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OUT TODAY – March 2024 Issue of Hr NETWORK Magazine
OUT TODAY – March 2024 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 March 2024
Future Leaders: Recognising their unhatched potential
Modern leaders must be adaptable, innovative and collaborative to add organisational value. But how can they shape their people policies so they’re fit for the future? Andy Moore discovers how they can unhatch their potential and achieve their goals.
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: Financial Insecurity, Hybrid Working, Heart-centred Leadership, Menopause at Work
Click the front cover below to read the latest issue:
Hr NETWORK National Awards 2024: NOMINATIONS OPEN TODAY!!
NOMINATIONS ARE NOW OPEN!!
Nominations for this years Hr NETWORK National Awards 2024 have opened TODAY and this is your chance to RECOGNISE, ACKNOWLEDGE and REWARD your HR Champions of 2024.
Award Categories for 2024
With 18 awards categories in total, which are FREE to enter, the Awards will determine the top performing HR people, teams, projects and organisations in the Scottish people development and management industry. The ‘Nominations Intention’ scheme captures early interest from those intending to nominate and provides support and ongoing updates on all the categories during the nominations process, running from 1st March to 31st May 2024.
Table sales for this year’s awards will be in extremely high demand and organisations wishing to host a table of 10, are strongly advised to secure their table as soon as possible. The winners will be announced at the annual Hr NETWORK Awards Gala Dinner taking place at the hugely impressive Glasgow Hilton on Thursday 14th November 2024.
The Awards categories are judged in two sections, People categories and Project categories:
People
These categories focus on individuals (except for the HR Team category). Judges are looking for exceptional individuals who MUST demonstrate that they are at the top in their respective role.
Projects
These categories focus on projects/specific initiatives that have had a measurable impact in the organisation.
To register your interest in the 2024 nominations process, please email the awards planning team: awards@hrnetworkscotland.co.uk
For information relating to the Gala Dinner which takes place at the Hilton Glasgow on Thursday 10th November 2022, including Table Hosting and Sponsorship, please contact the Awards Planning Team on Tel: 0131 625 3267 or Email: awards@hrnetworkscotland.co.uk
For a full list of categories & criteria, please visit:
– Hr NETWORK AWARDS 2024 CATEGORIES –
LAST CHANCE FOR EARLY BIRD – Hr NETWORK ‘FUTURE LEADERS’ Conference & Exhibition 2024
LAST CHANCE FOR EARLY BIRD – Hr NETWORK ‘FUTURE LEADERS’ Conference & Exhibition #HRNC24 – Thursday 9th May 2024 – BT Murrayfield Stadium
We’d love to see you at this years ‘FUTURE LEADERS’ Conference and Exhibition and if you haven’t done so already, this is your LAST CHANCE to save £40 per booking as the EARLY DISCOUNT ends TODAY!! You can still book your delegate place after today however the cost will increase to £165+VAT per delegate.
SAVE £40 NOW!!! – TODAY ONLY!!
(By booking TODAY*)
The Early Bird discount for each delegate attending the Conference & Exhibition on Thursday 9th May is £125+VAT and we have group booking discounts for groups of 5 delegates or more. Please note that the Early Bird booking discount is available until 29th February 2024. From 1st March 2024, the cost per delegate is £165+VAT.
Delegate Package includes:
- 6 Keynote Speakers (Including 1 Panel Discussion)
- Networking & Exhibitor Area
- Lunch & Refreshments
- Delegate Bag and Goodies
- Official Conference Programme & Delegate List
- Plus much, much more
FUTURE LEADERS
The full list of Keynote Speakers and session details is also available on the Conference page of our website – LINK BELOW.
Keynote Sessions:
- Jane Sparrow, The Culture Builders – Leading Through the Revolution: Equipping leaders to manage themselves and others through change and evolution
- Matt Swarbrick, CMI – Empathy In Leadership: ‘Putting yourself in someone else’s shoes’
- Katie Leveson, BBC Studioworks – LeadershipWorks: Ensuring the right culture, shape and skills are in place for the future of media
- The Big Picture Senior HR Panel Discussion, Chair by Clare Moore: Discussing aspirations, challenges, and expectations of future workplaces
- Jacques Quinio, Right Management – TITLE TO BE ANNOUNCED
- Zara Janjua and Atholl Duncan, The Edge Consultancy – The 7 Secrets of Inspiring Communication: The must-have skill for future leaders
Please note that this is a sample of keynote session themes with many other theme’s being featured at the Conference and the full speaker programme will be published on our website in due course!
(Please note these are topics for the Conference & Exhibition in May 2024 and are subject to change, depending on speaker availability.)
To secure your delegate place/s, and to take advantage of the Early Bird booking discount, please complete the booking form and we will send you joining instructions for the Hr NETWORK ‘Future Leaders’ Conference and Exhibition 2024, which will be emailed to you in due course.
https://hrnetworkjobs.com/events/conference/delegate-booking-form/
If you have any enquiries with reference to the conference, including sponsor and exhibitor opportunities, please do not hesitate to contact the Conference Planning Team on Telephone: 0131 625 3267 or email: subscriptions@hrnetworkscotland.co.uk
WE LOOK FORWARD TO WELCOMING YOU TO THE IN-PERSON CONFERENCE & EXHIBITION on Thursday 9TH MAY 2024.
(*Please note that there is currently a high demand for delegate places at this time and to secure your place and avoid any disappointment, you are encouraged to submit a booking form at your earliest convenience)
One in five neurodivergent employees have experienced harassment or discrimination at work
One in five neurodivergent employees have experienced harassment or discrimination at work
The new report, Neuroinclusion at work, surveyed over 1000 employed adults about their working life, of which 790 identified as neurodivergent. It found that only half of neurodivergent employees feel that either their organisation (52%) or team (54%) has an open and supportive climate, where employees feel able to talk about neurodiversity.
One in five neurodivergent employees surveyed (20%) have experienced harassment or discrimination at work because of their neurodivergence, according to new research from the CIPD, working with corporate neuroinclusion training specialists Uptimize. Neurodiversity refers to natural differences in human brain function and behavioural traits. It’s estimated that as many as 20% of people may be neurodivergent in some way, an umbrella term that can include those with autism, dyslexia, or ADHD. However, despite this potential figure, support and awareness of neurodiversity is lacking in many UK workplaces.
In response, the CIPD and Uptimize are calling on employers to raise awareness of the value of neurodiversity and build open and supportive cultures at work.
The research shows three in 10 (31%) neurodivergent employees surveyed haven’t told their line manager or HR about their neurodivergence. While 44% of this group said it’s a private matter that they don’t want to share, over a third (37%) said they are concerned about people making assumptions based on stereotypes. A third (34%) said they feel there’s too much stigma, 29% said they are concerned about the possible impact on their career and almost a fifth (18%) said they don’t think their organisation would be understanding or offer support.
Dr Jill Miller, senior equality, diversity and inclusion policy adviser at the CIPD, the professional body for HR and people development, commented: “Neurodiversity needs to be a key focus in an organisation’s equality, diversity and inclusion work. The design of workplaces and people management approaches haven’t traditionally considered neurodiversity, meaning many employees may not be able to perform at their best. Action is needed to create neuroinclusive organisations and fairer workplaces, with equality of opportunity for neurodivergent employees, free from harassment and discrimination.”
Cost of Living in the Workplace: The true cost of money worries
Cost of Living in the Workplace: The true cost of money worries
Campaign Against Living Miserably (CALM), a leading suicide prevention charity, and MoneySuperMarket are launching Money Talks, a new campaign to break down the taboo around talking about money, as new research reveals that 8 in 10 UK adults worry about money and a quarter worry about money at least once a day.
Despite this, the research reveals that three quarters of people haven’t talked to anyone about their money worries. One in four (24%) consider talking about money worries to be a bigger taboo than talking about politics (13%), gambling (15%), or mental health (20%).
Almost half (40%) of UK adults also say financial worries have negatively affected their mental health in the last 12 months, leaving people suffering from low mood (41%), feeling guilty about spending on non-essential items (34%), anxious (33%), and lonely or isolated (26%). Over a fifth of people also said they felt feelings of inadequacy (23%) and reduced self-worth (22%).
1 in 2 people are more worried about money than they were 12 months ago with quality of sleep (38%), productivity at work (20%) and relationships with family (18%) and friends (19%) being negatively affected as a result. Over a third of people (36%) have had to use their savings to get by in the last 12 months. Many have stopped doing things they love that help their mental and physical health such as seeing friends (33%), travelling to see family (44%) and giving up small treats that brought them happiness (39%).
The research revealed that the main reasons people don’t share money worries is because they don’t want to be an emotional burden to friends and family (30%), they think money worries are universal and everyone has them (28%), they feel embarrassed (15%), trapped in their financial situation (27%) or they don’t think anybody would be able to help them (16%). All of which can add to mental strain and challenges to mental health.
Over half (51%) said they wish the stigma that surrounds talking about money worries didn’t exist and 16% said information on how to approach conversations around money and mental health would make it easier to open up.
However, people who have spoken about their money worries said they felt supported (55%), relieved (32%) and hopeful (25%) after their conversation. If a friend or family member were to tell them that they were worrying about money, the majority would listen (70%) and be glad they could confide in them (60%).
In response to the research findings, CALM and MoneySuperMarket have joined forces to launch Money Talks – a series of powerful videos and online resources to break down taboos around talking about money, with tips for how to have conversations, and to support mental health and financial know how.
1 in 4 said something that would help them was knowing that they’re not alone in experiencing money worries that affect their mental health. In the Money Talks videos, author Sam Delaney, podcaster Milena Sanchez and social housing activist Kwajo Tweneboa share the impact money worries have had on their mental health and how breaking the taboo and talking about money worries made a difference.
Sam Delaney said: “I used to keep my money worries from my wife, which really impacted my mental health due to bottling everything up. Now we have a very open relationship where we talk about money honestly and it hugely helped.”
Wendy Robinson, Head of Services, Campaign Against Living Miserably (CALM) said: ‘When the cost-of-living crisis began, our services saw a 43% increase in chats about cash, and they’ve remained steady since then. The cost-of-living crisis is having a huge impact on people’s mental health and more people than ever are turning to CALM. This year, we hope to help even more people with potentially lifesaving calls via our helpline and webchat.”
Peter Duffy, CEO of Moneysupermarket Group, said: “We’ve partnered with CALM to support their work to help prevent suicide. Our joint campaign ‘Money Talks’ aims to break the taboo of talking about financial difficulties and suicide, and our Money Talks online hub provides information, guides and tips from MoneySuperMarket’s experts.”
Older employees need to continuously develop their skills to stay motivated
Older employees need to continuously develop their skills to stay motivated
Continuous learning and development in the workplace are key for people’s motivation, reveals new research by the University of Cologne. The study, conducted by Professor Anne Burmeister, investigated the positive and negative effects of workers over 45 seeking knowledge from their younger co-workers.
The findings show that older people seeking knowledge from the younger co-workers leads to higher work motivation and higher workability because they are able to learn something new.
“Old dogs can learn new tricks—in fact, older workers are more motivated at work when they can learn something new from their younger co-workers,” says Professor Burmeister.
However, the research also reveals that seeking knowledge from younger co-workers can be uncomfortable for older employees, and can leave them feeling embarrassed. This is because societal norms view the older workers as the knowledge providers, not the learners. This effect was significantly reduced if older workers had higher levels of positive intergenerational affect.
“Creating opportunities for high-quality contact between employees of different age groups, allowing them to get to know each other and discover similarities can facilitate the development of higher levels of intergenerational affect,” says Professor Burmeister.
The study was published in the Journal of Organisational Behaviour.