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Taxi shortage threatens staff safety
Taxi shortage threatens staff safety
The Professional Services sector employs 21.4% of workers in the UK, the highest percentage within any single occupation. This includes legal services, of which the UK has one of the largest industries in the world. With a reputation for long days and late working hours, personal safety is an increasing concern and a Peoplesafe survey revealed that 44% of organisations reported incidents related to personal safety in the last year alone. This issue is being further compounded by a national shortage of taxis – limiting safe travel options and hindering the ability for employees to get home safely – especially late at night.
Post Covid, the Licensed Private Car Hire Association (LPHCA) estimates that the UK’s taxi and private hire industry is suffering a shortfall of 160,000 drivers – down from the 300,000-strong workforce pre-pandemic. With demand for taxis plummeting through lockdown, thousands of drivers were forced to quit the industry to work for the likes of Amazon, and recruiting efforts have since been hampered by licensing delays.
A quarter of Professional Services employees report feeling unsafe travelling home after working late, rising to 1 in 3 for women and, with 24-hour tube lines restricted to peak days – and only available to London workers at that – these concerns are being further fuelled by a shortage of alternative travel options. For many employees, personal safety is an everyday worry, with 25% reporting experiencing threatening incidents – be it late at night, on the daily commute, travelling for business, or interacting with the public.
Peoplesafe CEO and BSIA Chair of the Lone Worker Group, Naz Dossa, says: “The shortage of taxis post-Covid has been a talking point for a while, and for professionals like those in the legal industry, who need to travel home at unsociable hours, it raises the question of whether employers require extra resource in place to protect the staff who often have no other choice but to leave their desks late.
“According to our survey, 78% of the Professional Services sector work late at least occasionally and 30% work late at least once a week. With increasing safety concerns, coupled with the nationwide taxi shortage, it’s not surprising that 46% of employees have felt discouraged from working out of hours. Such is the anxiety within the workforce, that 1 in 10 respondents reported changing their role to reduce their level of business travel, while 24% of people admitted they would leave a role due to personal safety concerns. This is unquestionably bad news for retention within the UK legal system, which is forecast for growth.”
More often than not, there is no adequate system in place that checks in to make sure employees get home safe either. This lack of safety systems can leave employees feeling vulnerable and unprotected by their employer. With 25% of Professional Services employees reporting that safety concerns affected not just their work performance but their overall wellbeing, this begs the question, what will it take for employers to adequately protect their workforce?
Research finds that many employees already recognise the benefits of personal safety solutions and would take one up if offered by their employer – and it’s not just safety during work hours that should be the focus. A 24/7 personal safety service provides round the clock protection, with employers able to deliver an extended duty of care without having to always be available.
Naz Dossa says: “With 44% of Professional Services organisations reporting incidents relating to personal safety, and yet, shockingly, 29% of businesses taking no action at all, it’s clear that employee safety needs to be made a much bigger priority across the board.”
Employers urged to introduce support for carers ahead of new law
Employers urged to introduce support for carers ahead of new law
With the Carer’s Leave Bill receiving Royal Assent and due to become law in 2024, the Government has recognised the number of working carers who need support. Towergate Health & Protection is urging employers to act now to ensure they can deliver the changes and provide the necessary support for their employees who are carers. The Carer’s Leave Act 2023 will create regulations that will entitle employees to at least one week of leave a year to provide or arrange care for a dependant with a long-term care need. This right will exist from day one of employment. However, Towergate Health & Protection is saying this is just one possible step in supporting carers.
Debra Clark, head of wellbeing at Towergate Health & Protection says: “Employers can use the forthcoming Carer’s Leave Act as an instigator to look at the support they currently provide for carers and where this could be improved or enhanced. Giving the right support at work can mitigate the need for carers to take additional time off.”
Scale of the problem
More than one in seven people in the workforce is a carer. This means that millions of employees across the UK are having to juggle their work with an unpaid caring role. It is reported that, on average, 600 employees per day resign from their paid employment to be able to care for a loved one, and 75% of carers in employment worry about continuing to juggle work and care. This dual responsibility impacts every area of an employee’s wellbeing, from mental and physical to social and financial health.
Specialist support needed
Caring covers a wide spectrum of physical and mental care for the elderly and those of all ages with special needs or neurodiversity. Navigating the care system can be especially difficult for those who are new to the situation. There is help and funding available, but knowing what there is and where to find it can be challenging and time-consuming.
Employers can provide access to specialists in carer support who can help, for instance with searching for the right care homes, home help, or respite care. Experts in navigating the assessment and care system can provide guidance on what is available and how to access facilities. This can include help with securing funding or specialist education. Helplines and information on eldercare may come as an added-value element of cash plans and group risk policies, as well as through employee assistance programmes (EAPs) and specialist care advisers. Providing access to this sort of support through the workplace helps to remove pressure from the employee, allows them to focus on their work, and makes them feel that they are not alone.
Support all four pillars of wellbeing
Supporting all four pillars of health and wellbeing is vital for working carers. Providing opportunities for socialising and physical exercise are very important, as are financial education and mental health support. Being able to continue to work will help with the financial circumstances of the carer and is good for their mental health too.
The emotional impact on unpaid carers is huge. Employers are in a position to be able to help with the anxiety, stress and isolation of being a working carer. Access to mental health support can be made available through a number of avenues, including employee assistance programmes (EAPs), which can provide guidance and counselling. Mental health first aiders are an asset to any company, and they may be able to spot when a carer is particularly struggling. Apps for health, fitness, and mindfulness can help carers to balance their lives and keep on top of the pressures. Enabling flexible working where possible is a simple option that can be of huge benefit to carers. Line managers being aware will reduce the stress of trying to manage this and work in isolation
Debra Clark continued: “The physical and mental strain on employees who are also carers is immense. However, with the support of their employer, it does not need to be so detrimental to their work. A supportive employer will be better able to attract and retain staff who are also carers, enabling employees to still be able to work whilst they have caring responsibilities and bringing financial benefits to the business both short and long term.”
Business Stream announces new People Director
Business Stream announces new People Director
ONE of the UK’s biggest water retailers has appointed a highly experienced People Director as part of a triple appointment to further strengthen its executive leadership team. Gail Cockburn has joined Business Stream having spent close to 20 years with the country’s leading whisky distributor, Edrington UK – where she held the post of Human Resources Director.
A Fellow of the Chartered Institute of People Development, Gail has been appointed to develop and deliver the company’s new People strategy as well as oversee the company’s dedicated people and development function.
Commenting on the appointment Gail said: “I’m passionate about the company’s vision to make a positive difference and hope to bring a lot of experience from my previous positions to help guide and shape Business Stream’s already progressive approach to providing an inclusive and supportive environment for its people”.
Gail’s appointment follows two other appointments to the senior leadership team. Amanda Scovell has been promoted to Director of Operations after three years as Transformation Business Lead and with over 20 years of working within the water industry.
While Tom Abel has been promoted to Director of Sales after six successful years in his previous role as Head of Commercial Development. Prior to Business Stream, Tom held several senior positions within both the tech and professional services industry.
Jo Dow, Chief Executive of Business Stream said: “Gail, Amanda and Tom will all bring immense value to our senior leadership team. We have an ambitious growth strategy and these three new appointments will help ensure we’re even better placed to achieve our goals.”
Business Stream has its headquarters in Edinburgh, as well as a presence in Worthing, West Sussex and in Bradford, West Yorkshire. It’s guided by its ambitious vision to make a positive difference (MAPD) to its customers, its people, the environment and local communities.
Since launching that vision in 2019, the retailer has introduced more than 30 initiatives, several of which have contributed to its latest reduction of 50% in carbon emissions over the past year. While the company achieved a 25% reduction in 2021-22, the 2022-23 figure, which has been externally verified, is a significant step toward Business Stream becoming net zero by 2030 – well ahead of the Scottish Government’s 2045 target.
In recognition of its efforts to operate as a responsible business, the retailer was awarded a Gold rating by global sustainability assessors, EcoVadis, in November 2022, placing it within the top 5% of companies measured across four key sustainability areas – the environment, sustainable procurement, labour and working conditions and ethics.
OUT TODAY – JULY 2023 Issue of Hr NETWORK Magazine
OUT TODAY – JULY 2023 Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
Hr NETWORK Magazine July 2023
The Accidental Manager: Blessing or Curse?
Accidental Managers are often considered a Persona Non Grata inside organisations. But can HR mould these pseudo colleagues into management material? Andy Moore examines the pros and cons of this increasing phenomenon and asks is an accidental manager a blessing or a curse?
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Accidental Manager; Values & Behaviours; Learning & Development; Knowledge Hiding
Click the front cover below to read the latest issue:
Half of adult victims are bullied in the workplace
Half of adult victims are bullied in the workplace
Research by flexible study providers, DLC Training reveals there has been a 81% increase in online searches for ‘bullying at work’ in the past month. Figures from YouGov show that of adult bullying victims over half (56%) were bullied by a boss or manager, with 47% revealing they had faced bullying at the hands of a colleague.
With the workplace at the centre of Britain’s adult bullying crisis, HR Experts from DLC Training share their tips to recognise and deal with workplace bullying. HR tutor and expert Neil Finegan explains: “Bullying in a professional environment can take many forms which can often make it difficult to spot. While verbal and physical abuse can be easy to identify in the most extreme cases, more subtle signs to look out for include sabotage or exclusion” as Neil explains.
“If you feel like a colleague is constantly undermining your work, whether that by withholding important information that you need to do your job or simply blaming you for their mistakes these can be early warning signs of bullying. Document recurring incidents in detail including date, time, location and a description. If the issues continue then you should speak with someone you trust on your team to raise your concerns.
“Exclusion plays a big part in workplace bullying. If you’re feeling excluded from important meetings or events then this can lead to feelings of isolation making work feel unbearable. This can even extend to being left off of important emails, which make it difficult to stay in the loop.
“If you feel comfortable, try talking to the person who is isolating you first of all or go to your supervisor for advice. They should help you facilitate better communication and support on any further challenges as they arise. If the exclusion is coming from one person, build relationships with other colleagues who are more supportive.”
Sickness absence recording at its lowest level in four years
Sickness absence recording at its lowest level in four years
Although 80% of employers currently record sickness absence, that leaves a fifth (20%) who do not according to new research from GRiD, the industry body for the group risk sector. In addition, 59% record the impact of sickness absence but 41% do not.
The 2023 figures show a clear drop in the number of businesses that record sickness absence and its impact, which is likely to be because the onset of hybrid working has made it much more difficult for employers to record this data. Absence is simply less visible in a hybrid-working world, and, coupled with the difficulty in collecting the data, some employers may have just stopped collating the figures.
Katharine Moxham, spokesperson for GRiD, said: “It’s important that employers understand that measuring sickness absence is not a draconian measure with which to hold employees to account, it’s about spotting patterns in the employee population as a whole. When reasons for absence are understood, it’s possible to implement an employee benefits framework that offers effective support. Putting the case to expand or change the support becomes more challenging without being able to quantify absences and the impact they are having.”
Of those businesses who do understand the benefits of documenting the impact of staff sickness, recording the number of lost hours or days was the most favoured method (46%), followed by calculating the cost of lost productivity (39%). Thirty eight percent analyse indirect costs – such as colleagues covering work, learning time, management time; 37% calculate the cost of sick pay provision e.g. Statutory Sick Pay and salary costs; 30% estimate costs related to presenteeism/leavism, and 29% look at the direct costs such as for temps and agency fees.
Katharine Moxham concluded: “Absence management is best tackled when employers have a good handle on their data and workplace issues such as stress or long hours can be managed when this is discussed at regular intervals with their adviser and insurer. There’s a great deal of support embedded into employee benefits, and advisers and insurers will be best-placed to advise how that support can be applied to support employees before they go off sick and to increase successful returns to work.”