Six steps to reduce your carbon footprint at work

There’s an ever-increasing corporate focus on climate change. That’s because we all have a responsibility for protecting the environment. Understanding what your organisation can do to make a real and achievable reduction in carbon footprint can be tricky. That’s why we’ve outlined six actionable steps to help reduce your carbon footprint at work. 

All companies (but especially SMEs) can make a real difference

The UK business sector is responsible for around a 18% of all greenhouse emissions produced by the UK. While 18% may seem like a small contribution, remember that the UK is the fifth largest contributor to climate change globally. So that 18% really counts.

We might think that only large companies can achieve a real difference when it comes to carbon footprint reductions. And to a certain extent that’s true. 

A 2017 report found that just 100 companies are responsible for more than 70% of the world’s emissions.

However, according to new research by the British Business Bank, smaller businesses account for between 43% to 53% of all greenhouse gas emissions produced by UK businesses.

Given that over 99% of all UK businesses are SMEs, this highlights the collective impact of those businesses and their employees. This means that every company can and should make a positive contribution to carbon footprint reduction. 

Corporate impact on the environment is far-reaching

Some aspects of business operations, like logistics, are easily linked to their carbon footprint print. But other aspects are less obvious.

1. Increased consumption of non-renewable resources

Non-renewable resources not only increase greenhouse emissions, they also release toxic pollutants into the soil and atmosphere. Many buildings are made from non-renewable sources such as concrete, bricks and clay.

2. Higher levels of pollution

Heating and air conditioning units pump gas emissions into the air. The burning of fossil fuels contributes to about 89% of greenhouse emissions and is the main contributor to climate change.

3. Waste

Offices produce vast amounts of paper. Even if much of it is recycled, still more winds up in landfill or is incinerated. Incineration releases vast amounts of C02 into the atmosphere.

4. Loss of natural habitats

Clearing our greenspaces and pushing human activity ever outwards from cities is affecting the natural environment. As a result, we’re seeing a reduction in wildlife numbers. The endangered bumble bee is a poignant example of this.

5. Harmful chemicals

Non-recyclable waste such as computers and photocopiers typically end up in landfills. They don’t break down and can leach harmful chemicals into the ground and water.

6. Transport

Transport and the commute to work contribute 27% to the UK’s total emissions of greenhouse gases. This makes transport one of the key contributors that we should be working hard to reduce.  

Are net zero aspirations realistic (or even beneficial)?  

Action to mitigate the impacts of climate change is at a tipping point. It’s crucial for smaller business owners (as well as individual employees) to feel empowered, informed and supported in reducing the carbon footprint of their business.

Some fear that the actions required to reach net zero could have a negative impact on business. However, a report by Mckinsey suggests this isn’t true. 

In fact, as the global economy transforms, businesses would see numerous benefits by switching to zero carbon. Among these benefits are:

1. Lower energy costs;
2. Operational costs savings;
3. Increased resilience; and 
4. An improved reputation among customer bases.

The Race to Zero can feel overwhelming

To bring businesses on board to the net zero way, the UN launched the Race to Zero campaign in June 2020. The campaign aims to ensure that businesses and investors worldwide work together to reach a zero-carbon future that also creates jobs and maintains sustainable growth.

However, according you a YouGov survey, only 29% of UK businesses have joined the campaign. In addition, 50% of UK senior business decision makers say they have no net zero strategy

42% of those surveyed say they’re overwhelmed by the steps they need to take to reach the net zero goal. We get it. It can seem overwhelming, so let’s break it down.

Actionable steps to help reduce your carbon footprint at work 

1. Reduce waste

Wrapping sandwiches in cling film? Think again. In 2021 it was estimated that UK households use 1.2 billion metres of clingfilm a year. That’s a lot of single-use plastic waste. 

So what alternatives are there?

• Beeswax food wrapping, which is reusable. 
• Paper snack and sandwich bags (some of which are also compostable). 
• Silicone food lids which are useful for covering food stored in the office fridge.

2. Reduce power usage

Many offices leave their computers and photocopiers on standby overnight or over the weekend. This only increases electricity bills but also consider that the more power your office uses, the higher your carbon footprint. 

How can you reduce your power usage?

• Turn off lights when not in use or consider installing sensors. 
• Turn off printers and other machines at the end of each day.
• Consider having photocopier-free or no-print days. 

3. The commute

It’s tempting to drive, especially when the weather is unpleasant. But commuting is responsible for vast quantities of carbon emissions, and we really need to take decisive action. Here are some suggestions to consider: 

• Opt for sustainable transportation.
• If your company allows it, work from home or opt for hybrid working.
• Consider car-pooling with colleagues once a week.
• Use public transport. 
• Invest in a bike. Biking to work will mean you can skip the gym too!

4. Recycling

Waste from offices can be huge, when you consider aspects like printing and packaging from take-out lunches. But another big area of waste is IT equipment – much of which can’t be recycled. 

These forms of waste can be a significant contributor to your carbon footprint. Here are some positive steps you can take:

• Have a recycling bin in the office. There is very little that can’t be recycled today.
• When computers and electronics reach end of life, consider contacting local charities that might be able to use them. 
• There are companies that specialise in recycling computers and other IT equipment.

5. Water bottles

Bringing drinks bottles made from single use plastic into work can soon add up. Many companies provide bottles of water in meeting rooms, when really there’s no need. So what could you do instead?

• Consider buying a reusable water bottle and ditching the plastic one (in the recycle bin or course!) 
• For an employer-led initiative, consider giving employees a branded company water bottle.
• Use jugs and glasses for meetings that can be washed and used over and over again.

6. Green days: A chance to bond and help the environment

Another way to reduce your carbon footprint is by off-setting your current activities. This has become quite popular with carbon-offset flights. But it’s possible to do something on a corporate level too:

• Why not support team building by hosting a team tree planting event. Trees help combat global warming by absorbing CO2.
• Join the Plastic Pledge and challenge the office to go for a month without using plastic utensils.
• Clean up your local area with a litter pick. 
• Plant flower boxes that attract bees and generate more wildlife habitats.

Green and environmental events organised by outside companies are also a simple but fun way of incorporating team building and boosting your green credentials. Boosting these credentials was the second biggest driver (60%) for UK companies joining the race to net zero campaign.

Find out more about the Net Zero campaign and how your company can join.

Key takeaways

• Corporations, SMEs, employers, and employees all have a role to play.
• Achieving net zero can create more jobs and lead to sustainable growth.
• Simple actions have far reaching consequences and can make a big difference.

Recruitment tips for 2022: Tips to stand out from the masses

Against the backdrop of a nationwide recruitment crisis affecting most industries, finding and hiring the right talent can seem like an ongoing battle for recruiters. Want to fill your roles faster? Follow these recruitment tips for 2022 and help your business flourish.  

What’s causing the UK’s recruitment crisis?

As you ponder how to find candidates to fill your vacancies, you’re no doubt experiencing some challenges. You’re certainly not alone. 

In September 2021, a record 1.2 million job vacancies were recorded in the UK. Figures show that between February 2021 and February 2022, the number of professionals applying for vacancies fell by 37% while vacancies themselves spiked by 52%.

COVID-19 and Brexit: Tearing up the recruitment rulebook 

Of course, the impact of COVID-19 is a contributing factor and tore up much of the old recruitment rulebook. Hiring in a post-COVID world just isn’t the same as it used to be. 

However, other factors come into play too, including the impact of Brexit. The end of free movement led to a wave of EU nationals returning to their home countries and leaving job vacancies behind. Coupled with the skills shortage and suddenly the outlook is less than positive.

Organisations are struggling to attract candidates during what is probably one of the most challenging times in recruitment history. That makes now the ideal time to steer a new direction for your recruitment strategy to give your organisation the best chance of securing the right employees for your vacant roles. 

Stay agile to recruit more effectively 

Adjusting to the new normal means recruitment tips for 2022 are a far cry from those of the past. Changing trends combined with a profoundly new workforce outlook means organisations need to stay agile with their recruitment strategies. 

Let’s take a look at some strategic steps your HR team can take to elevate your company above the rest. 

1. Tell your company’s story 

Standing out from other companies isn’t always easy. So take some time to really consider what makes you different. 

Focus on your organisation’s uniqueness, its character, and its foundations. Did the idea for your company start in an interesting place or situation? Be sure to tell your company story in an engaging way that makes others want to be part of it. 

Bonus tip:

If you don’t know your company’s history, try speaking informally to the founders, owners, or CEO. It’s the small, unique details that can have the greatest impact. 

2. Showcase job security and employee flexibility 

When it comes to recruiting, a good salary certainly helps. But it’s definitely not the driving factor for all candidates. Research from a YouGov survey reveals that:

• 51% of people rate job security as being most important to them. 
• 40% of people state that flexibility is what matters most to them.
• Only 32% state that pay is their primary concern. 

What does this mean for your organisation during this recruitment crisis? Well, it shows that candidate attraction strategies need to focus on job security and clearly show other benefits that denote employee flexibility. Some of these benefits could include:

• Flexible working hours.
• Mix of office and working from home.
• Flexible pay via access to earned wages or on-demand pay.
• Generous holiday allowance.
• Plenty of opportunities to upskill and progress. 

Bonus tip:

On-demand pay from Openwage gives employees the flexibility to choose when they get paid. As on-demand pay is still relatively new, it’s a great perk that can help your company stand out from competitors.  

3. Be human

With the pressure to fill multiple vacancies and an increased reliance on HR technology, there’s a danger that the recruitment process may come across as being a little robotic. 

While there’s no doubt that HR tech can help drive recruitment success, showing your human side during the recruitment process can be a deal-breaker for candidates. 

From your job advert, to the very first point of contact and throughout the interview phase, you have plenty of chances to allow the human side of your organisation to shine. But how can you truly engage with candidates?

• Avoid overly corporate language in your job adverts. You’re appealing to humans, so speak like one!
• Show genuine interest in your applicants. Yes you’re assessing their professional skills, but take the time to get to know and understand them on a more personal level. They’ll remember you for it.
• Don’t leave candidates hanging. Ignoring their emails or messages will only drive them away. Nobody likes to feel ignored. 

Bonus tip:

Put yourself in your candidates’ shoes. How would you like to be treated if you were them?

4. Get social 

We all understand the power of social media. But most companies aren’t aware of the immense benefits it can offer when it comes to talent attraction strategies. One of the best recruitment tips for 2022 is to leverage social media to recruit. 

Using social media to tell your story and show what life is like at your company can be an eye-opening experience. Showcasing your company or employer brand helps candidates understand the way you work and whether they’re a good fit for you. 

Knowledge is key here. Find out where your desired audience hangs out online and target that platform. Here’s a snapshot of several social platforms and the typical age range of users:

• Facebook’s largest user group are those aged 25 to 35.
• Instagram is similar to Facebook, however 18 to 24-year-olds come a close second on Instagram.
• On TikTok, it’s 10 to 19-year-olds whom dominate this platform.
• Twitter users are mainly in the 18 to 29-year-old bracket.
• LinkedIn’s largest group is made up of 25 to 34-year-olds.

To get the best out of recruiting via social media, be human, be regular, and be honest to build trust and engage prospective candidates. Spend time creating content that’s engaging and gives a real insight into your company.

Bonus tip:

To get more eyes on your content, you may need to invest in paid ads (also called ‘boosted’ or ‘sponsored’ posts).

5. Promote your values

We’ve already seen the evidence that shows that candidates aren’t only interested in the pay that you offer. So when looking at how to attract candidates, you need to be loud and proud about your company values. 

Younger generations are more focused on finding an organisation that aligns to their own values than any other time in history. Yes, the top talent is seeking great opportunities. But they’re also striving to find a place they feel they belong. 

Typically, many organisations keep their values as internal mechanisms and don’t think about communicating them externally. Many overlook them when it comes to recruitment strategies when actually they can be a useful tool. 

Bonus tip:

Make sure your values are easily visible on your website, on your social media profiles, press releases, and anywhere else where you’re painting a picture of your organisation. 

6. Think beyond the job offer

So you’ve worked hard to attract multiple applicants and assess them. You’ve found your dream candidate, offered them the position and (hooray!) they’ve accepted the job. But then what? 

The thrill of the chase means that recruiting employees often takes precedence over retaining them. But a balance is needed.

If your focus is all on recruiting then you may be more likely to find yourself repeating the process sooner than you wanted. That’s because without an effective retention strategy, employee turnover will rise. 

Consequently, your organisation needs to put as much focus on retention as recruitment to attain those highly-sought after low-levels of staff attrition. 

Bonus tip:

Check out these ten things that employees want but rarely ask for to help boost your retention rates.

Final thoughts 

Thinking differently about how you attract candidates using these recruitment tips for 2022 will edge you closer to your target of filling vacant roles faster. 

By improving the image you project of your company, you’ll establish a positive employer brand. This will mean you’re more likely to attract engaged, suitable candidates even before the job advert gets posted. 

To find out more about on-demand pay from Openwage, that allows your employees to access their earned pay before payday, head over to our Employers page.

Warning signs of a toxic culture: 5 red flags to recognise

21% of UK employees resigned from their jobs in 2020 due to toxic work culture. This cost the economy a staggering £15 billion. Given the huge financial consequences, it’s vital to be able to spot the warning signs of a toxic work culture early on so that deep organisational change can happen. 

What is a toxic culture?

A toxic culture is when negative behaviour in the workplace impacts employees’ mental health. There are countless examples of behaviours that contribute towards a harmful culture, including:

• Criticism or comments that undermine others or their work.
• Management that favours one person over another.
• Malicious gossiping targeting certain individuals.
• Cliquey groups that isolate others.
• Bullying and harassment.

Unfortunately, toxic workplace cultures are common in the UK. A survey carried out last year found that 64% of employees had experienced behaviour at work that damaged their mental health.

What are the warning signs of a toxic culture?

Here are some signs to look out for:

Toxic work culture warning sign 1: High employee turnover and absenteeism

People leave their jobs for lots of different reasons, but a high employee turnover rate is a definite red flag. The average employee turnover rate in the UK is 15%. A percentage greater than this could certainly indicate a toxic work environment.

A report by MIT Sloan Management found that a toxic culture (and not pay) is the primary cause of people quitting. When employees don’t feel included or respected, or they feel that the behaviour in their workplace is unethical, then they’re far more likely to leave. 

On top of this, over 30% of employees in the UK have said they’ve taken time off work due to a toxic workplace culture, costing the economy billions. 

Toxic culture warning sign 2: Lack of transparency across the organisation

An unsupportive manager who gives minimal feedback to their reportees can make employees anxious about whether their performance is up to standard. 

When employees are not privy to certain information about their organisation, or they think something untoward is going on because they’ve heard a rumour, this can cause considerable stress. 

Transparent communication between managers and colleagues builds trust and signals mutual respect. Employees need to know how they’re performing and what’s happening in the workplace to feel secure. 

With this in mind, it’s worth considering how your organisation communicates with its employees. Organisations that focus on top-down communication without providing channels for employee feedback can leave all besides management feeling undervalued and unappreciated. 

Toxic culture warning sign 3: Employees are terrified of failing

The fear of failure can paralyse productivity. If someone is so afraid that their work will be ‘wrong’ they won’t be able to produce their best work. Fear of failure can be a result of bullying or criticism. 

When an employee is afraid of failing, their work may be below standard because their thoughts are entirely consumed by what they might do wrong. They feel unsafe at work and under constant stress. Work performance can take a serious turn for the worse. 

Toxic culture warning sign 4: Employees don’t know what they’re supposed to be doing

When people don’t understand their role or responsibilities it causes confusion, giving rise to anger and disagreements. This can happen because communication is poor, somebody hasn’t listened, or communication between colleagues or managers is contradictory or ambiguous.

It’s important to clearly define roles and responsibilities both verbally and in writing, and to check that people understand what’s expected of them. Employees must clearly understand their roles and responsibilities to be able to meet their goals and be productive at work.

Toxic culture warning sign 5: Nobody knows what the organisation is striving for

To share and promote an organisation’s aims, vision, and core values, employees need to understand each of these highly important aspects of an organisation. In a healthy working environment, everyone should understand the ‘bigger picture’. 

In a toxic working environment, people don’t know what they’re working towards and why, so they lack direction and motivation. To communicate a business’s aims, vision, and core values to employees, business leaders must have a clear understanding themselves. Leaders must also be able to articulate them in a way that all employees understand. 

What impact does a toxic culture have on an organisation?

Having identified the warning signs of a toxic work culture, let’s now delve into the damage it can cause to the organisations:

Toxic cultures drive employees away

According to Forbes, employees are ten times more likely to leave a company where there is a toxic work environment.

When a business loses employees and don’t replace them, it puts additional pressure and strain on the remaining staff. This typically damages morale and causes stress, reducing productivity among employees. 

High staff turnover can also make it difficult for a company to attract new talent as it’s a serious red flag that something is wrong. In addition to this, continually recruiting and training new employees is expensive and time-consuming, which again impacts productivity.

Struggling to engage employees? Your toxic culture might be the cause 

Engaged employees feel a connection with a company’s vision and goals. Consequently, they’re more likely to go above and beyond expectations because they’re more driven to support the organisation. However, according to Gallup only 15% of employees worldwide are engaged at work.

That’s a staggering statistic. It makes sense then that a study was undertaken to investigate the impact of toxic work culture on employee engagement. The study’s authors found that a toxic workplace environment negatively impacted employee engagement because it caused employees to feel stressed, depressed and ultimately to burn out.

In addition, the study revealed that when a business recognises a toxic workplace and takes steps to support employee wellbeing, this makes a significant and positive difference. 

Fearful employees stunt business growth

Companies that focus solely on achieving financial growth sometimes forget about smaller, but equally important, goals. 

When organisations don’t set clear, individual goals for employees, those employee can feel lost or that their talents are going to waste. This is counter-productive and will eventually stunt business growth because demoralised employees are not productive in the long-term. 

Toxic cultures mean employees don’t perform at their best

A toxic work culture affects employees’ performance because it builds psychological barriers that prevent them from being able to work effectively and contribute to a team. 

Creating a feeling of belonging and collaboration are key to solving problems and achieving business outcomes and ultimately business success. Employees who don’t feel that their contributions are valued due to loss of self-esteem, or that their contributions aren’t valued by others, won’t participate. This means the company loses a vital resource.

Final thoughts on spotting the warning signs of a toxic culture

A toxic work culture is more than just a poor working environment. It’s a deep disharmony between colleagues that permeates every aspect of company life. It raises levels of fear, anxiety and distrust among employees to a damaging extent. 

Consequently, employees can’t be themselves at work because there’s no psychological safety. And when we can’t be ourselves, we retreat and disengage.

Creating and sustaining a healthy, positive culture takes time and energy. Driving culture in an intentional way is crucial, especially when organisations expand rapidly. Tune into your organisational culture. Listen to your employees. And take decisive, positive action.  

What is neurodiversity and how can HR teams embrace it?

An inclusive workforce brings new perspectives, ideas, and insights to a business. So much so that companies that embrace neurodiversity can gain a significant competitive advantage. In this article we’ll share the benefits of a neurodiverse workforce and how HR teams can harness eclectic talent by promoting a more inclusive culture.

What is neurodiversity?

Neurodiversity refers to how people’s brains can function differently from what is considered normal or typical. In fact, there’s no ‘right’ way of thinking. It’s about recognising that differences are not only natural in the human population, but beneficial once we understand more about them.

Some examples of neurodiverse conditions include attention deficit hyperactivity disorder (ADHD), autism, dyslexia, dyspraxia, and dyscalculia. 

Why are neurodiverse employees suddenly becoming recognised? 

The term ‘neurodiversity’ was first used in 1998 by Australian sociologist Judy Singer. Since then, our understanding of neurodiversity has grown immensely. 

It’s become a movement championed by those with neurodiverse conditions and others, such as science writer Steve Silberman. Steve wrote a book titled Neuro-Tribes: The Legacy of Autism and the Future of Neurodiversity.

Being neurodiverse is more common than most of us think. An estimated 15% – 20% of the UK population has neurological differences. That’s around 1 in 5 of us. 

As our knowledge of neurodiversity has grown, so too has the movement to celebrate the neurodiverse population. In March 2022, Neurodiversity Celebration Week raised awareness of neurodiversity and addressed misconceptions. Importantly, it also educated employers on the benefits of having a neurodiverse workforce.

Are businesses inclusive of neurodiverse employees?

Only 21.7% of people with autism in the UK are employed. People with autism are the least likely to find employment than any other disabled group. 

Based on this statistic, there’s a long way to go before businesses are universally inclusive of neurodiversity. But that could be set to change. 

A new initiative called Neurodiversity in Business (NiB) has launched which reflects a growing awareness of the benefits of a neurodiverse workforce. Partners include multinational firms such as Natwest, TalkTalk, Lloyds Banking Group, and Rolls Royce.

Through NiB, not-for-profit organisations like the National Autistic Society and the British Dyslexia Association celebrate and empower neurodiversity. They also provide resources to educate businesses to support them in employing neurodiverse people. 

The industry forum also enables businesses to share best practices with each other. The channel also provides opportunities to develop inclusive recruitment strategies and demonstrate the positive business outcomes that neurodiverse employees can contribute to.

What skills do neurodiverse people bring to the workplace?

Because neurodivese people can think and process information differently, it can bring tremendous value to an organisation. According to Neurodiversity in the workplace by Dentons, neurodiverse people can bring the following strengths to a workplace:

• High level information processing skills: Neurodiverse people tend to notice irregularities in data more easily and are quick to recognise patterns.
• Greater productivity: J P Morgan’s study Autism at work found that employees with autism were 140% more productive than their counterparts. Hewlett-Packard similarly found that when they employed 30 neurodiverse people they were 30% more productive than other employees in the business.
• More attention to detail: They can focus for longer periods of time than other employees on complicated and repetitive tasks.

When SAP introduced their program Autism at work, they began to employ people who wouldn’t have got through their usual recruitment process. As a result, they tapped into a pool of talented people, some with dual degrees in maths, computer science, and engineering. 

SAP continues to benefit from the skills these talented employees bring to their business. One employee for example saved the company $40 million by fixing a technical issue. 

What are the wider benefits of neurodiversity in the workplace?

Here are some more benefits to having a neurodiverse workforce:

Neurodiverse-friendly communication is better for everyone

Those with autism, for example, can take the spoken word literally and may not pick up on irony, sarcasm, or metaphors. 

By communicating with neurodiverse colleagues, other employees may find their own communication skills improving because they have to think more carefully about how they communicate. This can lead to better communication between employees, and between the business and its clients.

Neurodiverse people are likely to stay longer

Hewlett-Packard have found that neurodiverse employees tend to be more loyal and turnover rates are lower. This could be because employment opportunities are still limited, and Hewlett-Packard values their skills. 

Supporting neurodiversity brings flexibility for all

Embracing neurodiverse employees can mean a business begins to place more value on everyone’s individual talents and adopts a more flexible approach. This means that management styles, the physical environment, and working hours might adapt to maximise each person’s contributions. This brings benefits to all employees. 

Neurodiversity is key to innovation 

SAP values people’s differences because they believe difference is the key to innovation. Anka Wittenberg from SAP likens people to irregular puzzle pieces. Anka says; “The corporate world has mostly missed out on this benefit” believing that “Innovation is most likely to come from parts of us that we don’t all share.”

Companies like SAP are prioritising innovation. This new approach is opening employment opportunities to people who think differently and bring considerable value to the business.

How can HR teams embrace neurodiversity and promote inclusivity of neurodiverse employees? 

If you’re considering how your organisation can support neurodiversity at work, it can be overwhelming. Here are some ideas to help you get started:

• Check out Neurodiversity in Business for resources. You can also become a member. 
• Reach out to charities such as The National Autistic Society and MIND – they may be able to offer you resources and/or support. 
• Talk to other businesses who employ neurodiverse people to understand their experiences, how they approached it, and what helped them. 
• Reach out to any neurodiverse employees and understand how you can best support them, because everybody is a unique individual.

Think big about neurodiversity for big changes to your business 

Realising the benefits that companies like SAP and Hewlett-Packard have reported takes major changes and commitment. For HR teams, this can mean overhauling the way you approach recruitment and retention. 

To effect bigger changes to your approach to neurodiversity, consider these areas of your people strategy:

Rethink the traits that make a ‘good employee’

Highly sought after traits include the ability to work as a team, communication skills, and high emotional intelligence. However, when employers stand by criteria like these, it can exclude neurodiverse people from the outset.

For this reason, employers should consider a more broad set of criteria to include other qualities. For example observation skills, attention to detail, and the ability to absorb and retain information.

Find alternatives to interviews

Neurodiverse people may not perform as well in interviews as their neurotypical counterparts. That’s because they may be more honest or abrupt than others, find it hard to maintain eye contact, and have a different conversational manner.

Those who aren’t neurotypical may also struggle in interviews due to lower self-esteem as a result of their experiences in the world.

Some companies, such as the Specialisterne Foundation in Denmark, don’t use the formal interview process. Instead, they arrange informal gatherings where potential employees can show their skills through activities and casual interactions. 

Make adjustments in the workplace to be more inclusive

Under the Equality Act 2010, employers must make ‘reasonable adjustments’ so disabled employees can carry out their work. Autism and other neurodiverse conditions fall under this category.

Reasonable adjustments could include providing:

• Noise-cancelling headphones to reduce workplace stimuli.
• A space to work in a quieter place in the office.
• The opportunity to work flexible working hours.
• Access to a mentor who understands neurodiversity and how to support neurodiverse people at work.

Increasing employees’ awareness through open conversations and training

It’s important to have open conversations with all employees about neurodiversity so everybody feels comfortable. 

Providing training about neurodiversity in the workforce is key. Training can help all employees to understand neurodiverse colleagues and how best to support them. Extra training can be provided for managers and mentors who are providing more direct support.

Benefits of a neurodiverse workforce – key takeaways

• A neurodiverse workforce can bring high level skills, fresh insights, and innovation to a business. These can add up to a clear competitive advantage.
• To harness the talents of neurodiverse people, employers may need to adapt their recruitment processes, working environments, and standard practices. 
• Working in partnership with not-for-profit organisations and neurodiverse employees as well as sharing experiences with other companies can help to ensure a successful, thriving workforce.

Holistic workplace wellbeing: Why it’s not all down to HR

Employee wellbeing continues to rise up the corporate agenda and holistic workplace wellbeing strategies are starting to find their place. Yet the responsibility of implementing these programmes tends to fall to HR. We delve into how organisations as a whole can support holistic workplace wellbeing and what the benefits are.

There’s no escaping the fact that work plays a major part in our lives. Given the hours that we spend working every week, it’s natural that employees want to enjoy it as much as possible. This means feeling ‘well’ in the holistic sense.  

Focus on workplace wellbeing has slipped since the pandemic 

The UK is facing a major recruitment crisis and the Great Resignation continues to keep retention rates low. This means that organisations are continually looking to improve their offering to employees to encourage them to join and stay for the duration. 

Implementing effective and holistic wellbeing strategies is win-win for your organisation and your employees. Healthy employees enjoy higher levels of satisfaction and engagement with their work. This is good news for your organisation’s bottom-line. 

With this in mind, it makes us question why the responsibility of wellbeing so frequently falls to HR teams? This is because there is a growing consensus that holistic workplace wellbeing cannot be tied to one particular team or function. But it’s everyone’s responsibility to promote a culture of wellness at work.  

Wellness encompasses mind, body and spirit

Approaching one area of wellbeing is no longer enough. A holistic approach to workplace wellbeing encompasses all of these areas:

• Physical wellbeing
• Mental wellbeing
• Financial wellbeing

With holistic workplace wellbeing so far-reaching, everyone in the organisation needs to be playing their part. A failure here can result in employees experiencing mental exhaustion. Consequently, your organisation suffers the fallout of employee burnout. 

Organisations have a responsibility to protect the wellness of their employees 

Workplace wellbeing strategies are vital to the success of your organisation. Given that employees typically spend around 37 hours of their week working, there’s a degree of corporate social responsibility when it comes to supporting employee wellness. 

By taking a holistic approach to workplace wellbeing, your people and your organisation can thrive and you’re likely to experience:

• An increase in employee engagement 
• Lower absence levels
• Increased productivity 
• Higher levels of employee retention 
• Overall improved performance 

By implementing holistic wellbeing strategies, you’re more likely to create a workplace that your employees enjoy. By taking a rounded approach to the wellbeing of your employees, you can provide them with a work environment where they thrive.

There is research to show that during the first few months of the pandemic, businesses got good at looking into employee wellbeing. What has happened since is that focus has slipped. When we ignore workplace wellbeing, the result is often presenteeism: a workforce that is simply not engaged.

What is a holistic wellbeing strategy?

Historically, organisations have focused on mental health when it comes to wellness strategies. Physical wellbeing comes in a close second. But it’s financial wellbeing that is most often neglected from the wellness agenda. 

Holistic workplace wellbeing, on the other hand, supports all areas of employee wellbeing; mental, physica, and financial. Let’s take a look at each of these in turn. 

Physical wellbeing isn’t just about free eye tests and flu jabs

When looking at workplace wellbeing, most companies offer a range of benefits that focus on physical aspects. Free eye tests, flu jabs, and promoting a healthy lifestyle have taken prime positions. Health insurance is another popular benefit to support employees’ physical wellbeing. 

All of these benefits encourage your employees to take care of their physical health. This is important because physical health has a direct impact on sickness days. If left unchecked, high levels of absences can have a negative impact on workforce productivity.

Gym memberships are a great way to promote employees’ physical wellbeing. But it’s important to recognise that not everyone is a fan of the gym. Have you considered access to exercise classes or bicycles (like Google’s famous multi-coloured bikes?)

Other ideas include Cycle to work schemes, under desk cycles, and lunchtime learning sessions around physical activity.

Mental health is the most common focus of health and wellbeing activity 

We know that there’s growing concern about employee mental health, with the unsettling rise in burnout since the pandemic first hit. 

While employees generally find it easy to call in sick with a physical illness, many will likely find it much harder to hold their hands up to say their mental health is suffering. Being such a sensitive subject, it’s important to address mental health carefully. 

Some of the most common mental health problems that employees experience include:

• Stress
• Anxiety 
• Depression 

As a nation, we’re stressed

2 out of 3 experienced stress in the last 12 months. Yet less than 3 in 10 (29%) employees have access to mental health support through their workplace. More than half (56%) said they would value this as a benefit. That’s according to LCP Employee Wellbeing, The state of the nation’s financial health, May 2020)

Employee assistance programmes and access to counselling are some of the most common mental health benefits. But something as simple as promoting a culture where employees feel safe enough to talk openly about their mental health can be far more powerful. 

Financial wellbeing lacks attention in most organisations 

Holistic workplace wellbeing approaches can’t ignore the impact that finances have on employees. When employees experience tough financial times there are numerous impacts. Financial stress affects all pay levels, but especially low earners. 

Financial wellbeing is highly relevant to the workplace because of the potentially negative consequences when employees are in financial distress. That’s because employees experiencing financial stress find it hard to leave their worries behind. 

This means that employees can become distracted at work, their productivity falls, or they may call in sick. Supporting employee financial wellbeing can help prevent these negative outcomes for both employees and the organisations they work for.

Financial wellbeing is an integral part of holistic workplace wellbeing

Financial wellness is a must-have employee benefit. You can support employee wellbeing by offering financially-focused benefits and rewards, such as:

• Subsidising financial coaching 
• Promoting financial education by holding workshops or information sessions that focus on topics like budgeting, pensions, and mortgages 
• Considering allowing employees to instantly access their earnings instead of waiting until the end of the month

You can also signpost your employees to organisations that can give free money advice like StepChange and Money Advice Service. There are many other ways to tackle financial wellbeing at work but it’s important to find a financial wellbeing programme that suits your workforce and their specific needs. 

The role of HR and workplace wellbeing

It’s fair to say that HR teams are the backbone of all organisations.This means that there is a major role for HR to play in a company’s approach to holistic wellbeing. That’s not to say however that employee wellbeing sits solely with HR. 

While there may be an expectation that HR teams take the lead in forming the foundations of a wellbeing culture, it’s not for the team alone to uphold and progress it. This responsibility sits with the organisation as a whole.

Everyone has a responsibility for fostering wellbeing 

Holistic workplace wellbeing strategies can only be successful if the whole organisation is behind them. Everyone within an organisation can and should take an active role in promoting and supporting holistic workplace wellbeing.

Let’s take a closer look at how everyone can promote a culture of wellness:

Leaders can promote wellness from the top

For employees to believe that their wellbeing matters to your company, it needs to come from the top. Leaders need to involve themselves with the implementation of your strategy to demonstrate their support. 

It’s also vital that leaders ensure that managers are given the appropriate resources and training to support employee wellbeing. This could include, for example, mental health first aid training. 

Managers need to promote wellness within their teams

Managers need to live and breathe the organisation’s wellbeing strategy so that employees can see that they’re being fully supported. For this, managers need to encourage flexibility and show empathy for employees. They can also encourage an open dialogue where people can discuss imbalances to their mental, physical, and financial wellbeing.

Employees can support one another 

Every single employee has a role to play when it comes to nurturing a culture of wellbeing. Peer-to-peer interaction is hugely important in organisations and can make a huge difference to an employee who’s experiencing low levels of wellbeing. 

In fact, confiding in a colleague and asking them for help can have a hugely positive impact on team cohesion and working relationships as a whole. It can do this because the process creates openness, builds trust, and lightens the burden. 

Take the lead on financial wellbeing 

Financial wellbeing is the area of wellbeing most commonly neglected by organisations. This provides an ideal opportunity for forward-thinking organisations to get ahead of competitors by offering a financial wellbeing benefit that isn’t universally available.  

Here at Openwage, we’ve built an app underpinned by the concept of promoting financial wellbeing. On-demand pay from Openwage allows employees to instantly access up to 50% of their earnings for a low, transparent fee. 

This means that an employee can pay for an unexpected expense without the need to resort to borrowing that results in eye-watering interest rates.  

Why not get in touch today to book a demo? We’ll show you how we can help you promote financial wellness in your organisation at no cost to your business.

6 things you should know about payday loans before applying

Perhaps you’re feeling the squeeze and you’re considering getting a payday loan. You may even be wondering if you can get a payday loan with bad credit. Before making any decisions, you should be aware of the facts. Read on to find out six key things you need to know about payday loans before you apply.

If you’re considering a payday loan, you’re certainly not alone. The most recent figures from the FCA (Financial Conduct Authority) show that some 5.4 million people take one out each year. 

Payday loans are used for all sorts of things, from paying bills to buying school uniforms. Payday loan websites make it seem like these are an easy way to borrow money – and fast. But are they all that they seem?

1. Do payday loans damage your credit score?

When it comes to your credit score, you don’t have just one. Different credit reference agencies and lenders assess your credit score differently. This means that having a payday loan on your record will be seen slightly differently depending on the credit reference agency or lender. 

In general, most credit reference agencies and lenders usually see a payday loan on someone’s file as a sign that the person is in financial stress. They may perceive that the risk of missed or late payments is high. For this reason, a payday loan may have a negative impact on your credit rating. 

2. How long does a payday loan stay on your credit file?

Many people are worried about the impact of a payday loan on their credit score. More specifically, they want to know whether payday loans damage your credit score.  

One of the key things to consider is what long-term impact a payday loan has on your credit file. Payday loans usually show on your credit report for six years.

This is based on making repayments in full, and on time. If you’re late with a payment or fail to repay altogether, then this type of loan could appear on your credit file for longer than six years. 

3. What’s the maximum interest a lender can charge?

When looking at how much a payday loan costs, it’s important to look at the interest rate the lender charges. But there’s other financial considerations too. 

Arrangement fees, early repayment fees, missed and late payment fees can soon add up. Let’s take a look at these and see how much they could be:

Payday loan interest 

Changes to legislation in 2015 mean that a cap was put on the amount of interest charged by payday loan lenders. The new laws mean that interest and charges can’t exceed more than 0.8% per day.

According to the MoneyHelper website, someone taking out a loan for 30 days will pay no more than £24 in fees and charges per £100 borrowed. 

Late payment/default fees

One of the most important things to know about payday loans is what happens if you’re late paying your loan repayment instalment. If you don’t repay on time, the most you can be charged in default fees is £15 plus interest on the amount you borrowed.

Total costs 

The biggest consideration when it comes to payday loans is the risk of falling into a spiral of debt. While legislation hasn’t eradicated this, it has tried to reduce the impact.

You can now never be asked to pay back more than double the amount you borrow. As an example, if you borrowed £100, even with late payment fees on top of the interest, the most that you’d repay is £200. 

4. Can you get a payday loan with bad credit?

If you’ve borrowed money before and have struggled to repay it, you may be wondering if you can get a payday loan with bad credit. The answer is that some payday loan lenders state that it is possible to get a loan with bad credit. 

However, the real question to consider is whether a payday loan is the right solution for you. If you’re already experiencing financial difficulties, and these have impacted your credit file, then consider that a payday loan may not be the answer. 

Payday loan lenders target financially vulnerable people. The phrasing of adverts leaves people believing that no matter what their financial circumstances, a payday loan can help. But is this really true?

Borrowers can sometimes become trapped in debt and find themselves repeating the payday loan process. Many borrowers later realise that the company that gave them the payday loan didn’t lend to them in a responsible way. 

This can lead to complaints around the fact that the loan was never affordable in the first place.

5. Can a lender take repayments from my bank account?

One of the other things to know about payday loans is how you repay them. Generally, lenders base repayment schedules on repaying what you’ve borrowed plus interest within a month. 

It’s common to make these repayments via a debit card. When you take out a loan, you may be giving the lender permission to take money from your account in this way. 

This is called a continuous payment authority (CPA). It works like this:

• The lender may take from your account what is owed on the day that it’s due. 
• If you don’t have the funds available, the lender may use this authority to request the money from your bank again. 
• The lender shouldn’t use the CPA more than twice and shouldn’t use it to take part payments. 
• You can cancel the CPA at any time by contacting your bank.
• CPAs are also used when making purchases using buy now pay later

6. Can I get a payday loan without a credit check?

When considering getting a payday loan with bad credit, some people look for loans where there are no credit checks at all. They think that this is a good way around the fact that they have bad credit.

But there’s more to it than that. Lenders use credit checks to assess your ability to repay your loan. Basically it means they use this information to ensure they don’t lend you more than you can afford to pay back. 

The credit checks show details of other borrowing and how you’ve handled your repayments in the past. For example, how many credit cards you have and whether you have made payments on time.

This information helps the lenders make a decision about whether to approve the loan and if so, how much interest to charge. So when a payday loan company says that there are no credit checks, alarms bells should ring.

Here’s why lenders must do a credit check:

1. It’s irresponsible to lend without doing a credit check to see whether the borrower can afford the repayments. It means that they may end up lending you money that you have little to no chance of repaying. This could harm your financial future.  

2. Not carrying out a credit check breaks FCA rules. Any regulated loan company must carry out a credit check before approving a loan. If you’ve found a company that doesn’t do this, it begs the question, are they legitimate? 

On-demand pay is a safer and cheaper alternative to payday loans

Having read the six key things you need to know about payday loans, you’re probably wondering what other alternatives are available. 

On-demand pay, also known as earned wage access (EWA) is on the rise, and for good reason. It’s an employee benefit offered through your company. It allows you to access your pay as soon as you’ve earned it. 

No more waiting for payday. Simply transfer what you need directly to your bank account. 

On-demand pay is great for financial emergencies like an unexpected bill. Plus there’s no interest to pay, as on-demand pay isn’t a loan. 

Interested? Find out more about Openwage. 

The information in this article is for general information only. It does not constitute professional advice from Openwage. Openwage is not a financial adviser. You should consider seeking independent legal, financial, taxation or other advice to check how the information in this document relates to your unique circumstances.

What’s the impact of burnout in the workplace?

In 2021, a survey by Glassdoor found that reports of burnout had nearly doubled. Mentions of burnout on its website have increased by a staggering 128% too. In this article, we’ll reveal the hard truth about the impact of burnout in the workplace and what employers can do about it.

Why is burnout at work happening now? 

While the pandemic didn’t instigate burnout, global events certainly brought it into sharper focus. This was a consequence of a combination of uncertainty and high levels of financial insecurity caused by global events. Many employees have never experienced this level of stress.

The pandemic highlighted key employee issues and reduced our tolerance for low-level daily stressors. These stressors include office politics, unrealistic deadlines or a lack of time-off. When mixed with the anxiety caused by the pandemic, it’s created somewhat of a storm.

Let’s not forget the sheer length of the pandemic, which is now in its third year. Due to this extended length of time, the survival mechanisms we employ both emotionally and physically are starting to wear thin.

The physical effect of burnout 

You’ve worked all year and never needed a day off. Then you go on holiday and suddenly fall ill. It’s not just bad luck, it’s a real phenomenon called the let-down-effect. Most of us have experienced it to some extent.

It happens because the body can’t maintain the levels of adrenaline and cortisol produced during periods of acute stress. When the stressful period ends we often crash and burn, and the result can be burnout.

Impact of employee burnout on business

We’re just beginning to understand the full impact of burnout in the workplace. Research by MetLife UK estimates that burnout costs the UK economy £700 million a year.

Let’s break that down:

Increased absenteeism

40% of all work-related absence is due to stress. That’s one in four absences that could be prevented if employers had wellness strategies in place.

Lower retention rates

When employees feel burnt out, one of the most common coping strategies is to leave their company. We can see this by the 95% of HR leaders who say burnout is sabotaging retention.

Lower productivity

One of the symptoms or in fact the result of burnout is feeling disengaged. This is important because low levels of engagement often go hand in hand with lower levels of productivity. According to Gallup, engaged teams are 21% more productive.

Reduced engagement and team cohesion 

Whole teams are at risk when an employee is feeling burnt out. This is because the individual can begin to retreat, disengage, make mistakes, or even be absent from work. This can negatively affect the cohesion and performance of the whole team. In extreme cases, one employee can affect the entire organisation.

Damage to employer brand

A company culture with stressed out employees and a high turnover rate won’t just affect an organisation’s bottom line. With the rise of review sites like Glassdoor, burnt out employees can vent publicly. This can create serious hiring issues for the company going forward. 

How do we recognise physical and mental burnout?

You may be considering the impact of burnout in your workplace and concerned for some of your colleagues. Here are many excellent strategies to help cope with burnout that you can share within your organisation to help employees. 

As an organisation, what else can you do to help reduce burnout? Here are some points for frontline management to help support employees:

Recognising burnout symptoms early is key to minimising the damage

Some people experiencing burnout may try to ‘push through’. Many won’t recognise they are experiencing burnout symptoms at all. 

That’s why identifying burnout symptoms early on is key. Early intervention will help minimise the impact of burnout in the workplace and help safeguard employees’ long-term health. 

Prevention is better than cure

Because of the chronic nature of stress and burnout, it’s essential to have mechanisms in place to deal with these early signs:

1. Changes in attitude and mood
2. Feeling less motivated
3. Not asking for help
4. Feeling isolated
5. Making more work errors
6. Feeling withdrawn
7. Reduced performance
8. Poor time-keeping
9. Irritability
10. Fatigue 

Burnout at work can in the early stages manifest as regular symptoms of stress. But if left unmanaged, this can progress into full scale mental and physical burnout.

Stress is no longer a badge of honour

The past two years have seen important new trends in our professional and personal lives. One of these trends include what some are calling a new era for mental health.

It’s no longer ‘normal’ to feel stressed because of high levels of work responsibility and unreasonable demands. We now recognise that stress impacts performance and leads to burnout.

Mental health affects all areas of our lives and its impact in the workplace means that employers need to take an active role.

84% of HR directors polled believed that tackling burnout is a major issue that needs addressing. Below are some of the important strategies that are helping to respond to this burnout crisis at work.

What can management do to prevent burnout in the workplace?

1. Create a forward-thinking company culture

Employees are increasingly looking to employers for solutions. Companies can do this by implementing a company culture that values mental health above profit. 

Focusing on employee wellbeing enables organisations to help create the right conditions where productivity can thrive.

2. Hire leaders who are empathetic towards prioritising mental health

Train managers to recognise the symptoms of burnout and implement wellness programs for team leaders. This empowers other employees to prioritise their own mental health.

3. Encourage connection and communication

Some of the symptoms of workplace burnout include isolation and feelings of shame. The result is that an employee may feel guilty because they can’t cope.

By implementing regular check-ins and one on one meetings, managers can keep track of how their team is coping.

4. Set realistic deadlines and expectations

One of the consequences of the current tight labour market is the lack of skilled candidates and vacant roles. For organisations, this can mean existing employees have to take on roles they lack the skills for or being given unrealistic work demands. 

This can cause stress and could result in burnout without intervention. Consequently, it’s a good idea to review an employee’s suitability for a role and offer upskilling opportunities when and if appropriate.

5. Holistic wellness programs in your benefits packages

Stress and anxiety is a top driver when it comes to mental health problems. In light of rising inflation, the cost of living crisis and a general increased focus on finances, more companies are including financial health in their wellbeing programmes to bolster their benefits packages.

6. Foster a ‘speak up’ culture 

Burnout symptoms can lead to feelings of isolation and a reluctance to ask for help. As well as providing preventative solutions, organisations must foster what the Chartered Institute for Personal Development calls a ‘speak up culture’. 

This means employees feel psychologically safe and that they can ask for help without fear of negative consequences.

Key Takeaways

• One of the consequences of the pandemic is the positive shift in the way we view mental health
• Employers can do more to protect employees from the impact of burnout in the workplace
• Burnout first affects the individual and then trickles down to the whole team
• Empower team leaders to recognise burnout symptoms early on
• Invest in strategies for the long term

How HR teams can unlock a sense of belonging at work

When we feel comfortable, we feel a sense of belonging. And when we feel like we belong, we can bring our A game to work and can achieve so much more. But how can you foster a sense of belonging at work among your employees, and is it worth it? Let’s take a look. 

What is a sense of belonging at work?

We humans have an instinctive need to belong. It‘s crucial to our happiness and our mental and physical wellbeing. 

A sense of belonging at work is best described as being able to show up, contribute, and be accepted for your authentic self. 

The world is an increasingly polarised place with populism and tribalism on the rise. It’s thought that many are now looking to the workplace for a sense of meaning and solidarity. That’s because seemingly, it’s becoming harder to find these things in our society.

Why diversity, equality, and inclusion (DEI) policies alone won’t create a culture of belonging

In the US, businesses spend nearly $8 billion each year on diversity and inclusion (D&I) training and yet 40% of employees still feel isolated.

The future of diversity, equality, and inclusion looks bright. But while a DEI policy may promote diversity, if HR teams don’t foster a sense of belonging at work, then we’re still missing the mark when it comes to inclusion.

Some suggest that belonging is one of the most powerful predictors of DEI efficacy in the workforce. 
What we can say for certain, is that DEI policies without a culture of belonging, cannot be viewed as true inclusion.

How does a culture of belonging positively impact the workplace?

Simply put, a culture of belonging is good for business. Here’s why:

1. Employees perform better

Companies with employees that feel a strong sense of belonging report higher performance. In fact, according to research, these companies boast a 56% increase in overall performance. Not bad, eh?

2. Employees are more engaged

A sense of belonging at work emerged as the greatest driver for employee engagement, according to a report published at the end of 2020. 

Without a culture of belonging, we risk workplace exclusion. This is when employees become disengaged and unmotivated because they simply feel left out. 

Disengaged employees cost the UK economy £340 billion a year. For this reason, encouraging engagement and belonging must be a top priority for HR teams.

3. Employees help generate greater profitability

According to Gallup, engaged employees are 21% more profitable. 

Employees who belong at work feel that their feedback and contribution is valued. This helps them feel that the work they do is important. This is crucial to job performance.

4. Employees stay longer and are absent less often

According to Betterup, a culture of belonging decreases the risk of turnover by 50%. This shows that employees who feel a sense of belonging at work are less likely to leave their jobs.  

The same article claims that employees who feel included are 75% less likely to take sick days. That equates to a huge boost in productivity of your workforce. 

In contrast, research shows that 72% of those who don’t feel they belong at work are considering leaving their job. So employees who experience exclusion are more likely to quit. That equates to a whopping 11.5 million people possibly leaving their job because of workplace exclusion.  

5. Employees work better as a team

Investing in the wellbeing of employees benefits the whole organisation. We need look no further than a 2016 study. This study shows that individual recognition create a sense of belonging that boosts the performance of the whole team. It also boosts team cohesion. 

On the other hand, all it takes is for one team member to experience exclusion for the cohesion of the whole team to suffer. That’s because by working towards shared goals, we feel part of a unit. 

4 Ways to foster a culture of belonging in the workplace

According to Coqual, a successful culture of belonging is one where employees feel:

1. Seen
2. Connected
3. Supported
4. Proud 

The question now is, how can you fulfil these four essential components when it comes to your employees?

1. Invite honest feedback so that employees feel seen

According to the Gallup great workplace award, one of the key practices of highly engaged companies was an environment of open and consistent communication. 

The CIPD suggests organisations who are serious about a creating a sense of belonging at work should “encourage a speak-up culture” with a well-publicised complaints procedure.

Asking for feedback and taking it seriously shows that management cares about getting things right. Try asking for anonymous feedback so that employees feel psychologically safe when giving their views. 

You could also consider an employment engagement survey. This will help you measure engagement and wellbeing. It’s also a good way of helping HR to identify any issues at an early stage.

2. Implement strategies so that employees feel connected

Employees feel connected when they have meaningful relationships with their managers and colleagues. Encouraging these connections can be done through team meetings and group activities. These can be in person or online. These are opportunities for your employees to share their unique perspectives.

Workers also feel they belong at work when they are aligned with the organisation’s core values and goals. As a result, team members who are included in and made part of a broader higher purpose show higher engagement scores.

3. Training and hiring Inclusive leadership ensures team members feel supported

A culture of belonging starts at the top. That’s why it’s important for your organisation’s managers to develop inclusive leadership skills. These should be viewed as a long term investment and therefore a core business priority. 

Developing individuals into inclusive leaders will help ensure that all employees are treated fairly. Leaders should be competent in making team members feel valued. Importantly, they should be given the resources and support they need to help employees achieve their full potential.

An inclusive manager will foster a culture of psychological safety among employees. This is an environment where employees feel safe sharing their feelings without negative repercussions. 

According to research by Betterup, individuals with inclusive leaders enjoy 50% higher performance rates. They also report 150% greater sense of belonging at work when compared to teams with leaders lacking inclusive leadership skills. 

4. Recognition is vital for employees to feel proud

According to a 2017 LinkedIn survey, the highest rated indicator for belonging in the workplace was “being recognised for my accomplishments”.

Inclusive managers can help do this by checking in with employees through one-on-one meetings. For this reason, it makes sense to move away from annual performance appraisals. Instead, regular feedback sessions give employees a sense of control over their professional development. 

A successful reward and recognition (R&R) programme will also nurture a culture of belonging. However, it’s important to create an inclusive approach to R&R. Focusing solely on rewards that are tenure-based means that newer recruits could feel left out. 

Key Takeaways

• 11.5 million workers in the UK are thinking about leaving their job because of workplace exclusion.
• Belonging starts from the top with the hiring and training of managers that have inclusive leadership skills. 
• A culture of belonging is good for business. This extends to profitability, performance, and lower overhead costs. 
• DEI policies are vital. But without strategies for integration, they are not enough on their own. 

How to create a learning culture in your organisation

The ability to adapt is necessary for organisations. This is because adapting is needed to thrive in an competitive world. For an organisation to adapt, it needs a robust culture of learning and development. This will enable it to cope with moving forces. But how can you create a learning culture in your organisation?

What is learning culture in the workplace?

A successful learning culture is beneficial to employees. This is because it allows individuals in a company to learn, grow, and innovate. A strong learning culture supports continuous learning. It also encourages employees to develop knowledge, skills, and abilities.

As a result, this continuous journey and learning benefits individuals. Moreover, it also benefits the company too.

Why is it important to create a learning culture?

Your company’s ability to adapt is only as good as your employees’ ability to adapt. However it’s useful to remember there’s no one size fits all when it comes to learning and development (also known as L&D). 

What are the benefits of creating a learning culture for your business?

In 2020, Google, Microsoft and Adobe were recognised in Comparably’s Annual Best Company Culture Awards for their successful learning cultures. So what can we glean from these companies? How can they help us promote a culture of learning in our own organisations?

1. Drive productivity by fostering engagement

A lack of engagement costs the UK economy £340 billion per year according to Perkbox. So what’s causing this lack of engagement?

Well, the results from a review of three million employee feedback surveys were compelling. They showed that learning and development opportunities are the second most significant factor in determining engagement.

These figures show that robust learning culture is directly linked to business productivity. This has been proven. Top performing organisations are five times more likely to have supportive learning cultures (ATD Research and i4cp, 2015).

2. A culture of learning with highly-skilled people gives you a competitive edge

By encouraging learning and skill development among employees, organisations stay competitive. In addition, employees can also can adapt to new changes. They can also maintain high levels of productivity.

According to Jack Welch, former Chairman and CEO of General Electric;

3. Leverage the creation of your learning culture to attract and retain top talent

The relationship between employer and employee is changing. For today’s talent, a job is no longer just a job. In other words, a robust learning structure is crucial to attract the best talent.

The opportunity to grow is vital when it comes to employee engagement. This is proven by data that shows that organisations with a strong learning culture have 30-50% higher engagement and retention rates. 

This means that it’s essential to invest in your employees and commit to developing this talent. By doing so, you’ll create an employer brand closely linked to learning and development. The result of this? It will help your organisation attract growth-focused individuals when recruiting.  

4. Boost employee wellbeing 

According to research compiled by LinkedIn, employees who spend time learning on the job are:

• 47% less likely to be stressed.
• 39% more likely to feel productive and successful.
• 23% more able to take on more responsibility.
• 21% more likely to feel confident and happy.

The research shows that giving employees opportunities to learn isn’t just good for their personal development. That’s because it has a positive effect on their team and the wider company as a whole. 

5. Reduce recruitment costs by retaining employees for longer

94% of employees would stay at their current company if it invested in their career development. That’s according to the 2018 Workplace Learning Report by LinkedIn. This statistic tells a clear story. One that shows that a better L&D programme the key to boosting retention rates.

A PwC report from 2020 found that 80% of CEOs need new skills. And that this is their biggest business challenge. Sourcing these skills from inside your company makes a lot of sense. It saves on hiring and HR costs. What’s more, it gives employees control over their career progression.

Your company already has a learning culture

The Society of Human Resources Management defines learning culture as “the glue that holds an organisation together”.  To put this into context, while you may not be aware, every organisation has a learning culture. Including yours. 

If you haven’t intentionally created a learning culture, then it has developed by itself. This isn’t necessarily a bad thing. 

Your learning culture is a product of your organisation’s beliefs, values, and norms. But not all learning cultures are created equal.

In short, a learning culture that creates the most value for your employees is the one which will in turn also bring the most benefit to your organisation. 

Let’s take a look at the different types of learning culture and which one your organisation aligns most closely to.

Types of learning culture 

1. Compliance training focused 

This is the training necessary for employees to work safely and legally in a particular industry or organisation. 

In many cases, it’s training that’s required by law. It may be financial compliance, GDPR, and/or compliance around equality in the workplace. Whatever it is, every company that operates legally, does it. 

2. Necessary learning focused 

This is the learning required for an employee to do their job. For instance, training on how to use the software necessary to carry out tasks. This type of training often takes place during the onboarding process.

3. Learning focused 

A culture of learning is one where employees are given the opportunity to acquire new skills. These skills are beneficial to the individual and the organisation’s success.

This learning is often event-driven. This means that individuals are given time outside of their job to develop new skills that they then bring back to the organisation. An example may be an employee learning specific management skills to successfully build a new remote team.

4. Continuous learning focused 

A culture of continuous learning is a step above a culture of simply learning. 

In this environment, learning is an essential part of the working day. It’s encouraged and supported at leadership level because those leaders are actively engaged in continuous learning themselves.

Employees feel empowered by learning skills that will help them in their role or in a future role. This environment places greater value on the individual. That’s not all. Another benefit of continuous learning is that it gives each employee the freedom to be responsible for their own self-learning.

In short, continuous learning focuses on personal development (as opposed to learning limited to what’s required by or benefits the organisation). 

Creating your learning culture

So you’ve identified where your organisation fits into the above four types. It may even be a mix of two types. Either way, there’s probably room to improve.

But where do you start with creating your learning culture? Below are five ways to help you create a culture of continuous improvement:

1. Make learning a core organisational value

Core values drive decision making. And decisions are the foundation for your workplace culture. That’s why it’s important to focus on continuous learning as a core value. But ensure that it’s supported by providing the resources needed to promote it.

2. Focus on personalised learning plans

Focus on the individual employee by developing a personalised L&D plan. This will help employees feel valued and engaged. This is about their career progression, but it’s also of great benefit to the organisation.

3. Promote knowledge sharing

It’s not always needed to bring in outside experts. For example, it can be possible to source skills from right inside your company. You can encourage individuals to coach and share knowledge with each other. In doing this, you’re creating value, and improving communication and connections.

4. Actively encourage a learning culture with rewards

Whether this is recognising someone’s success or financial compensation, rewards can help promote continuous learning. As a result, when you recognise your employees for their achievements, it actively encourages them to continue learning.

5. Leading by example

Support from managers and leaders for learning and development is vital. This is because leadership reinforces the core values of an organisation. Yet leadership isn’t about a job title. Stakeholders want leaders who walk the walk. 

How psychological safety links to creating a learning culture

Psychological safety is key to a successful learning environment. In other words, any learning environment can’t be successful without psychological safety.

What is psychological safety?

According to The 2021 People Management Report, employees who feel psychologically safe are less likely to quit their jobs.

Luckily, there are ways of asking for help in a way that promotes psychological safety, as the below sketch note from QAspire shows.

In short, feeling psychologically safe at work means sharing views and feedback without fear of negative consequences. In other words, employees who feel psychologically safe can share information and ask for help without feeling like they could be penalised for it. 

The feedback loop is vital for an organisation to grow and adapt. As a result, ensuring that employees feel safe giving feedback is essential. 

In short, creating a strong learning culture must go hand in hand with promoting a culture of psychological safety. Therefore it’s important to work on this element of your organisation too. 

Key takeaways

• Be aware that your learning culture is constantly changing. This means you can correct your approach if you start to go off course. 
• Consider allowing employees to take responsibility for their own learning. This will encourage a greater sense of achievement.
• Using resources to create a successful learning culture is a short term investment. The upside to it is long-term growth for your organisation. 
• Promoting a culture of psychological safety for your employees is an important part of building a successful learning culture. This is because your employees will feel comfortable when asking questions.

Where can I get free financial advice in the UK?

If you’re anxious or confused about money, paying your bills, or debt, there are organisations that can help for free. But finding the right financial advice and information from organisations that don’t charge can be confusing and overwhelming. In this article we’ll direct you to trustworthy organisations that offer free financial advice in the UK.

Getting help – free financial advice in the UK 

Worrying about money, paying bills, and debt can feel overwhelming at times. If you’re finding you’re worrying a lot about money, then it’s time to get help. 

Who gives free financial advice in the UK?

All the organisations below can show you how to navigate the path forward by providing clear, practical advice you can trust about money and debt. None of them charge a fee for the advice or resources they offer.

National Debtline

National Debtline is a charity that offers free debt advice to people in the UK. According to the charity, 94% of people who called them in 2021 said they were unclear what steps to take to deal with their debt situation.

They can advise you if you’re an individual or a business struggling with debt. So if you’re worried about paying energy bills and meeting the cost of other essentials, then National Debtline can help with useful information and tools including:

• Information factsheets including one explaining what support is available to help you meet day-to-day expenses. 
• An online household budgeting tool to help you keep on top of your spending
• A sample letter library, including letters you can send to creditors, banks and other institutions to negotiate and manage your debt.

You can speak to an advisor quickly via live chat on the website or by phoning 0808 808 4000. The helpline is free and is open Monday to Saturday. You should check the website for specific opening hours. 

Citizens Advice (previously called Citizens Advice Bureau)

If you’re not in debt but you’re concerned about your finances, then Citizens Advice can help prevent you getting into financial difficulties. On the website you’ll find information about:

• Managing mortgages and how to deal with mortgage problems.
• Pensions to help you make choices today that will benefit you in future.
• Borrowing money, advice on getting the best deal and making sure repayments are manageable.

If you’re struggling with debt or a gambling addiction, Citizens Advice can also help you. You can talk to an advisor online, get help by email, or call their free national phone line: 0800 144 8848. They also offer in-person advice at their local branches.

StepChange

StepChange debt advisors are friendly, non-judgemental experts who’ve been supporting people for over 25 years. They can help you no matter how large or small your debt. 

You can speak to them confidentially and free of charge through their online chat service or by phone. What’s great about StepChange is that they can continue to offer you free and impartial advice for as long as you need it.

If you know you need help with debt, but you don’t know where to start, StepChange will help you get the right help. By answering a few simple questions. they’ll help you:

• Understand what to do next;
• Get guidance and support to help you; and 
• Start to take control of your money.

StepChange also has a useful guide to coping with the rising cost of living.

MoneyHelper (previously called Money Advice Service)

On the MoneyHelper website there’s a confidential online chat service so you can talk to an experienced debt advisor straightaway. The website also signposts you towards free, face-to-face debt advice services in your area. 

Among the many other resources that MoneyHelper has to offer are:

• Information about benefits and what you could claim based on your circumstances.
• Help and advice on money troubles including how to make your income go further.
• Guidance on everyday money matters like bank accounts, credit, and budgeting. 
• Couch to financial fitness plan – a free, step-by-step programme to help you manage your money better.

Can you get money help from the government?

As well as Universal Credit, there are a number of state benefits that you may be entitled to claim. 

You can check your benefit entitlement on the Turn2Us webpage or visit the government’s page about Universal Credit and other financial support.

How can you avoid fake debt advice?

Unfortunately, there are fraudsters who promise to get people out of debt. These fraudsters prey on vulnerable people by posting adverts online, sending text messages and cold calling people.

The way these scams work vary. But sometimes, a fraudster will ask for payments from someone, falsely claiming to use this money to pay off the person’s debts. Another worrying scam is when they ask for or steal personal data, and use it for criminal purposes.

The good news is that the National Debtline website has lots of useful advice about how to spot financial advice scams. It’s useful to read this information to help protect yourself and your loved ones against scams.

Remember the golden rule, that if it sounds too good to be true, it probably is. If you hear a promise to ‘pay off 90% of your debts’, be suspicious. Don’t give anyone any money without being absolutely certain what it’s for and that their intentions are genuine.

How much does a financial advisor cost?

On average a financial advisor costs £150 an hour. In general, financial advisors aren’t intended to help people struggling with debt or money problems. 

In fact, financial advisors are more suitable if you’d like advice about:

• Saving for your retirement.
• Investing your money.
• Planning for a life event like having a child.
• Looking for a mortgage. 
• What to do with a lump sum of money e.g. inheritance or redundancy.

There are times when the services of a financial advisor don’t incur a fee. For example, if they help you to take out a mortgage you might pay a fee but receive it back once you’ve been offered a mortgage.

You can find out more about getting financial advice from Citizens Advice.

Beware the dangers of credit

Credit cards, overdrafts, payday loans, and buy now pay later can seem very appealing at times. But it’s important to know that these companies make money from fees and or interest that you have to pay to access the credit.

Borrowing more than you can afford to repay will result in problem debt. So it’s important to consider your credit options very carefully and being absolutely certain how much you’ll end up paying in the long run.

Final thoughts

Worrying about money can affect your whole life. It can impact the way you feel about yourself and your relationships with others. Many people hide their debt issues from those closest to them which causes added strain.

Accepting that you need help is a crucial step towards getting on top of money and debt issues. Fortunately, there are organisations and charities across the UK offering free financial advice to help you. By following the right advice, you can get back in control of your finances.

The information in this article is for general information only. It does not constitute professional advice from Openwage. Openwage is not a financial adviser. You should consider seeking independent legal, financial, taxation or other advice to check how the information in this document relates to your unique circumstances.