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Christmas job openings include: Reindeer Handlers, Christmas Decoration Installers and Christmas Elves

According to new research from Adzuna this year’s Christmas hiring remains resilient, with close to 28,000 temporary Christmas positions currently available, despite concerns over the cost-of-living crisis.

Adzuna analysed over 1.1 million jobs available in November to reveal the top Christmas jobs hiring now. There are currently 27,694 Christmas jobs on offer across the UK, up 5% from 26,307 this time last year. By comparison, there was a 93% year-on-year increase in the number of advertised Christmas jobs between 2020 (13,668 jobs) and 2021, suggesting that last year’s significant upturn in Christmas hiring has softened this year.

Topping the list of companies still looking for seasonal staff are supermarkets Tesco (2,226 jobs), Sainsbury’s (1,103 jobs) and Marks and Spencer (684 jobs). Hospitality chain Loungers (488 jobs) and fashion retailer Next (308 jobs) are also still advertising for hundreds of open Christmas roles.

Two sectors dominate seasonal hiring: Retail and Hospitality & Catering. The majority of roles available are customer-facing sales roles, stockroom assistants or servers. Interestingly, Christmas hiring in the Logistics and Warehousing sector — one of the sectors with the biggest demand for seasonal workers last year — has cooled in 2022, with only 1,630 openings up for grabs. The drop in ranking could be spurred by the plunge in the total vacancies in the sector. Adzuna data shows the sector experienced a 33.4% year-on-year drop in advertised vacancies, from 117,500 in October 2021 to 78,290 in October 2022. On a separate note, Royal Mail, the third-biggest Christmas employer of 2021, announced plans in October to axe as many as 10,000 jobs in the upcoming six months.

In total, ten of the largest seasonal employers are hiring 234,700 workers this Christmas, up 74% from 135,000 workers last year. The growth is largely driven by Amazon, which alone takes on an additional 150,000 workers. Take the e-commerce giant aside, there are five companies — Sainsbury’s, Tesco, John Lewis, Boots and Domino’s — offering 10,000 or more seasonal jobs this year.

Festive and fabulous Christmas jobs

An online search of roles revealed openings for Reindeer Handlers to bring Santa’s ride to different locations throughout the UK (at £9 – £12 per hour), and for Christmas Tree Decorators and Christmas Florists to help companies and homeowners to make their offices and homes Christmassy (paying £12 – £18 per hour).

For those who love skating, go for openings for Ice Rink Marshalls at historic sites such as Warwick Castle, paying up to £11.21 per hour. For those that love dressing up, there are over 400 openings for Santas and Christmas Elves including at theme parks such as Gulliver’s World, paying up to £15 an hour.

Other festive and fabulous Christmas jobs include openings for Seasonal Gift Wrappers, Turkey Pluckers, Christmas Tree Harvesters, Festive Nursery Practitioners and Seasonal Chocolate Packers.

The most lucrative winter position is for Christmas Chefs, who are responsible for crafting the Christmas menu and preparing food for private homes or restaurants, paying up to £300 per day.

Best relief perks for the cost of living 

Employers are trying their best to help employees cope with the rising cost of living. There are currently 12,185 advertised jobs covering free meals. Recruitment company Siamo Group is offering new starters one free meal per day from November to the end of December.

Meanwhile, one-time monetary incentives are also popular, with 7,421 advertised jobs promoting bonuses. There are myriads of one-off bonuses. Grocery and technology firm Ocado Group, private healthcare provider Bupa and hotel The Mayfair Townhouse are offering £500 welcome bonuses for e-scooter riders, senior care assistants and housekeeping room attendants. Sports retailer JD Sports offers a £560 attendance bonus for warehouse operatives. Hotel chain Marriott offers a £500 loyalty bonus for chefs, and construction engineering company M Group Services provides loyalty bonuses of up to £1,000 for engineers.

Paul Lewis, Chief Customer Officer at Adzuna commented: “Having nearly 28,000 jobs for one special occasion is very impressive amid challenging economic climate. As the cost-of-living crisis deepens, employers are eking out earnings by various cost-saving measures including trimming down recruitment budgets, and that’s why we’re seeing a halt in hiring growth momentum. That said, we’ve also noticed many employers are striving to support prospective employees through the rising cost of living, such as offering cash bonuses and free meals. To jobseekers who enjoy working with customers face-to-face, now is the perfect time to earn extra cash for the holidays as the retail sector is flourishing in this holiday season.”

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Nurses given free parking as staff exodus ends private sector monopoly on employment perks

It’s been revealed by Socially Recruited  that an exodus of nurses is forcing the health sector to respond with an increasing array of employment perks in a desperate bid to fill roles.

The staffing firm, which recruits for big brands and organisations using social media, has reported that the proportion of jobs offering nurses free parking, free lunches and extra annual leave has at least doubled in the past year as the profession suffers a recruitment crisis.

According to Socially Recruited, 2 in 5 of its health service clients now list extra holiday as a benefit, up from 1 in 5 a year ago. The proportion that offer extra annual leave has jumped from 21.2% to 44.1%.

None of the company’s clients was listing free meals and parking 12 months ago, but now 60.4% are doing so.

Nurses are quitting the health service in record numbers in England, according to analysis by the Nuffield Trust, with 40,000 quitting in a year1. That’s equivalent to one in nine of the workforce, leaving recruiters struggling to keep up with the rate at which they need replacing.

A survey by NHS Providers has also shown that many nurses are leaving for better-paid jobs in the hospitality and retail industries2, sparking intense competition to attract and retain staff.

It comes after recent figures from the NHS Business Services Authority revealed that 66,000 NHS staff in England and Wales had stopped paying into their NHS pensions between April and July, with over one in three (23,000) citing affordability pressures.

Ben Keighley, founder of Socially Recruited, said: “Nurses are getting scarcer, and the sector is having to battle even harder just to replace those that are leaving. To stem the tide, we’ve seen an unprecedented influx of employment benefits in healthcare.

“Recruiters are throwing the proverbial kitchen sink at candidates and rolling out the red carpet in a way that, until now, was more commonly associated with the private sector.

“Competition is rife and healthcare providers aren’t just trying to outbid each other — wages in other industries, such as hospitality, have been making gains and turning the heads of nurses and other workers looking for a way out of the cost-of-living crisis.”

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68% said focus on hard skills may cost candidates chance of being offered the job

Global recruitment company, Michael Page, has revealed that soft skills are as important as technical skills and qualifications in the interview process in determining the candidates’ success.

One thousand people involved with hiring were canvassed, and the findings highlighted the increasing need for prospective talent to show their willingness to learn and show flexibility.

The unexpected soft skills that are most sought after include selflessness, a sense of humour, and the ability to admit when you don’t know something. Sixty-two percent said they have hired someone who has demonstrated a range of these soft skills even up against better-qualified candidates.

Of those surveyed:

  • 63% felt that candidates focussed too much on their hard skills and qualifications and not enough on their human side when preparing for an interview.
  • 68% claimed that this focus may cost candidates their chance of being offered the job.
  • Half agreed that a willingness to develop their skills for the future is a key factor when deciding between two candidates.

The increasing demand for soft skills and emotional intelligence is evident even in highly technical industries such as technology and transformation.

In looking at the interview process, it was discovered that:

  • 51% favoured face-to-face interviews.
  • 74% of those who preferred in-person interviews agreed that they can get a better feel for the person this way. A further 61% said that the conversation flows more naturally.
  • Of those who preferred video interviews, 74% felt that the process allows them to speak with applicants from further afield, increasing the pool of talent.

Doug Rode, UK&I Managing Director at Michael Page, said: “The pandemic really drove home the importance of soft skills and taught businesses how crucial it is to invest in a workforce that possesses more than just technical ability.

“Now, with a turbulent economic landscape impacting businesses across the country, attributes such as a willingness to learn, flexibility and a sense of humour are all highly desired by hiring managers who know that personal qualities can impact a company’s overall success.

“Too often, candidates talk themselves out of applying for a certain job because they worry they don’t have every single skill, but this research clearly shows that employers are willing to overlook that for the right candidate. It’s easy to upskill once someone is in role, but traits like teamwork, empathy and friendliness are crucial attributes that you can’t necessarily teach.”

“Over the past few years, technology has fundamentally changed the traditional recruitment process – particularly through virtual interviewing. One of the key benefits of this is that companies are able to widen the net to secure talent from further afield, increasing diversity and creating opportunities for previously untapped talent pools.

“However, whether virtual or in person, interviewers will be keen to get a sense of the soft skills candidates can offer their business. The most successful will be those who are able to showcase a blend of both – pairing expertise and qualification with emotional intelligence too. Now, more than ever, demonstrating the desire to develop and futureproof their skills, being willing to learn and able to solve problems will give most candidates an edge over purely technical ability.”

James Barrett, Managing Director at Michael Page Technology, said: “Technology is always evolving, meaning roles are constantly coming to market which require completely new skillsets. This means that qualifications can quickly become outdated, and, in some cases, the qualifications don’t even yet exist. This makes it more important than ever to hire talent who are curious, willing to learn and develop and embrace change.”

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74% of SMEs fear inflation and rising energy costs are a threat to their business 

A report by Energy Live News has revealed that many small businesses are ‘struggling to stay afloat’, and it’s anticipated that ‘nearly 53% of small companies expect to stagnate, downsize or fold in the next year’ as a result of the energy crisis. CIPS also reported that 74% of SMEs said energy bills, inflation, and rising living costs are a long-term concern for their business. As a result, startups are failing; between January and March 2022, there were 205,171 new incorporations and 150,810 dissolutions in the UK.

With a lack of time, funds and resources at their disposal, SMEs are looking for innovative ways to save money and digitise previously costly services, leaving funds available for other areas of the business. Digital solutions such as Docue, Xero and Hubspot have seen a year-on-year growth in users, as more SMEs look to go digital and reap the benefits of centralising and organising large areas of their business. Docue has recently reported its fourth consecutive year of growth in customer subscriptions.

The Workforce Institute at UKG found that ‘the pandemic propelled 87% of the UK workforce into new ways of working underpinned by digital technology,’ and 86% of those surveyed saw how digitisation positively impacted their business. One positive outcome of digitisation is that it’s much more cost effective. Without digitising, SMEs often find themselves with substantial fees for various aspects of the business, including legal and employment contracts and policies.

In an analysis of its most popular startup contracts, Docue, a contract management solution, found that SMEs could save up to £30,000 a year by using its digital platform over traditional legal service. They concluded that the majority of startups will require a minimum of 12 legal documents and that items such as employment contracts, IP assignments and privacy policies can cost small businesses up to £1,500 each when created using a lawyer or law firm.

As such, Docue and digital platforms like it, offer novel solutions, promoting profitability, efficiency and productivity. With Docue for example, startups and SMEs can easily democratise all their contracts and work files, meaning businesses can create layer-grade legal documents and improve quality, validity and accessibility. This cuts the need for multiple, costly systems to edit, sign and store contracts and instead provides a simple solution with access to legal guidance, e-signing software and editable templates, all in one place. Where SMEs and start-ups are facing more and more pressure to save money and scale up quickly, digital solutions provide the answer.

Neil Edwards, VP of sales at Docue, commented: “The current economic crisis may be an unprecedented time for SMEs, who are thus looking to cut time, resources and funding wherever possible. However, digitising previously costly services proves to not only cut costs and leave resources for other sides of the business, but also improve efficiency and productivity.”

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New research reveals biggest time wasters among staff

In 2020, huge UK businesses took to remote work, and 78% of at-home or hybrid workers reported that their work-life balance improved.

A new survey by Reboot Digital PR Agency, was conducted to find out how much time people waste working from home versus in person. The survey looked at 5,265 UK workers aged 18-65.

According to the results of the survey:

  • In-person employees waste up to 4.26 hours per week on non-work-related activities.
  • People who work from home exclusively waste 41% less paid time than in-person workers, at just 2.5 hours per week.
  • Socialising takes up 19.89% of non-work activities, with in-person workers spending over 2.5 times more time socialising (14.32%) than their WFH peers (5.57%).
  • Social media is a top time waster across the board, making up 35.27% of non-work related activities. At-home employees use up 12.04% of their working hours on social media, while in-person workers use 23.23% of their work time scrolling.
  • At-home (11.09%) and in-person (19.91%) employees admit to shopping online, sleeping, playing computer games, and job hunting during working hours.
  • 6.49% of all workers admitted to sex during working hours. Those working from home said sex takes up 5.09% of non-work activities (approx. 3.4 minutes a week), while in-person workers spend 1.4% of their wasted time, or 3.6 minutes a week, engaging in sexual activity.

Debbie Walton, Editor at TALiNT Partners commented: “While I do feel I am far more productive while working at home, there is something to be said about the camaraderie of the team when we’re all together. Collaborating and catching up makes the world of difference to team morale and I do feel invigorated when I leave the office on the days we’re all in together. All working models have their pros and cons. It’s important that everyone finds what works for them and is supported by their leadership teams.”

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Remote jobs listed online falls by 4% 

In the midst of the current economic storm, business leaders are concerned about whether they need to wind back progress in various important areas of working life, such as flexible work (75%), skills development (76%), and employee wellbeing (83%). This is according to new research conducted by LinkedIn.

According to a new analysis of remote job postings on LinkedIn, remote roles are in decline. The data shows that hiring for remote roles peaked in January 2022, with 16% of jobs listed being remote. In September, this number dropped to just under 12%. Similar trends are noted worldwide, indicating that employers are now looking to get their teams back to the office.

The recent LinkedIn study of 272 C-level executives from large organisations across the UK, combined with LinkedIn jobs data, highlighted the growing disconnect between what professionals want and what employers offer. As hiring slows, the balance of power seems to be shifting back to employers.

LinkedIn’s Global Talent Trends report showed that flexible work is top of the list of priorities employees value in employers, with skills development and work-life balance also featured as top priorities. Unfortunately, these areas are all at risk of being scaled back due to the current economic uncertainty.

On the other hand, professionals are pushing back against the old ways of work. Even though 12% of jobs in the UK are remote, they received more than 20% of applications in September 2022.

UK leaders agree that keeping employees motivated and engaged is their first priority over the stormy months ahead. However, there is also a need to recognise that financial strains due to the increased cost of living (49%) and worries over being laid off (33%) are playing on employees’ minds.

While the current situation is turbulent, communication is key. Instead of avoiding tough conversations about difficult decisions, leaders are encouraged to “build bridges to their employees: and take them on the journey with them.

Becky Schnauffer, Head of Global Clients, EMEA & LATAM, at LinkedIn, spoke exclusively to TALiNT International: “As businesses continue to grapple with economic uncertainty, they simply cannot afford to lose out on top talent. With the current climate set to continue for the foreseeable future, business leaders are concerned that they will be left with no choice but to compromise on key value propositions that attracted and retained employees in the first place. In particular, scaling back on flexibility and professional development in response to this economic crisis could create a disconnect between companies and employees, and wind back progress made in the workplace over recent years.

Recent LinkedIn research shows that flexibility is the biggest priority for people looking for new roles in the UK, and our data shows that remote roles receive a disproportionate number of applications – making up less than 12 percent of job ads in the UK, but receiving more than 20 percent of applications. Flexibility is no longer just a nice to have, it’s become necessary for many. And it doesn’t stop there. Internal mobility is another top driver for talent. By providing employees with opportunities to develop their skills internally and focus on their unique career development, talent leaders will not only be better equipped to navigate economic and labour-market volatility – but they will also boost the engagement of existing employees.

Retaining employees is critical to building resilient businesses, and this has never been more important to weather this economic storm. By having a clear understanding of what motivates and inspires employees, employers can build out hiring and retention strategies that will effectively attract and retain top talent.”

Anthony Klotz, Professor of Organisational Behaviour, UCL School of Management, said: “Leaders are caught between the allure of returning to old ways of working, and the challenge of looking toward the future and rethinking how they lead and how their employees work. As LinkedIn’s study indicates, some of those in positions of power are opting out of the opportunity that this moment presents. But it’s those that embrace the mantle of leadership and turn into reality the vision that so many workers can clearly see – a future in which employees’ relationships with their employers are a source of wellbeing – who will come out stronger. It is these visionary leaders who are positioning their companies and their employees to thrive in the long-term.”

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8% of women admitted having experienced sexual harassment at work

A workplace survey recently published by CareerWallet has revealed that 1 in 4 women (24%) are still experiencing inappropriate comments in the workplace or remotely via zoom and email from managers and colleagues. Only 10% of men said they have issues with similar comments meaning more than double the number of women are subjected to this. However, the survey showed that nearly twice as many men (10%) as women (6%) are experiencing homophobic behaviour and comments from colleagues or managers. According to the survey results, these toxic behaviours aren’t just happening in the office with many hybrid workers admitting to receiving comments on zoom calls or over email.

Survey results showed that nearly 1 in 10 women (8%) surveyed admitted having experienced sexual harassment at work and 28% of all women surveyed said they have experienced bullying from colleagues or direct line managers.

The extensive workplace survey gives a stark warning to employers across the UK as millions of workers are not only unhappy in their current roles but even worse are being subjected to aggressive, sexist and homophobic behaviour often from line managers. As firms struggle to recruit and keep the best talent due to mass skill shortages across so many sectors, it is essential employers offer positive and healthy environments for their staff to maximise staff retention rates.

Craig Bines, CEO at The CareerWallet Group, commented, “Our new workplace survey highlights how many employees are not only unhappy in their workplace but also being subjected to extremely toxic behaviour from line managers and colleagues.

It is hugely upsetting to hear so many women being subjected to inappropriate and sexist comments from colleagues and managers, especially in the modern workplace.  It is clear that many employers across the UK need to address their work environments and also consider how staff are being impacted through hybrid working.”

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31% of the workforce sees themselves working from the office full-time in future

A study by Unispace has found that the pandemic and associated work-from-home guidance saw more men than women find a better balance between the office and home. This underscores the need for companies today to create spaces and flexible working approaches that drive equity across all genders. 

According to the Unispace study of 3,000 employees working across Europe, male office workers found a better work/life balance when working from home during lockdown than women (71% vs. 68%). When participants were asked if they feel they can prioritise family and loved ones more after the pandemic exactly the same proportion –  87% – of both groups said yes. That’s according to the new paper, Shifting the Gender Discussion, published by Unispace. 

When looking at those who were hesitant to go back to the office, the top concern expressed by male respondents was a preference to be at home to work around child and carer arrangements, with almost a third (32%) citing this explanation. Fewer women (29%) indicated the same sentiment.

Levelling the playing field

Unispace’s research also revealed that before the pandemic, female employees were more likely than their male counterparts to be completely office based (73% vs. 69%). Men were more likely to be working in a predominantly office-based hybrid way (25% vs. 18%), suggesting a pre-pandemic inequality in flexible working approaches among genders. 

However, when participants were asked about where they are likely to work in the future, exactly 31% of both groups foresaw themselves working from the office full-time, suggesting that there is an immediate opportunity for employers to create spaces and flexible working approaches that drive equity across all genders.

Chely Wright, Chief Diversity Officer at Unispace commented: “While the pandemic had catastrophic consequences for communities across the globe, it has also been a chance to press reset and shift the norm on many aspects of society – the conversation on work-life balance included. 

“When we know better, we do better. Our data shows that we have an opportunity to advance the discussion about equity in the office environment and flexible working policies from a gender-based lens. 

“The employers and companies today that are able to attract and retain the best and most diverse talent will be those that ensure their workforce strategies, working policies and office spaces provide the flexibility and equity needs of all genders. This is a chance for employers to reframe how people of all genders are encouraged back to work and experience their office environments.”

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More than 700 jobs are set to be created as a result of newly launched community regeneration initiative

Young apprentices are being given a unique training experience through a new collaboration between two world-renowned organisations.

Teenagers Ellis Doran and Tyler Lister have become the first Cumbrian control systems engineer apprentices at Jacobs, the global technology-forward solutions company, through a partnership with Sellafield which will see them join the current cohort of seven apprentices learning their trade at Sellafield’s Engineering Centre of Excellence.

As part of Sellafield’s plans to expand its annual training programme which welcomes a new intake of apprentices each year, Dave Jones, the company’s head of Operational Technology Group (OTG), approached Jacobs and asked if it would be interested in collaborating on its apprenticeship pathway programme, which would leverage the benefits each company can offer the students.

The apprentices will predominantly learn their trade at Sellafield’s Centre of Excellence facility at Leconfield Industrial Estate in Cleator Moor but will also benefit from training from experts at Jacobs throughout the course.

Dave said: “As part of our training programme, we have seven apprentices working from our centre of excellence facility so we thought it made sense to extend this to accommodate two more from Jacobs.

“The partnership is about growing the capabilities of businesses across West Cumbria, not just Sellafield, to help all local companies improve and develop their skill sets.

“This collaboration has many benefits as the apprentices will receive ongoing training from Sellafield, while also gaining specialist training from the brilliant team at Jacobs.

“It’s a very exciting partnership and it’s all about sharing resources and facilities to make sure local companies can continue to grow and expand their services.”

In the space of two years, the control system apprenticeship programme at Sellafield’s Centre of Excellence has more than doubled from four students to ten this year.

Mark Quin, Technical Manager at Jacobs, commented: “Working with Sellafield’s Centre of Excellence to provide our apprentices a more rounded and mature pathway is a huge advantage to our capability within Jacobs. Through excellent relationships with Dave’s team, we have been able to tailor the pathway to benefit both our new apprentices and improve the already market leading pathway that Sellafield has created through support from supply chain members and the varied project lifecycle offering.

“This collaboration creates an innovative culture where client-contractor relationships are uniquely improved to provide a more efficient and agile delivery model, by building early networks and improving stakeholder management and engagement.

“I am excited to see this collaboration grow and to raise the profile of the discipline where we are attracting the best talent to support the industry for years to come.”

More than 700 jobs are set to be created across West Cumbria as a result of the newly launched community regeneration initiative iSH (Industrial Solutions Hub).

The Copeland Borough Council-backed initiative will bring employment, skills and training opportunities to the area, and encourages collaboration between local businesses, organisations and education providers.

John Maddison, iSH Managing Director also commented: “This partnership between Sellafield and Jacobs is a perfect example of how companies can work together to upskill their workforce and provide innovative training opportunities to young people in the area. By sharing resources, businesses across West Cumbria can showcase the excellent capabilities of the local workforce and provide more solutions to industry problems across the world.”

A multi-million pound refurbishment of Leconfield Industrial Estate is planned as part of iSH’s vision to regenerate communities in West Cumbria.

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Diversity and inclusion progress in UK data industry stalls

According to a new report from Harnham, the Data and Analytics recruitment firm, working mothers are suffering from growing pay gaps and that diversity is severely lacking within more senior positions.

Harnham’s annual State of Diversity in Data and Analytics report involving 9,500 respondents takes a deep dive into the state of play of Diversity and Inclusion across the data industry, focusing on gender, ethnicity, race, disability, and age. It revealed a mixed landscape, with pockets of both progress and stagnation. There has been little change in diversity within the data industry over the last 12 months despite employers frequently naming this as a priority.

Harnham recognises that there are initiatives being taken by employers to actively improve diversity, but the report drives home the need for the industry to continue to put its money where its mouth is, if it hopes to remain trailblazing and innovative.

Key findings include:

Ethnicity divide  

White/Caucasian professionals make up a smaller percentage of the Data & Analytics industry (75%) than they do of the UK population as a whole (86% nationally) making the data industry across the board one of the more ethnically diverse prominent industries in the UK

But just because there are fewer white professionals than the national average, not all other ethnicities are seeing increased representation.

While Asian/Asian British professionals account for 15% of the industry (vs 7.8% in the 2011 census), Black/African/Caribbean/Black British professionals only account for 3% of the industry (vs 3.5% in the 2011 census).

Ethnicity pay gap 

In previous guides, the gender pay gap has exceeded the ethnicity pay gap, often by some distance. This year, however, this is no longer the case, as it now sits at 8% (vs 6% with gender), a pay gap up over 50% from last year.

The highest-paid individual group in the Data & Analytics industry are White/Caucasian men, who earn an average of £69,260 per year, whilst the lowest paid group, are women from a Black/African/Caribbean/Black British background, who earn an average of £53,850; a pay gap of 22%.

Gender divide

As in 2021, 28% of Data & Analytics professionals across the entire industry are women. While this does not signal significant improvement, it does imply that last year’s fall in numbers was not the beginning of an ongoing downward trend.

However, the gender balance in professionals who are in their first role in data, moves significantly closer to parity, increasing to 40%, up from 28% across the entire industry.

Nevertheless, there are certain sectors – Data & Technology, Data Science and Digital Analytics – which report fewer female professionals than last year. Most prominently, Digital Analytics reported a drop from 37% female, to 32%.

Gender pay gap

The gender pay gap across professionals in Data & Analytics is 6%. This is not only an improvement on last year’s figure, but also falling below the UK average of 9.8% – a broadly positive sign.

However, there are areas where pay inequality is more prominent, such as for parents. Male professionals with parental responsibilities earn £76,700 on average, whereas female professionals in the same position take home significantly less – an average of £65,580; a pay gap of 14%.

These figures are tempered by the fact that all specialisms we surveyed reported a gap smaller than the UK average, ranging from 9% in Data & Technology to -1% (as in the gap favoured women) in Marketing & Insight.

Leadership

Despite rising awareness around the importance of equality in leadership, there is a significant trend of diversity decreasing as seniority rises.

Representation of Black, Asian and Minority Ethnic professionals falls from 42% at Entry-level to just 16% at Head of/Director level.

Whilst less extreme within gender, with women accounting for 35% of Entry-level professionals and 26% of Head of/Directors across the industry, with nearly 40% of UK FTSE 100 board positions being held by women*, the Data & Analytics industry appears to be falling behind.

There are several potential reasons for this but taking an extended career break (of over three months) for childcare may have an impact.

While 21% of women working in Data & Analytics had taken an extended break for this reason, the same was true for only 3% of male professionals.

David Farmer, CEO of Harnham, said: Although we should be positive about the progress the industry has made, clearly, this is not the time to hang up our boots.

“It is vital to us that we continue to monitor the industry’s progress and do not shy away from revealing where gaps exist. There is no benefit in burying our heads in the sand, we must instead continue striving forwards.

“I am particularly proud that this year’s guide features a foreword from Sadiqah Musa, founder of one of Harnham’s diversity partners, Black in Data.

“Sadiqah has a wealth of experience in the data industry and her insights as a leader of an organisation looking to drive positive change in the industry are invaluable.

“We know that change takes time, but I firmly believe that if businesses and, crucially, educational institutions keep pushing for better diversity, we will see significant change over the next five to ten years.”

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Talent Solutions

Acquisition strengthens Nash Squared as a major MSP

Nash Squared, a provider of talent and technology solutions, has become a major force in Managed Service Provision with its recent acquisition of Het Flexhuis – a Managed Service Provider (MSP) of talent and recruitment services based in The Netherlands.

Het Flexhuis has a strong track record in delivering outsourced recruitment services for government, public services, and commercial organisations and will operate as an independent brand within Nash Squared’s recruitment business Harvey Nash.

Bev White, CEO of Nash Squared, commented: “I am delighted to welcome Het Flexhuis into the Nash Squared family. It is our vision to help our clients access talent and technology in every way possible, and offering a high quality MSP solution is an important next step for us. Het Flexhuis brings enormous experience and expertise with them, and I am excited by the potential.”

Occo Lijding, MD of Harvey Nash The Netherlands, commented: “This represents a step change in how we can help and support our clients in talent and technology. I have long admired the team at Het Flexhuis, and when we met I was struck by how similar our values and ambitions were. They are the perfect fit for us, and I look forward to working with them.”

Frederieke Schmidt Crans, Managing Director, Het Flexhuis commented: “We are thrilled and excited to become part of Nash Squared. Our company was established ten years ago with a mission to create a world-class MSP with great people and processes at its core. We see joining Nash Squared as the natural next chapter in that success story.”

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Search engines combine forces to accelerate Adzuna’s growth in the US

On Tuesday, 14 June, Adzuna announced their acquisition of the US job search engine Getwork.

The Getwork team, under the leadership of Brad Squibb, will be working alongside the Adzuna team, intending to accelerate Adzuna’s growth in North America.

Getwork links job seekers with vacant roles at North American companies by indexing millions of verified jobs daily directly from tens of thousands of employer career sites.

Adzuna, with headquarters in London, UK, Indianapolis, IN, and Sydney, AU, uses AI-powered technology to match people to jobs. The company has recently launched in Switzerland, Belgium, Spain, and Mexico. Their operations now cover 20 markets globally.

The two companies will operate as independent brands with their own established communities.

Doug Monro, CEO, and Co-founder of Adzuna, comments: “Adzuna acquiring Getwork will help us supercharge our growth in North America. The Getwork team’s stellar reputation for great service and delivery has led them to be trusted by an impressive roster of household name companies in the US. It’s also a great fit as their team and mission are so aligned with ours. The US enterprise market is crying out for strong alternatives to existing offerings and we’re looking forward to combining Adzuna’s marketing expertise, global footprint and programmatic job matching technology with Getwork’s deep industry knowledge and reputation to deliver even better for our customers. The US is the fastest-growing part of our business and this acquisition will accelerate our profitable growth trajectory.”

Brad Squibb, President of Getwork, comments: “Adzuna is a truly global business, operating across 20 countries, which creates an exciting opportunity for us to scale into new markets with the help of a brand that has already paved the way for international expansion. We can’t wait to join Doug and the team on this journey.”

 

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Despite efforts there is still massive room for improvement in UK management and reporting

In research released today, findings reveal a lack of focus on progressing diversity in the workplace. In the study conducted by SD Worx, it was found that while 68% of UK companies are committed to removing unconscious bias in the recruitment process, many have failed to implement a reporting system to track progress on meeting ED&I objectives.

The survey revealed that only 26% of UK companies evaluate managerial commitment to achieving ED&I-related objectives. A further 32% admitted having no systems allowing employees to report discrimination.

The UK ranked third in its commitment to removing unconscious bias at 68% when it comes to ranking. Ireland ranked first at 74%, with Belgium coming in second, at 69%.

As far as rankings for equal access to training, the UK is slightly lower than other countries, with 64% of companies investing in equal access to training and development. Ireland (72%), Belgium (71%), and Poland (69%) topped the list.

While 64% of UK companies include transparency about ED&I goals and actions to attract a diverse workforce in their mission statement and corporate values, only 60% of the UK companies surveyed said that they promote ED&I in job advertisements, social media, and their websites.

The survey also revealed that countries vary in their level of focus concerning educating and involving managers in their ED&I policies. For example, in the UK, 60% of companies stated that they actively involve their managers in ED&I policies, and 60% provide internal training on the topic.

Colette Philp, UK HR Country Lead at SD Worx commented: “It’s no longer enough for businesses to say they prioritise diversity and inclusion. Instead, they must prove their commitment to achieving a more diverse workforce, both internally within their business and externally to attract talent.”

“There is more awareness than ever before regarding diversity in the workplace and it’s a deciding factor for many when it comes to searching for a role or staying with a business. A diverse workforce brings new experiences and perspectives and an inclusive environment allows individuals to thrive. If businesses aren’t already putting ED&I as a top priority, it’s essential they act now to do so.”

Jurgen Dejonghe, Portfolio Manager SD Worx Insights, added: “It’s important that companies start investing in an active reporting system about their actions concerning diversity, equality and inclusion. On the one hand, that data offers a strong basis for optimising the diversity policy with concrete and consciously controlled actions. On the other hand, such a system also provides clear evidence whether companies are effectively putting their money where their mouth is and not making false promises to (future) employees.”

For ED&I initiatives to be successful, change needs to come from the top, with proper rollouts and reporting system to track their progress.

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TALiNT Partners has announced the finalists for the 2022 TIARA Talent Solutions Awards with 22 of the United States’ best Talent Solutions, MSP & RPO firms shortlisted across eight award categories.

The finalists for the 2022 Talent Solutions Awards US, which spotlight MSP, RPO and Talent Solutions providers delivering excellence in recruitment and talent acquisition across the US, are the top of the crop and represent the very best in providers in the industry.

Ken Brotherston, Chief Executive of TALiNT Partners made comment: “Following the inaugural TIARA Talent Solutions Awards US last year, I am delighted to see many of our 2021 finalists return to celebrate their achievements, as well as a number of new entrants this year. The 2022 Awards are a true celebration across the market, from the large global players to newer entrants and niche RPO organizations, all demonstrating excellence in their impact for employers and their own employees.”

“The TIARAs are distinguished by the rigor of its judging process and the quality of its judging panel,” he added. “Entries will be assessed by our esteemed judges through six key metrics: excellence in delivery; innovation; DE&I impact; sustainable value; business growth; and purpose.”

What sets the TIARAs apart from other awards programs is their independent panel of expert judges and individual feedback given back to each finalist.

The judges for this year’s TIARA Talent Solutions Awards are drawn from the HR and Talent Acquisition community are:

  • Sachin Jain, Senior Director – Global Talent Management, PepsiCo
  • Andrew Brown, Director RPO and Recruiting, Cornerstone
  • Russell Griffiths, General Manager, Coleman Research
  • Rich Genovese, Global Head – Talent Identification & Discovery, Jazz Pharmaceuticals
  • Gregg Schneider, Senior Manager – Procurement Plus, Global Talent Marketplace and Innovation Lead, Accenture
  • Justin Brown, Talent Acquisition Project Manager, Gallagher
  • Chris Farmer, Global Program Owner, Salesforce
  • Kerri Arman, Former VP Global Head of Talent, American Express Global Business Travel
  • Saleem Khaja, COO and Co-Founder, WorkLLama
  • Fitzgerald Ventura, CEO, 1099Policy
  • Mike Wilczak, Chief Product Officer, iCIMS

Judges will convene in May to debate and decide the winner of each category Award as well as an overall Talent Solutions Provider of the Year. All winners will be announced at an exclusive virtual awards ceremony on Thursday June 9th, 18:00 EDT.

Winners will also be profiled in a special TIARA Awards supplement published with TALiNT International.

The TIARA 2022 campaign is supported by our headline partner Cornerstone, and sponsored by WorkLLama, 1099Policy, and iCIMS.

The full list of TIARA 2022 Talent Solutions Finalists can be viewed here.

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