News and analysis HR news briefing mjj 1 HR one of the happiest jobs in the UK
HR job satisfaction is through the roof
2 HMRC allowed to appeal IR35
case ruling A landmark case for UK freelancers
3 Workspaces failing neurodiverse employees
Building a more inclusive workplace
4 Incidental managers contributing to the Great Resignation Companies neglecting manager training
5 Banter tribunals on the rise The line between humour and harassment
6 HR May/June 2022
Stress forcing women out of the workforce, study finds Women in the UK feel more stressed today than they did a year ago, and nearly half (47%) say it is the reason they will likely leave their job in the next two years.
This is just one of the shock UK-findings from Deloitte’s Women@Work report – a global study that looks into the at-work experiences of more than 5,000 women in 10 different countries.
Nearly half of women polled (46%) said they felt burned out, while 47% described their mental health as ‘poor’ or ‘very poor’.
Overall, the report found that burnout was the main reason women were looking for new roles. It found 40% of women actively looking for new jobs cited burnout as the main reason, while 38% said they were looking for opportunities because they had a lack of work/life balance.
Michelle Parmelee, deputy CEO and chief people and purpose officer, Deloitte Global, said: “The responses make it clear that women’s everyday workplace experiences are having a detrimental impact on their engagement, work/life balance and wellbeing.”
Jackie Henry, managing partner for people and purpose at Deloitte UK, added: “These findings are alarming. The number of women reporting increased stress and burnout is of significant concern.
“It is clear that employers are struggling to address the issue, with burnout being the top driver for those looking for new employment. The findings show the importance of actions beyond policy – those that address and embed wellbeing, flexibility, and a respectful and inclusive culture.”
Should businesses be using video CVs to recruit staff? Video CVs have been celebrated as a more accessible, faster, cheaper and less discriminatory alternative to the traditional written format – but do they measure up?
He said: “Businesses that think they can solve diversity and inclusion challenges by hiring blind through anonymous CVs are kidding themselves.
To expand its reach, broadcasting company Sky introduced first-stage video pitches for new marketing recruits.
“The business needs to be educated and open to diversity and inclusion from the very start of the hiring process right through to retention, progression and promotion of employees.”
Euan Cameron, founder of video interviewing so ware Willo, said he thinks video applications are less biased than traditional paper-based CVs. “Traditional hiring methods are broken,” he said.
“Businesses today know that they need to look beyond degrees and qualifications to find the best people. That can tell you far more than you’ll find in a traditional, outdated and frankly obsolete CV.”
Any bias in recruitment, he argued, comes from the interviewer rather than what format the CV is in.
Huma Qazi, D&I consultant and resident expert of HR magazine’s D&I Clinic [Resource, page 46], said video CVs may be a great alternative to traditional CVs, as long as steps are taken to level the playing field.
She said: “There is more parity and control in the format, it is easier to compare responses to the same question by various candidates, and the ability for HR, recruiters and hiring line managers to grade, score and comment for each candidate.” A
l o r u m
D e i e s:
ra p h t o g
P h o l l hrmagazine.co.uk