Tag: HR Leaders

12% of employees believe HR doesn’t champion DE&I

New research from Cezanne HR has revealed that a staggering number of employees don’t trust their HR departments with 58% of respondents agreeing that their HR team champions DE&I, which evidenced strong HR leadership in this area. The same 58% also indicated better performance for HR when asked if they trusted their HR team more or less than before COVID-19. It was perceived that there is less favouritism by HR towards senior or junior staff in the business.

The industry is seeing the benefits that conscious DE&I brings to businesses when it comes to talent attraction and retention, but it seems most HR professionals and organisation leaders may not realise its ripple effects with almost a third of respondents (30%) didn’t know if their HR team champions DE&I, and 12% said their HR team didn’t.

For Cezanne HR’s new report, The Psychology of HR Relationship Building: Trust, visibility, and respect, 1,000 people across the UK and Ireland were asked about different factors that might influence HR’s relationships with the workforce.

For the last 18 months HR departments have grappled with how COVID-19 has affected the workforce and there’s been a definite increased focus on DE&I due to world events. The survey revealed that those HR professionals who are motivated and invested in DE&I showed a higher percentage of people who trusted them more before the pandemic (40% versus 32% for all respondents) than they do following the pandemic.

Shandel McAuliffe, Head of Content for Cezanne HR commented: “At a time when many employees are re-evaluating their career options, the relationship HR has with the wider workforce is critical. Trust is key to that. Employees that trust HR to help them grow with their current employer and create an environment that is fair and inclusive, are going to think twice before jumping ship.”

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38% of employees are looking to change roles  

Almost all HR leaders are concerned employee turnover will skyrocket in the coming months, according to a Gartner survey of 572 HR leaders.  

Another Gartner survey of 1,609 candidates between May and June 2021 found that nearly half of today’s applicants are considering at least two job offers simultaneously. 

Talk of “The Great Resignation” is still dominating the news, despite no concrete evidence of its existence. According to data by Personio, close to two-fifths (38%) of employees are looking to change roles within the next six to twelve months.  

To gain competitive advantage in today’s war on talent, employers need to focus on retention strategies such as the following:   

  • Ensure career progression plans: empower your staff to be the CEO of their careers and ‘grow your own’ instead of hiring externally.  
  • Implement mentorship programmes. These foster a sense of belonging in the workplace.  
  • Emerging talent is very focused on diversity and inclusivity. Ensure your business is inclusive.  
  • Promote a work/life balance. Wellbeing is a key focus for employees now more than ever.  
  • Widen your business’s talent pool. Hire outside of the normal parametres of the preferred skillset. It’s not always about skills, it’s about potential, too.  
  • Offer flexible working that aligns to employee and work needs: flexibility is no longer a perk, it’s a prerequisite for employment since coming out of the pandemic. If you’re not prepared to offer your workforce flexibility, they will find an employer who does.  

Photo courtesy of Canva.com

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