent, with unemployment rates rising by 3.0 percentage points and 1.6 percentage points respectively. The deterioration in the labour market position of men has been felt particularly acutely by young men and black men.
At present 1 in 5 18-24 year old men are unemployed and almost 1 in 5 black men are unemployed, more than double the unemployment rate for white British men. The rise in unemployment for black men during the recession has been greater than for white British men and men from other ethnic minority groups.By summer 2009 the employment rate of men of working age had fallen to 75.8 per cent.
Only two years in the post-World War II era (1993 and 1994) have registered a lower proportion of men in work. The low point was 75.0 per cent in the second quarter of 1993 just as the economy began to emerge from recession (the previous low point, following the 1980s recession. was 77.4 per cent in the second quarter of 1983).
The male unemployment rate is forecast to rise above 10 per cent by the start of 2010 before peaking at around 11 per cent (1.9 million). Although depressingly high, the peak in the male unemployment rate should be less than the 12.4 per cent and 12.8 per cent peaks following the 1980s and 1990s recessions respectively.
Dr John Philpott, CIPD's Chief Economist, made this comment: "A focus on the relatively hard impact of the recession on men should not detract from the absolute deterioration in the labour market situation facing both sexes. Indeed, it is likely that the relative position of women will itself deteriorate in the coming decade as real cuts in public expenditure have an adverse impact on public sector employment. However, it is important to highlight the current plight of men in the labour market, not least because once the impact of recession and a 'jobs-light' recovery is fully felt the proportion of UK men in work will probably have fallen to a record low."
Source: CIPD Press Release.
Apparently 1 in 10 UK men will be unemployed by 2010 as male employment rate heads toward record low. The latest official UK unemployment figures due to be released tomorrow, the Chartered Institute of Personnel and Development (CIPD) today highlights the impact of the recession on jobs for men and warns that, with a 'jobs light' recovery on the cards, the proportion of men in work is set to fall to a record low.The CIPD's analysis of official statistics, 'Men not at work', finds that:
The male unemployment rate currently stands at 9 per cent (higher than the female unemployment rate of 6.9 per cent). The number of men unemployed has increased by almost 50 per cent during the recession, the number of women unemployed by 33.4 per cent, with unemployment rates rising by 3.0 percentage points and 1.6 percentage points respectively. The deterioration in the labour market position of men has been felt particularly acutely by young men and black men.
At present 1 in 5 18-24 year old men are unemployed and almost 1 in 5 black men are unemployed, more than double the unemployment rate for white British men. The rise in unemployment for black men during the recession has been greater than for white British men and men from other ethnic minority groups.By summer 2009 the employment rate of men of working age had fallen to 75.8 per cent.
Only two years in the post-World War II era (1993 and 1994) have registered a lower proportion of men in work. The low point was 75.0 per cent in the second quarter of 1993 just as the economy began to emerge from recession (the previous low point, following the 1980s recession. was 77.4 per cent in the second quarter of 1983).
The male unemployment rate is forecast to rise above 10 per cent by the start of 2010 before peaking at around 11 per cent (1.9 million). Although depressingly high, the peak in the male unemployment rate should be less than the 12.4 per cent and 12.8 per cent peaks following the 1980s and 1990s recessions respectively.
Dr John Philpott, CIPD's Chief Economist, made this comment: "A focus on the relatively hard impact of the recession on men should not detract from the absolute deterioration in the labour market situation facing both sexes. Indeed, it is likely that the relative position of women will itself deteriorate in the coming decade as real cuts in public expenditure have an adverse impact on public sector employment. However, it is important to highlight the current plight of men in the labour market, not least because once the impact of recession and a 'jobs-light' recovery is fully felt the proportion of UK men in work will probably have fallen to a record low."
Source: CIPD Press Release.
Saturday, 26 September 2009
Ruling on the Default Retirement Age in the UK
The CIPD - Chartered Institute of Personnel and Development have issued a Press Release late on the 25th September entitled - "Heyday ruling damaging for business, says CIPD"
This is as a result of the The High Court upholding the law that allows UK employers to force workers to retire at the age of 65. In the UK, a worker can see their employment end at the age of 65 without any redundancy payment - even if they do not want to retire. The judge in the case said there was a compelling case for the compulsory retirement age to rise.
The CIPD says...
Responding to today's High Court ruling on the default retirement age, the Chartered Institute of Personnel and Development (CIPD) is disappointed that the Court has upheld the British Law allowing employers to retire workers against their wishes when they turn 65. The CIPD has consistently called for the removal of the DRA for the pressing economic, social and business reasons.
CIPD Diversity Adviser, Dianah Worman says:
"The ECJ has missed a trick to resolve this issue once and for all. The government itself has admitted that the days of the DRA are numbered. It seems counter-intuitive to drag this decision out even further while thousands of older people will be forced out of work in an already difficult jobs market.
"As the HR body we do not buy the HR argument that businesses can't manage their workforce without the DRA. If you have poor performers in your organisation you should also have the performance management systems to deal with them. You wouldn't wait 25 years to remove a poor performing 40 year-old.
"Additionally, business should recognise that this ruling only states that companies can legally retire staff at 65 if they want to. Many organisations and several government departments have already done away with compulsory retirement ages because they recognise the value of retaining older workers and the CIPD encourages all businesses to follow suit.
"We will continue to push for the removal of the mandatory retirement age, both through the current Equality Bill and when the government conducts its own review next year."
CIPD research conducted earlier this year found that 1 in 5 employers planned to enforce the DRA more rigorously in order to reduce headcount*.
*Labour Market Outlook, Winter 2008/2009 . End of CIPD Release.
According to BBC News: Age Concern and Help the Aged, which challenged the rules, will not appeal because they are expecting this law to change.
Employers welcomed the ruling because as a result of the court's decision, it means that a string of compensation cases brought by people who did not want to retire is doomed to fail. The Government has announced it is bringing forward a review of the compulsory retirement age anyway, by a year to 2010. The charities believe that this will eventually lead to a change in the rules.
At present under the current law, a British employer can dismiss a member of staff without redundancy payments on that employee's 65th birthday, as long as they stick to the correct procedure. The charities believe this is in breach of the EU's Equal Treatment at Work Directive.
This is as a result of the The High Court upholding the law that allows UK employers to force workers to retire at the age of 65. In the UK, a worker can see their employment end at the age of 65 without any redundancy payment - even if they do not want to retire. The judge in the case said there was a compelling case for the compulsory retirement age to rise.
The CIPD says...
Responding to today's High Court ruling on the default retirement age, the Chartered Institute of Personnel and Development (CIPD) is disappointed that the Court has upheld the British Law allowing employers to retire workers against their wishes when they turn 65. The CIPD has consistently called for the removal of the DRA for the pressing economic, social and business reasons.
CIPD Diversity Adviser, Dianah Worman says:
"The ECJ has missed a trick to resolve this issue once and for all. The government itself has admitted that the days of the DRA are numbered. It seems counter-intuitive to drag this decision out even further while thousands of older people will be forced out of work in an already difficult jobs market.
"As the HR body we do not buy the HR argument that businesses can't manage their workforce without the DRA. If you have poor performers in your organisation you should also have the performance management systems to deal with them. You wouldn't wait 25 years to remove a poor performing 40 year-old.
"Additionally, business should recognise that this ruling only states that companies can legally retire staff at 65 if they want to. Many organisations and several government departments have already done away with compulsory retirement ages because they recognise the value of retaining older workers and the CIPD encourages all businesses to follow suit.
"We will continue to push for the removal of the mandatory retirement age, both through the current Equality Bill and when the government conducts its own review next year."
CIPD research conducted earlier this year found that 1 in 5 employers planned to enforce the DRA more rigorously in order to reduce headcount*.
*Labour Market Outlook, Winter 2008/2009 . End of CIPD Release.
According to BBC News: Age Concern and Help the Aged, which challenged the rules, will not appeal because they are expecting this law to change.
Employers welcomed the ruling because as a result of the court's decision, it means that a string of compensation cases brought by people who did not want to retire is doomed to fail. The Government has announced it is bringing forward a review of the compulsory retirement age anyway, by a year to 2010. The charities believe that this will eventually lead to a change in the rules.
At present under the current law, a British employer can dismiss a member of staff without redundancy payments on that employee's 65th birthday, as long as they stick to the correct procedure. The charities believe this is in breach of the EU's Equal Treatment at Work Directive.
Wednesday, 9 September 2009
Developing a Learning Organisation - A Programme of Effective Interventions from jml Training & Consultancy
jml Training and Consultancy has designed this programme to provide managers with a practical understanding of how to develop a learning organisation and the skills and confidence to lead in a learning organisation.
What is a Learning Organisation?
A learning organisation is one that learns collectively and develops its ability to be adaptive and responsive to its external environment. The process involves individual, team and organisational learning and the results of learning are used to achieve better results.
The organisation supports continuous employee learning, critical thinking and risk taking with new ideas, learns from mistakes and from experience. It also disseminates new knowledge and information through the organisation to inform day to day activities.
The Learning Organisation may not necessarily invest significantly in formal education or training, but it does ensure that learning at work is captured as a value added resource.
Monday, 7 September 2009
jml Training and Consultancy have launched three courses for the autumn
There has never been a better time to invest in your organisation's future than investing in training now.
That is the message we are sending out to employers this week with the launch of three training courses.
Effective Communication for Managers - A team's effectiveness has a direct influence on the success of an organisation. The team manager holds the key to the success of the team. Team managers with an effective communication approach and in possession of a high level of emotional intelligence can create and maintain cohesive and collaborative work place relationships.
Dealing with Difficult People - This programme is designed for all those who are managing staff, managing performance and delivering organisational change. It provides practical strategies and tools to help you confidently manage disagreement and confrontation in the workplace. It is beneficial for all levels of management but is most beneficial when delivered to managers on a similar level.
Developing the Team using the Myers Briggs Type Indicator - Developing a sense of team and getting the best from teams is an ongoing concern for managers. Myers Briggs Type Indicator (MBTI) is the most widely used psychometric instrument and was first pioneered as a tool to increase team effectiveness with health care teams in 1974. Since then it has been very successfully applied in a range of different environments.
To find out more take a look at our Press Release - Here
That is the message we are sending out to employers this week with the launch of three training courses.
Effective Communication for Managers - A team's effectiveness has a direct influence on the success of an organisation. The team manager holds the key to the success of the team. Team managers with an effective communication approach and in possession of a high level of emotional intelligence can create and maintain cohesive and collaborative work place relationships.
Dealing with Difficult People - This programme is designed for all those who are managing staff, managing performance and delivering organisational change. It provides practical strategies and tools to help you confidently manage disagreement and confrontation in the workplace. It is beneficial for all levels of management but is most beneficial when delivered to managers on a similar level.
Developing the Team using the Myers Briggs Type Indicator - Developing a sense of team and getting the best from teams is an ongoing concern for managers. Myers Briggs Type Indicator (MBTI) is the most widely used psychometric instrument and was first pioneered as a tool to increase team effectiveness with health care teams in 1974. Since then it has been very successfully applied in a range of different environments.
To find out more take a look at our Press Release - Here
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