How can we further open up the workplace? by Susan Binnersley

Our thoughts and reflections on the Plan for Jobs and Employment support.

The Work & Pensions Committee have recently published their report on Plan for Jobs and Employment Support with the aim of finding ways to support people who are economically inactive to move into the workplace. Between May and July 2022 this accounted for over 9 million working-age people who were neither employed or unemployed.  In our latest blog we look at the key initiatives in the plan that really resonate with h2h and outline some of our other thoughts on how to further open up the workplace and tap into all of this potential.

The report presents several recommendations on how to encourage and enable those who are aged between 16 and 24, over 50 years of age or living with a disability to move into meaningful employment.  Clearly, all efforts to get more people into work are most welcome, particularly in STEM sectors where there is a huge shortage of critical skills. In addition to the economic benefits to both the organisation and the individual, meaningful employment also supports the mental health agenda due to the strong alignment between work and wellness.  The NHS advocates 5 steps to mental well-being and work offers the opportunity to experience all of them.

Based upon the dialogue and feedback that h2h receives from the companies we work with, the Work & Pensions Committee recommendations that really resonate for us are:

• The focus on offering flexible working:

With various life demands that people of all ages face, employers who offer this and implement it well, will stand apart.

• Occupational hygiene:

The focus on pro-activity and prevention is a welcome shift.

• Recognition of the value of the over 50’s:

This is a core demographic that has many years of valuable work remaining and a wealth of skills, resilience, and expertise.

However, there are still some gaps in the plan, particularly in the relation to the over 50’s age demographic. Initiatives could include:

• More creative management.

Later in their careers, people often want to try something new rather than stop working.  However, as talent is often managed in functional stovepipes, employees can’t see a path to make this happen with their current employer and their direct manager may not be motivated to promote this. A person-centered approach to internal talent management where each person is considered for their unique skills, attitude and personality is a much stronger way to get the most out of every individual.

• A fresh look at how and where we do work.

Businesses and recruiters should also think creatively about the types of jobs open to over 50s. Part time, project-based and contractor/fixed-term roles can often appeal to a demographic who may not want – or financially need – to be tied to traditional five-days-a-week jobs. This also allows them the freedom to build portfolio careers or pursue more personal interests alongside their careers.

• An increased focus on internal career development

Businesses should encourage their staff to pursue new careers without having to leave the business and offer upskilling opportunities at every level – not just for younger generations. In doing so, businesses will become more diverse, rewarding and productive places to work.

• The continuous improvement of line management capability

Many people leave or choose to stay in an organisation because of the impact of their direct line manager.  Equipping managers with the leadership skills they need to empower and motivate their teams to try new things can transform the workplace.

It is an interesting read, backed up with some robust research data, and gives a good overview of various government employment support services and initiatives that businesses of all sizes could make good use of. We would encourage HR professionals and communities to digest the report, consider what resonates for them, what services they could draw down on and use it to provoke more creative employment solutions to any tackle genuine skill shortages.

To find out how we could work with you to enhance your organisation and your people, reach out to us at enquiries@h2h.uk.com and one of experts will be in touch.