“Thousands of jobs & no one to fill them” – can that really be true?

https://www.bbc.co.uk/news/business-57349802  This features a report by KPMG on the situation UK PLC finds itself in: “thousands of job vacancies but no people to fill them” How can that be so?

In other reports from @BBC we know there are 1.7m unemployed and over 4m on furlough who may not have jobs to return to when furlough finally ends.

There seems a huge disconnect.

From the people I’ve spoken to over the past fourteen months I think there’s an elephant in the room we are not addressing.  Fear.  

Fear of stepping outside their door.

Fear of leaving their family.

Fear of stepping onto public transport.

Fear of walking into a new environment.

Fear of getting to learn a new role.

Fear of a new routine

Fear of not being respected by colleagues

Fear of not ‘gelling’ with the team/management

Fear of losing this new job

Fear of failing

There is an expectation employers will address this fear. Those integrating the new ISO45003 guidelines will go a long way to achieving this. Using Growing Talent to gain new talent will see them go even further in achieving the goal of sustainable new talent who have grown into the available role through the methods taught on Growing Talent to flourishing adding real value to everyone.

If you have a real job to fill, why not consider www.growing-talent.co.uk?  It’s completely free and not a Government funded programme. 

The global pandemic has seen businesses change the way they operate to get the results they want. 

Isn’t now the time to change the way you recruit to reveal those hidden gems of talent you’ve potentially been missing?

#psychosocial #risks #business #leadership #talent #socialmobility #inclusion #diversity

What has fairy tales got to do with business?

Everything if we want workplaces, people, profits, brand reputation to flourish.

After reading the Stevenson Farmer 2017 report ‘Thriving at Work”, the ISO45003 new international standard guidelines “Psychological Health & Safety at Work – Guidelines for Managing Psychosocial Risks” and CIPD’s April 2021 member’s survey report it’s clear business has to slay a few dragons to truly thrive.

Let’s look at those three core pieces of work a little more closely. What are the core results of each?

Thriving At Work – 2017

  • 300,000 staff lose their jobs each year through longer term mental health – far higher than those who have lost their role through physical issues.
  • Around 15% of staff have symptoms of mental ill health
  • Over half the cost to employers estimated £33bn-£42bn is due to presenteeism
  • Deloitte’s estimated for every £1 invested in management training for workplace mental health and wellbeing the return is £9.98
  • Only 11% of staff discussed a recent mental ill health issue with their line manager
  • Staff fear disclosing will lead to discrimination. Line managers fear getting involved will make matters worse.
  • Only 11% of the Top 100 companies disclose their initiatives for wellbeing and mental health in their annual reports.

ISO45003 – guidance notes available now. Certification available later in 2021

  • Understand and identify what is a psychosocial risk/hazard, then mitigate it – ISO 3.1
  • Understand legal requirements – ISO 4.1.1
  • Ensure appointed staff to be first aiders and listening ears for mental health and wellbeing are not only trained but competent too – ISO 8.2(B)
  • Address staff working location – isolation, IT issues – home working responsibility – ISO 4.1.3
  • Management of change – ISO 8.1.3
  • Return to work – psychosocial risk assessment – ISO8.3
  • Emergency response -(examples – terror acts, dismissal, suicide) ISO 8.2
  • Ensure staff can identify signs in themselves of psychosocial risks – ISO 8.1.25

CIPD April 2021 Report – member survey

  • Financial wellbeing is still lacking. Only 19% of companies have financial wellbeing information in place
  • Employers’ are the key financial provider to their employees and should have a menu of information/training to reflect the make-up of their staff to reflect key requirements.
  • Just over 77% of respondents believe their company is actively promoting positive mental health and wellbeing BUT less than half of these felt it was effective.
  • Many employees don’t feel their managers are comfortable supporting someone experiencing a mental health issue.
  • Stress remains the biggest issue for staff. 71% of staff said they had taken sick days due to workplace stress. This percentage rose to 91% for companies over 250 staff.
  • COVID has been the. biggest cause of workplace stress
  • In November 2020 Mind said more people had experienced a mental health crisis than ever previously recorded pre-Covid.
  • Overwhelming majority of respondents have observed presenteeism – 75% in the workplace and 77% whilst working at home over the past 12 months.
  • Seven in 10 people have observed leaveism – working outside contracted hours, during annual leave.

Conclusion

Clearly there are many adults from all backgrounds experiencing their own ‘dragons’. The snapshots of the above three documents show employers’ role in slaying those dragons are clear.

Having worked in the field of training in positive mental health, wellbeing, resilience building, finance building blocks for a great many years, I’ve seen a shift from some employers keen to address some of this and roll out training. 

But is it the right training? For well over the 10 years I was involved in MHFAEngland whose mission is to ‘train 1:10 of the population’ in their reactive first aider programme. 

But what if the wrong people are being trained? 

If staff do not feel their line manager is comfortable speaking about mental ill health issues, they won’t disclose even when they know that manager has been trained. First Aider programmes inform on what to do when something has happened. They don’t inform how to build resilience, improve wellbeing, mitigate psychosocial risks. I-act does. Check out what is covered in i-act’s courses and make sure you are buying something as robust when looking at mental health and wellbeing training in your workplace:

1.     Bespoke courses for both those managing teams and those not 

2.     Accredited by Royal College of Psychiatrists and carries CPD points

3.     Proactive – teaches resilience building not just reactive when there is an issue

4.     Those receiving the training improve the quality of their own lives, those around them and makes the workplace inclusive and resilient

5.     Evidence based, systematically reviewed every three years

6.     Both courses have an accompanying 168 page evidenced-based training manual, toolkit and resource pack 

7.     Participants gain access to i-act’s website to download resources

8.     Virtual delivery – saves time, money and anxiety for staff who find travelling difficult

9.     Has over 50 practical step-by-step tools and over 95 organisations to refer to

10.  Can be delivered nationally and internationally – ideal for global organisations wanting uniform training

11.  Whilst it teaches how to support someone in distress, it uniquely focuses on improving wellbeing and building resilience to reduce the risk of becoming unwell – hence the name i-act rather than re-act.

12.  Has unique evaluation and development tools for those team members supporting other team members so collectively the pillars give the acronym of i-acted:

I – Improve wellbeing

A – Advocate help and signpost

C – Connect with people

T – Take tools and advice

E – Evaluate and monitor

D – Develop further

If you are interested in learning more to grow the resilience of your business and teams, don’t hesitate to contact me.

Are employers solidifying employees’ fears?

The BBC News online featured a piece from the PCS (Public & Commercial Services) union today whose research suggest the majority of JobCentre Plus staff fear returning to their offices. Out of 1,299 members the PCS surveyed, their results shared showed 3 in 5 workers want to continue working at home and are fearful of returning to the workplace due to Covid.

PCS claim they should be allowed to continue to work from home as they’ve proved this is effective during Covid restrictions. Mark Serwotka, General Secretary of PCS union warned industrial action could follow.

The fear of returning to the workplace after so long working from home or on furlough during Covid will be many employees’ fears and this is something their employers need to address BEFORE they are asked to return.

There is so much fake news on social media and possibly amongst friends, families and community leaders. Add in the continuous illogical updates from Government, it becomes completely understandable the fear that can be brewing. Trouble is, this fear and be intrusive and longterm.

We all know facing our fears are the only way to conquer them. If we give in to this, anxiety, isolation, debilitation will grow and possibly cripple individuals, business and communities.

As individuals we have to find evidence from experts we trust to enable us to make decisions and resist listening to opinions/views of non-experts.

JobCentre Plus staff do a difficult job supporting the most vulnerable in our communities. If they go on strike, what happens to those in dire circumstances?

If Employers don’t support their employees to overcome their fears and gain confidence to living their lives to the full again – what happens to those employees? Remember not every person has gone through the pandemic living in a nice, safe home, in happy, nurturing relationships. For the majority, it’s been one of the hardest, loneliest periods of their lives.

Business is a core part of our lives and communities. If businesses aren’t flourishing, growing and employing people, taxes aren’t being paid to support the vulnerable, provide healthcare, education etc. Where will the money for these come from?

For many businesses, continued working from home for their employees won’t be tenable. If work can be done from home, might some employers start to ask why can’t it be outsourced overseas to a cheaper workforce?

Giving in to fear is not an option. As actor Will Smith said some time ago –

“Success lies on the other side of fear”

What say you?

When the noise gets too much

Many employers have recognised the need to ensure mental wellbeing and resilience in their teams. Some have done a colossal amount of workshops on various aspects of these key areas of human function.

However, too much can be as bad as not enough! It can end up being ‘white noise’. At this stage, nothing penetrates the conscious of some individuals who may have switched off – and likely rolled their eyes.

A menu of options is the best way of ensuring optimum, flourishing staff. Giving an insight into each workshop/course, content and benefit enables the team to decide what is right for them rather than having to do everything.

After discussions with a client this week, we’ve devised a Zoom ‘Open Mic’ programme of events. Non-management teams from different parts of the business will be offered weekly sessions during working hours where they can talk about anything they want. They can just listen and not contribute. Or they can choose not to dial in. Or they can enthusiastically contribute topics they want discussed. Thing is, they know this is their space where they can talk openly, safely and without judgement about anything that’s on their minds. They may not get the answers they seek but they will get the space and time to think which will give them clarity and energy to deal with what’s on their minds themselves.

I’m excited to be involved in something as innovative as this for this employer. In my work, I’ve seen the power of giving a platform to someone they can talk openly and in confidence they won’t be judged. They always seem to gain a calmness which enables them to see the solution that is right for them.

If our children are growing up hungry – where are businesses getting their future talent from?

Listening to the radio this morning, the above question jumped into my head. I have my solution at the end of this post. What would be your thoughts?

Time for us all to have an uncomfortable conversation maybe?

The radio feature was on free school meals and the excellent spotlight the footballer Marcus Rashford has shone on this.

Children going hungry is shamefully not a new problem for the UK. Following the end of WWII, free school meals were introduced to ensure no child went hungry. Bearing in mind this was a time when food additives, were a lot less intensive than they are now. Basic, nutritional food that ensured healthy growth for all children in the UK was the norm.

Over the following years, we seemed to lose this ‘collective’ thinking that we are all responsible for the health of the next generation.

I well remember the endeavours of chef Jamie Oliver from 2004 to address putting ‘nutrition’ back into school dinners cost effectively. This would ensure concentration in lessons resulting ultimately in social mobility. Education on an empty stomach is totally non-productive and a complete waste of money. Children can’t concentrate with their stomachs rumbling. As adults, we know when we’re hungry we can think of nothing else. Why would we think it’s different for children?

The radio feature this morning spoke about Jamie’s work and the fact two of his chefs are working in Schools in Greenwich to help feed children nutritionally during school holidays.

Marcus has re-foccused the spotlight back on the need to feed vulnerable children during school holidays as parents struggle through coronavirus.

Many parents will feed their children fast foods because they are cheap. Quantity is better than quality thinking. We know fresh food doesn’t have to be expensive. It does take effort to buy and prepare especially when trying to hold down a number of poorly paid jobs to provide a secure home.

A few of ideas spring to my mind:

  1. Tax cheap, fast food so it becomes a ‘treat’ and heavily discount fresh foods so they become the norm.
  2. I know from experience many families won’t apply for help even when they are entitled. Pride gets in the way. Radical thought here – provide free school meals for every child so not one child is ‘singled’ out as being ‘poor’. From 5-18. Schools become community hubs. Open through school holidays. This would create:

a. Employment throughout the UK

b. Community cohesion

c. Brain power amongst all our children to take advantage of education, realise their dreams, become the innovators of tomorrow, feeding our businesses making the UK a vibrant country of integrity for all.

Of course there would be a huge cost for this. But, what is the cost of not doing it?

As a business owner, I’d be in favour of increased taxes if they were going to this worthwhile cause. I wonder if very wealthy people, would be willing to make annual donations to this cause and write this off against their taxes? Some people earn telephone number salaries and are reluctant to pay HMRC. No one likes paying taxes. But if part of their taxes went to a specific cause like this, would their attitude change if they could see the good they are doing?

A minority of the UK are living in a bubble where they have so much money they will never be able to spend it. Maybe social taxation could be the answer.

Maybe it’s time to do something radical and something different.

What would be your thoughts?

Growing Talent 25 has completed…… bring on GT26!

In January, we started off with 40 enthused, unemployed people applying for Growing Talent.  Following the Employer Speed Dating held mid-January, 15 were selected by employers for a 1-2-1 second stage meeting.  Offers were made, some rejected so we commenced Growing Talent 25 with three participants from diverse backgrounds who all shared one thing in common – they wanted to work!

 

Michelle & Tara from PwC joined the session and selected Annarita , below, to join them!

This is a big departure for Annarita.  Following a background in textile design she is now part of PwC’s secretarial community.

 

Kate – a regular recruiter on Growing Talent – from Firmdale Hotels, selected Kerry to join their Haymarket hotel within the housekeeping team.  Kerry is loving the role and already got her eye on progression not to mention the staff perks!

 

Annarita & Kerry – trained first aiders in Mental Health during the holistic part of Growing Talent.

 

Lastly, Sergio and Lina from ISS selected Nazzarriey to join their waste and segregation team.  Naazzaariey – seen below with Kerry is getting used to the routine of working and planning things she can do with her wages….

 

 

We wish them well on their adventures ahead now they have a regular salary coming in…..

Highlights of their journey include:

Awaiting feedback on their excellent Social Enterprise presentation and more importantly the winner!

 

Emma from Unravelling Minds showing how art helps with wellbeing….

 

Lesley mid-flow delivering her 3Rs – techniques for staying healthy in the workplace.

 

This is one of the few times Growing Talent has experienced 100% who started completed and went into work!  Great outcome for all…

 

What does the road ahead hold for them? who knows – but that’s part of the excitement of life – right?

The 26th programme starts in March…. watch this space!

 

Employer Speed Dating at Growing Talent 22!

Monday 10 June saw the 22nd speed dating event with employers at Etc Venues in Eastcheap.  Employers present looking for new talent to grow into their roles included Park Plaza Hotel – Westminster, Club Quarters Hotel – Trafalgar Square, ISS at More London, Firmdale Hotels, Red Personnel, Pertemps and Ballymore who pulled out just before the start due to sickness.

 

Over 20 people were selected by employers to go forward to the second stage.  Helping Firmdale Hotels with their selection was Heavenly – who was on Growing Talent 21! Heavenly is below with Firmdale’s Recruitment Manager, and longtime supporter of Growing Talent – Dan.

 

IMG_8785.JPG

Helping Red Personnel from Growing Talent 20 was Abe pictured below with Jamie….

Red Jamie and Abe

Helping with logistic on the day featured below were l-r were Jacquie and Anna – leads for Growing Talent at JobCentre Plus, Sam a new manager from JCP and Shennell wo was on Growing Talent 6 and always returns to support and encourage others when she can.

 

Shennel and JCP

Following second stage employer selection, we welcomed 10 new Growing Talent Associates:

 

Brandon & Sheldon – joining Pertemps

James – joining Red Personnel

Miyuki, Stephan, Jordan & Stephen – joining ISS

Calum and Romain joining Park Plaza Hotel at Westminster

Michael – joined Churchill Services – a late comer

 

Check out the Orientation Week to see how they got on!  Thanks to everyone involved for making it a great event!

When you think it’s going horribly wrong……

At the start of Growing Talent 22 I was really concerned about the few applicants referred from JobCentre Plus.  Would it be worth running the programme? where the media reports of over 2 million workless households in the UK all outside of London?  It costs so much to run each programme – currently c£3,200 per head for a group of 10 – was it cost effective to keep running it?

 

Luckily the funders have always said ‘yes – even if one person gets a job, it’s the right thing to do’.

 

After a slow start, the applications started flowing in.  Over 55 from South London District alone and a few more from North London.  Sadly West and East districts did not refer anyone.  Shame as there is a permanent job at the start of the Growing Talent Journey for all selected by employers to take part.

 

So a full week of 1-2-1 compatibility meetings are scheduled this week.  If yesterday’s schedule is anything to go by, there is so much eager talent ready for development by an employer.

 

Check back to see who gets selected at our Employer Speed Dating event on 10 June where employers including Ballymore, ISS, Firmdale, Club Quarters, Park Plaza Hotel, Pertemps & Red Personnel will be looking for their new talent.

Qualified #MentalHealthFirstAiders!

As part of Growing Talent we deliver the global Mental Health First Aider qualification for every Growing Talent Associate on the programme and invite some of the employer managers as well.

 

This intense course makes up the first two days of the Holistic Week, which for Growing Talent 21 was 29 and 30 April 2019.

 

The course teaches confidence and awareness in recognising a change in someone, starting a conversation, signposting on to appropriate help and – vitally – self care.

 

The first day sets the solid foundation of the work of mental health covering legislation, the start of MHFA in Australia the spread throughout the globe, depression and suicide.  The five global steps of intervention are introduced and used throughout the day.  ALGEE is fundamental in remembering the process to support someone and ourselves.  Keen to ensure there is no communication misunderstanding, I introduce ‘reflect back’ from the start of the MHFA course.  After listening, it’s essential in my opinion to reflect back what we’ve heard to ensure we have the facts.  Especially crucial when raising suicidal thoughts.  Day two covers anxiety, personality and eating disorders as well as psychosis – focussing on BiPolar and Schizophrenia.

 

Shennell joined us for the week to support and encourage the guys.  She did Growing Talent some four years ago.  She took a photo of her original manual and the current one for comparison.

 

 

We all agreed the new manual is a big improvement and a gym workout as well!

 

So after two exhausting days, what did the Growing Talent Associates and employers think?

 

“Intense course but essential in today’s society”

“This course has exceeded by expectations.”

“I’ve learnt a deeper understanding of mental illness and methods to support”

“This course gave me a better understanding of mental ill health”

“I can now empathise what a person may go through”

“It has changed my approach to mental health.”

“My confidence has increased a lot.  I can now understand rather than judge people”

“I have learnt so much”

“A very insightful two days”

“I now have the knowledge  to support someone and keep myself safe”

“A brilliant course.  Please continue to teach it”

 

There was unanimous agreement on increased knowledge, tools learnt, fear factor greatly reduced and confidence to plan, start and signpost a conversation with someone struggling.

 

A great day at the office then!

 

All delegates were given the homework to spend one hour on themselves before returning on Wednesday for the continuance of the Holistic Week.

 

We should all take time to nurture ourselves.  Don’t you agree?

 

Doing the right thing or risking a lawsuit? Food for thought?

As a Mental Health Instructor for over 10 years, I am enthused to see the growth towards seeing and respecting mental health in in the same way we see and respect physical health.  Everyone is comfortable enquiring if a cold is better – not quite so comfortable asking how someone is feeling on their return to work after say depression.

 

The internet is full of well intentioned plans and events to raise the bar in talking about mental health and I see more employers supporting events like #MHAW2019 – Mental Health Awareness Week which starts 13 May.  Really great intentions.

 

But is there a risk of being sued under the Equalities Act 2010 and taken to Employment Tribunal?

 

Some of the employers I know allow all staff, regardless of screening to see if they are equipped to listen to someone else’s pain, to be a ‘listening ear’.

 

You don’t know what you are going to hear when you sit down to listen to someone struggling.  It can be an emotive area the listener has strong views on – such as self-harm.  Even if they can listen without judging – are they knowledgeable on how to signpost someone on? do they know how to take care of themselves after listening to someone’s pain?

 

I feel very strongly that we should be talking more openly in every day conversations about all human issues especially mental health.  But I feel just as strongly that we need to train those listeners how to listen, signpost and look after themselves.

 

Why not have a #MHAAT (Mental Health Aware And Trained) badge for trained employees to wear all year – not just one week.  Wouldn’t we make more of an impact and reduce the risk of a challenge under the Equalities Act at Employment Tribunal?

 

What do you think?