Talent attraction: four ways to ensure you’re being inclusive
Ensure inclusive talent attraction by defining job requirements clearly, broadening recruitment to diverse candidate pools, and building a strong employer brand that reflects your organization’s values and competitive advantages.
Pensions: Is your best and most costly employee benefit your least appreciated?
Pensions are often overlooked despite being a costly employee benefit. A government review found 12 million workers undervalue pension savings, but effective engagement strategies—using clear language, visual design, and face-to-face communication—can boost participation and employee satisfaction while supporting business retention.
Is bias holding back effective recruitment and training?
Unconscious bias in hiring and training decisions is limiting workplace diversity and innovation. Research shows 29% of senior managers hire people like themselves, while 55% won’t hire without a degree despite untapped potential in non-graduates who receive less training access.
Blood cancer: what you should know if an employee is diagnosed
Managers and HR professionals have legal responsibilities when supporting employees with blood cancer, which includes leukaemia, lymphoma, and myeloma. Blood cancer treatments vary widely—from intensive chemotherapy requiring months of recovery to manageable daily tablets—and employees are protected from discrimination under the Equality Act 2010 from the day of diagnosis.
Thinking differently: neurodiversity can help companies thrive
Neurodiversity represents an untapped talent pool that companies can leverage through inclusive recruitment strategies. People with cognitive differences like autism and dyslexia often possess unique strengths that drive innovation and problem-solving, though they face significant employment barriers. Tailoring hiring practices to focus on individual capabilities rather than standard assessments can help both neurodiverse workers and businesses thrive.
One woman’s journey to the world of freelance
A career coach shares her transition from a 20-year corporate finance role to freelancing, driven by personal development training in NLP and soul-based coaching. Her journey reveals how self-discovery and structured learning empowered her to build a business aligned with her values and authentic self.
Why creating a culture of kindness and gratitude is more important than a discounted gym membership
Creating a culture of kindness and gratitude in the workplace has a more profound impact on employee wellbeing and productivity than standard benefits like gym discounts. Mental health issues cost UK employers £34.9 billion annually, but fostering appreciation among colleagues and managers can boost happiness, resilience, and engagement with minimal investment.
How to measure corporate social responsibility in a simple and time-efficient way
Learn how to effectively measure corporate social responsibility impact through simple data collection and recording methods that help organizations make better community investment decisions and demonstrate program value to stakeholders.
Your employees’ money worries are your business
Employee financial stress costs UK businesses billions in lost productivity annually. Employers who address their staff’s money worries through comprehensive benefits like income protection, critical illness cover, and workplace savings schemes can improve both employee wellbeing and business performance.
Cancer in the workplace: simple tips for employers
Over 750,000 UK workers are living with cancer, yet 71% of HR managers lack policies for supporting employees with a diagnosis. Maggie’s offers practical workplace strategies to help employers communicate effectively and prevent cancer-related job loss through vocational rehabilitation support.
Why leaders need to push teams towards full transparency
Full transparency in the workplace builds trust, attracts talent, and boosts productivity by 44%, but leaders must model openness themselves and frame it positively to avoid appearing like surveillance, not micromanagement.
‘Hire’ ambitions: recruitment in the modern world
Modern recruitment requires engaging candidates with authentic employer messaging and inclusive job descriptions. Companies must shift focus from what employees can do for them to what benefits and culture they offer, using gender-neutral language and storytelling to appeal to diverse talent pools.
Depression in the workplace: why is ‘good work’ important?
As workplace physical injuries have declined, mental health issues like depression and anxiety have surged, accounting for millions of lost workdays. Research shows that poor-quality work—characterized by high demands, low control, and inadequate support—can negatively impact mental health as severely as unemployment, highlighting the importance of fostering psychosocially healthy work environments.
Mental health – a competitive advantage in a demanding workplace
Mental health support in the workplace delivers significant business returns, with research showing that every pound spent on employee wellbeing programmes generates up to £4.17 in savings through reduced absenteeism and improved productivity. Happy, supported employees are 12% more productive, while companies investing in mental health initiatives see improved retention and competitive advantage in attracting talent.
Cancer in the workplace: how employers can prepare themselves
Employers must prepare for cancer in the workplace by addressing three key barriers: emotional responses to cancer, misconceptions about what cancer means, and lack of knowledge to support affected employees. Understanding that cancer varies greatly between individuals and avoiding blanket assumptions enables organizations to provide tailored, effective support.
Winning the hearts and minds of millennials: 3 guiding principles for managers
Millennials comprise nearly half the workforce but show low engagement, with 66% unhappy in their jobs. Managers must understand this generation’s needs for speed, frequent feedback, and purposeful work to improve retention and business success.
Always switched on for work? Managing modern technologies – a joint effort
Modern information technologies enable constant work connectivity, but research shows employees need evidence-based policies and training to manage work-life balance. A comprehensive review of 56 studies reveals both negative and positive impacts of using ICTs for work during non-work time.
Most-read HRZone articles of 2017
HRZone’s most-read articles of 2017 covered key HR topics including people analytics, GDPR compliance, leadership, diversity, and employee wellbeing. Discover which articles resonated most with HR professionals throughout the year across all four quarters.
How to keep your workforce happy on Blue Monday
Blue Monday—the third Monday in January—is often the year’s most depressing day due to post-holiday letdown and mounting pressure. HR can boost workforce morale through practical strategies like encouraging praise, promoting self-kindness, and building in recovery time and rewards.
How can offering quality work experience attract top talent?
Quality work experience is essential for attracting top graduate talent. With a shortage of opportunities for UK students, companies offering structured, accessible placements can build diverse talent pipelines while helping graduates develop workplace-ready skills employers urgently need.
