The world is our oyster, why choose HR?!

The world is our oyster, why choose HR?

Choosing a career in the 21st century is difficult. We have so much choice!

With STEM subjects at school and then a variety of subjects at a levels, university and the array of apprenticeships available; the world is our oyster.

My personal HR journey is that I studied the usual subjects at school, then selected maths, english and business for a-levels. The careers advice at school and college was poor – I had no guidance on what my career options were. I felt my only option was to attend university and study a broad topic – I selected Business Management.

A requirement of the university course I attended was to complete an internship. Again, with no support and guidance, the method I used to select an internship was ‘which university module did I enjoy most?’ – HR.

I was lucky enough to secure a HR placement at a large organisation and my opportunities and exposure has been why I have succeeded within my HR career in such a short space of time.

My journey is one path to HR; however there are also other paths which a number of my colleagues have successfully followed.

One path is to secure a HR apprenticeship – there are a number of successful apprenticeship schemes in HR which enable you to study your CIPD and learn HR on the job. An apprenticeship is so valuable. You get to work in a live environment alongside experienced colleagues while learning the key skills to move your career and learning forward.

To apply for an apprenticeship, visit the GOV.UK apprenticeship website.

An alternate option is to study your CIPD before securing a HR role or once you have secured a HR role. This option will allow you to secure the theoretical knowledge before or while you experience the world of HR. This route is also flexible with evening classes, distance learning or online learning for people who require flexibility. Once you have completed the course you will be a recognised CIPD professional with a qualification. It is important to note that some organisations will fund this route.

Find out more from the CIPD website about the range of qualifications and your study options.

So why choose a career in HR?

A role in HR is exciting, everyday is different. Not only do you get to interact with people everyday, you get to meet different people. Connecting with various personalities and backgrounds keeps you on your toes and you learn so much about others, but most importantly how to vary your style.

Being in HR allows you to create value for an organisation and/or individual. There is a weird little feeling of satisfaction that you get when you find that synergy between business and people.

I’ve experienced how you can improve organisations and teams. But, there is something really fulfilling about improving someone’s career and seeing your hard work and commitment come to fruition.

If you are looking to progress your HR career or even kick start your HR career – please get in touch, I’d be happy to chat.

Gender Pay Reporting

It was thought that the Equal Pay Act 1970 would promote the issue of equal pay and opportunity to the forefront of public awareness; yet, organisations still face an issue regarding equality 40 years later.

Throwback to April 2016

“It is 2016. I am perplexed as to why it is acceptable for pay to be determined by gender.”

The introduction of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, enforces organisations with 250 or more employees to start reviewing and publishing their six calculations. These calculations are introduced so that each organisation can demonstrate the current situation regarding gender equality.

Most importantly the regulation, has pushed the matter of equality to the forefront instigating employers and employees to consider the current issues.

Current situation

Ten months has passed since the Gender Pay Reporting snapshot date.

In spite of the ten months window there are only 1000 organisation who have published their results and the majority of organisations are still to report: the pace is slow.

Why is this? Are organisations not prepared? Are they waiting to blend in? Are they seeing what their competitors are doing? Are they, perhaps, ashamed to share their results?

The deadline of the 4th of April 2018 is now fast approaching. In reality, this is less than 45 days: organisations need to get a move on.

Although I don’t believe the reporting requirements are the most appropriate way of calculating the equality issues, or do I believe it will drive the right behaviours, I do believe that the equality gap is significant.

The organisations that have reported claim the gender pay gap is because men predominantly occupy senior roles and women predominantly occupy lower-paid administrative roles. There is also a focus on cultural issues, as well as issues that have derived from the lack of women studying STEM (science, technology, engineering as mathematics) subjects.

Personally, I attribute the gap to:

– Implicit or unconscious bias whereby our brains make incredibly quick judgments and assessments of people and situations without us realising

– Old fashioned employees and their prejudices.

– Maternity related factors such as: women returning to work in lower level roles after having a family to balance work and children, the lack of integration when women return to work, the missed opportunities due to having a family, and women usually being the main parent.

– Senior levels occupied by males.

– Lower paid roles dominated by females.

– Bonus schemes which award senior employees, who which are the majority male, more than the rest of the workforce

– Females taking salary sacrifice arrangements.

No matter the reason, there is an obvious and significant equality gap and we must do something about it.

So, what dies the future hold?

The April 2018 snapshot date will soon be here. Obviously, I am interested to see all the April 2018 results and they will provide an interesting insight into the progression of this situation.

However, with so few organisations only just reporting for the previous 2017 snapshot date, I am intrigued to see whether the data will shift by the time we reach April 2019, and what the progress of the initiatives to close the gap will look like. An analysis of this will follow.

So, is gender a stepping-stone to wider equality? Is the problem of equality restricted to gender? When will other legislation be introduced to encourage organisations to consider other equality gaps?

Gender is one very small part of the jigsaw. Watch this space.

When conducting the gender pay gap analysis the resources I have found useful are:

The results

Acas advice and guidance on gender pay reporting

The CIPD Guide on gender pay reporting

Find out the gender pay gap for your job

Various webinars – they are always a useful tool for up skilling.

Welcome to theHRwebb

Welcome to theHRwebb.

After years of reading other HR blogs and being inspired by numerous HR professionals I’ve always wanted to start blogging – yet never believed I was capable. Ive always had confidence in my HR knowledge but doubted my ability to articulate my thoughts – but as practice makes perfect where better to start.

I’ll be honest, I’m rather nervous about embarking on this new chapter and challenge but hope over time I’ll be able to write some interesting blogs. I am excited to see theHRwebb develop.

So thanks for reading theHRwebb premiere and I hope you enjoy following me on my journey to becoming a blogger.

Meanwhile, I apologise for the blogs that make no sense or are full of spelling and grammatical errors.