Have your say News and views
What we asked our
followers this month
Yes 30%
No 70%
Do you think
there’s been
improvement on
tackling sexual
harassment at
work since
#MeToo?
Allowing out-of-hours emails may make some s staff look less motivated
Surely we should hold our
politicians to the same
standards as our CEOs, CFOs
and CTOs. Can the electorate
act like shareholders and
board members?
Elizabeth Simmonds
Employees with mental
health issues feel less
likely to progress,
9 October
More than a quarter (26%) of
employees with a history of
mental health conditions
believe they don’t have equal
access to career progression
opportunities because of it.
I recommend that managers have
a wellness action plan (WAP) in
place that provides a good
framework for having a
conversation around mental
health, including identifying
triggers, what action the
individual can take, and what
support from their manager
would be helpful.
Anna Golawski
How employers can
help with housing,
October HR
To differentiate themselves
as employers of choice some
forward-thinking fi rms are
adding housing support to their
benefi ts packages.
I don’t buy the ‘productivity’
argument, which is used for
anything and everything someone
believes HR should shoulder
responsibility for, like fruit
in offices, financial advice and
gym memberships.
There is no evidence for
this claim. I repeatedly see
the same claim for any
intervention that ‘it
increased productivity,
retention, motivation...’ I
only wish it were so easy.
Shoz Rahman
Banning out-of-hours
emails could harm
employee wellbeing,
18 October
Personalising rules around
out-of-hours email access is
better for employee stress
levels than blanket bans,
say researchers.
I cannot understand how
someone came out with these
kind of results in research.
It is highly discriminatory
against, for example, parents
who have other responsibilities
outside work. They cannot attach
themselves after working hours to
emails etc.
Employees who are single
and able to use emails outside
of working hours will be seen as
more committed.
This research is purely done to
excuse employers that demand
more and more from employees.
Europe can deal with it, the
UK as always finds some ifs
and buts...
Pathetic.
Hannah
hrmagazine.co.uk November 2019 HR 15
All photographs: AdobeStock
Does your organisation do
enough to monitor pay and
progression for BAME staff?
Are you open about your political
opinions at work?
Yes 48%
No 52%
Yes 47%
No 53%
/hrmagazine.co.uk