New research has revealed concerns over the treatment of staff in the world of hybrid work. Our recent Mind the Gap report found that only half (52%) of employers are confident that office-based and home-based employees will be treated evenly and fairly in the next 12 months, with development and progression opportunities causing the greatest concern.
Join our upcoming webinar to learn about the consequences of indirect discrimination, how to handle challenges around progression, pay and reward, and what ancillary policies and training you may need to implement to ensure hybrid working doesn’t result in a ‘proximity bias’ that could destabilise your team.
Organisations may have settled into new ways of working – but making the decision to adopt hybrid working is only half the story. With numerous factors driving the Great Resignation, hybrid working needs to be managed effectively to avoid frustrations and, in particular, the perception of unfair treatment between home and office workers, which can invite a whole host of issues.
Indeed, employers must be mindful of fairness at every stage of hybrid working, from dealing with the initial request to acknowledging and counteracting ways in which homeworkers may be at a disadvantage. Already, both homeworkers and employers are worried that relationships with managers, progression opportunities, and even pay and reward may all suffer as a result of being less visible. An “out of sight, out of mind” mindset may result in grievances, resignations and even discrimination claims – so what can you do?
During this free 45-minute session, WorkNest’s Director of Legal Services, James Tamm, and HR Business Partner Hannah Copeland will discuss our research findings in more depth and address potential concerns that employers must be alert to. They will also offer practical guidance to help you ensure the correct processes and policies are in place, potential discrimination risks are minimised, and staff are trained to deal with challenges around unfair treatment.
You will learn:
At the end of the session, our hosts will be taking your questions on the topics discussed. In recognition of the limited time we have available, we recommend submitting your specific queries in advance via the registration form. All questions submitted before or during the webinar will be answered in a helpful FAQ which we’ll share with all registrants after the session.
Our ‘Mind the Gap’ research has been conducted amongst thousands of employers and employees nationwide. It evidences the current divide between these two groups across a whole host of employment and HR matters. The good news is that the gap isn’t unbridgeable – but organisations must take heed of the current sentiment amongst employees and respond appropriately. Those who continue with business as usual will inevitably face mounting concern.
Key findings from this report:
Just 52% of employers and 40% of employees are confident that office-based and home-based employees will be treated evenly and fairly in the next 12 months.
Only 44% of business decision makers are confident that office-based and home-based employees will have equal progression and promotion prospects. Employees are even less assured at 37%.
Meanwhile 54% of employers are confident pay and reward will be fair and even; however, only 40% of employees share this optimism.
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These findings sound an alarm bell. Given the growing popularity of hybrid work, SMEs must have policies and manager training in place to ensure staff receive the same support and opportunities as their office-based colleagues and mitigate the risk of unfair treatment of workers. Failing to do so is likely to spark grievances, which could quickly escalate, leading to time-related costs, reputational damage and – in worst-case scenarios – even expensive Tribunal claims. Small businesses mustn’t duck the issue.”
James Tamm
Director of Legal Services, WorkNest
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Communication has never been more important than it is right now and it’s vital to set expectations from the start. Hybrid working was a concept that we very rarely used two years ago and now employers and employees alike are expected to understand what this suddenly means for them. Developing a hybrid working policy which sets out the planned way of working with this new concept is vital. Being clear as a business why you have adopted the way of working that you have chosen is vital too – employees are more likely to commit if they can see that you have thought carefully about how the policy will serve the needs of your business, its clients, AND your employees.”
Hannah Copeland
HR Business Partner, WorkNest
Better with WorkNest
Owing to our unrivalled support and expertise, we’re consistently high achievers when it comes to protecting organisations and achieving results.
We have six times the number of qualified solicitors, practising for over five years, than any of our larger competitors. We’re also recognised by the Legal 500.
With a dedicated adviser in your corner to guide you through the process, you’re over eight times more likely to defeat a Tribunal claim if advised by WorkNest.
Our Health & Safety Team has over 350 years’ combined experience of supporting organisations with their compliance, so you can be sure you’re in safe hands.
Our advice, support and safety management systems can reduce the risk of prosecution by 50% and cut the cost of any fine imposed by more than 85%.
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