How to manage gender reassignment in the workplace – Part 3

In yesterday’s blog we discussed disclosing gender identities, so in this blog we cover how to support your employees and what changes you can make in the workplace.

Managing changeover of an employee’s personal details:

Terminology – You should ask the employee how they wish to be addressed. If the employee is in agreement inform their colleagues and ensure they use the correct terminology.

Documentation – Employer and employee should agree what details need to be changed i.e personal records, access passes etc. A discussion of what will happen to previous records relating to gender should take place to ensure confidentiality is maintained.

Appearance and dress code – A gender neutral dress code could be applied or if not appropriate the employee should be able to follow the dress code in a way which best fits their gender identity.

Toilet, changing and shower facilities –  An employee should never be segregated and told to use particular facilities but be allowed to use those they feel best match their identity following gender reassignment.

Irvine, California, USA. 15th Feb, 2015. The University of California at Irvine campus has designated nearly two dozen public bathrooms as gender neutral using signage with ''Inclusive Restroom, '' written out in white letters below a white triangle featu

Dealing with a sensitive gender identity matter – Issues such as names and/or gender not matching their passport/ID need to be handled sensitively whilst still ensuring the company is compliant in its checks.  Having a third party a business can turn to, to handle these issues can be reassuring for both employer and employee.

Company health insurance scheme – To ensure trans employees are treated fairly, it is recommended for an employer to include treatments and procedures for gender reassignment in its scheme.

Absence from work because of gender reassignment – It is discriminatory to treat an employee, who is absent from work to undergo gender reassignment, less favourably. Depending on an employer’s policy for managing absence, they may wish to record absences due to gender reassignment, but shouldn’t include them in ‘absence triggers’. It may be worth considering if you offer limited special leave (at your discretion) which maybe paid or unpaid

Performance – It is recommended to make allowances for the trans employee’s job performance during transition and a short period afterwards, as surgery is likely to have temporary side effects.  An employee may ask to move to another role or change some duties which may cause difficulties whilst they transition or they may request a phased return to work, wherever possible this should be considered and catered for.

Trans and mental health – A person questioning their gender may experience mental health problems such as anxiety and depression. An employer can support the employee, by providing a welcoming and safe environment at work.

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Support an employee with a family member transitioning – It is a type of direct discrimination to treat an employee less favourably than another because of the gender reassignment of someone they are associated with. The impact on an employee with a family member who is transitioning can be considerable; therefore you should treat them with sensitivity and provide them with support such as time off.

Develop trans inclusive policies  – Trans inclusive policies will need to be rolled out. Matters covered should include:

  • Transitioning at work including leave and pay
  • Dress code
  • Toilet, changing and shower facilities
  • Employee’s personal records and how these will be dealt with
  • If possible how an employee can transition to another role/department
  • How an employee should report any gender reassignment discrimination
  • Unacceptable behaviour towards employees inclusive of those of non-binary identities
  • Maternity/paternity/adoption/shared parental leave

These processes are always best supported by HR and it may be advisable to outsource your projects where possible. HR Revolution can carry out any project to ensure the process is performed unbiasedly.

If you need further information or guidance, give HR Revolution a call +44 203 538 5311 or email: info@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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How to manage gender reassignment in the workplace – Part 2

In yesterday’s blog we talked about discrimination in the workplace, today we discuss disclosing gender identities.

The job applicant: A ‘transsexual’ person is not required to tell a prospective employer they have changed gender when they apply for a job, it should always be up to them to decide whether to disclose or talk about their gender identity – for fear being misunderstood and/or treated unfairly.

The employee: A person who is starting (or intending) to go through gender reassignment will in practice have no choice but to tell their employer.  The employee will then agree with the employer what information can be shared with whom and when.

Other general rules: Employers and colleagues must not ‘out’ an employee or applicant as trans as they could breach laws. Also, apart from in certain circumstances, it is a criminal offence to reveal, without the person’s permission, that they hold a gender recognition certificate or have applied for one.

Transgender discrimination4

If an employee or applicant who is trans decides that some information can be shared, the employer should, without pressuring the employee, talk to them about:

  • What they do and don’t want their colleagues to know
  • Who will be told, who will do the telling, where, when and how, and
  • Whether the employee will be there.

It is advisable that communication of any information to be shared is noted and recorded, and happens before the employee changes their appearance.

Employees disclosing their trans identity to a supportive employer can feel more comfortable at work, with a likely improvement in their morale and productivity, too.

Depending on the employee’s role, it may be beneficial to discuss and agree whether some limited information about their trans identity or gender reassignment should be communicated to clients and customers the employee regularly deals with.

These processes are always best supported by HR and it may be advisable to outsource your projects where possible. HR Revolution can carry out any project to ensure the process is performed unbiasedly.

Look out for Part 3 of the blog tomorrow.

If you need further information or guidance, give HR Revolution a call +44 203 538 5311 or email: info@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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4 reasons why small businesses should invest in HR…

When starting up a business, spending money on HR initiatives and policies can easily slip to the bottom of the to-do list. The general focus is to drive immediate returns, and so it can take time to see a real return on investment of HR. As a result, HR is being thrown in the mix with ‘business admin’ and is reduced to a mere box-ticking exercise.

In place of an effective HR strategy, small business owners frequently try to encourage friendly and informal relationships, working under the implied promise of trust and  casual compliance with ‘this is the way that we do things around here’.

Many of the start-ups that began life this way, in a burst of enthusiasm, optimism and sheer hard graft, do not make it past their fifth birthday. Unfortunately, relying on their inherently goal-orientated and collaborative start-up culture to support people management requirements is not an effective plan for growth and longevity.

Small businesses need to strike the balance between managing ground-breaking innovation and challenging the status quo, with ensuring that they have streamlined processes in place that pave the way for long lasting growth. HR is not there to squash these cultural ideals, it’s there to form the foundations on which a successful business can grow and thrive.

So why should small businesses invest their time and money in HR from the beginning and ensure they get a return on their investment? Here are four reasons why small businesses should invest in HR.

1. HR adds value

Small businesses see little, if any, distinction between the strategic and transactional elements of HR. As a result, it is systematically undervalued and under resourced. And yet there is plenty of evidence to show that strategic HR delivers real dividends – especially among disruptive companies that are challenging the status quo. Netflix is a good example of fresh thinking about people management and how centralising and prioritising the employee experience can deliver exceptional results. This innovative culture has been a key factor in the company’s success.

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2. Small businesses are leaving themselves vulnerable

With their relaxed attitude to people management, small businesses are leaving themselves exposed to claims that they may struggle to defend in an Employment Tribunal. By investing in HR and developing policies and best practice they will have a fundamental framework to fall back on.

Employee handbooks are essential in today’s workplace as they help set out core Company expectations in terms of general conduct and integral UK policies and employment legislation, take a look at HR Revolution’s employee handbook template designed to cover everything your business requires to remain compliant.

3. It will come back to haunt you if you don’t

The value of HR is often downplayed in the early stages of a business and this can come back bite them, just look at Uber. And they are not alone. There has been no shortage of news stories revealing issues within larger businesses that could have been avoided if even the most basic of HR procedure was in place. Unfortunately, these companies thought about it too late and it rebounded back on them ten fold because by this time they are no longer a small start-up.

4. Managing HR admin is a misuse of individuals’ skillsets

As a small business, you probably don’t have a dedicated HR person – this is typically because at this early stage, survival is the biggest business priority. As a result, the management of HR administration such as approving holidays, managing sickness, and approving expenses, is landing in the laps of busy senior employees by default.

According to recent research, CEOs of small businesses are spending, on average, eight hours a week on all HR-related tasks. That’s more than office or operations managers who spend seven hours a week and might more realistically be expected to spend time on administrative activity. To put that into perspective, the median average cost of CEO time spent on HR equates to £18,700 each year and is an absolute misuse of individuals’ skillsets.

This is where HR Revolution can help you save valuable time and money by automating your all consuming HR tasks…  with breatheHR, an online HR information system starting from as little as £9 per month.

It has been shown that dedicated HR software saves small businesses, on average, four hours a week on HR admin with the use of software that can assist you with your day-to-day tasks.  Take a look at breatheHR below and manage your people, not paper!!

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Summary

It’s no longer acceptable for small businesses to allow HR due process to fall by the wayside, prioritising new business over their people management. In the current business economy, where 40% of businesses fail within the first five years, enthusiastic entrepreneurs need to change their tact. Whilst your investments may not bring about immediate returns, your return on investment will be clear when your trained, supported and rewarded employees grow with you.

Call +44 203 538 5311, email: info@hrrevolution.co.uk or visit http://www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

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A version of this blog first appeared on breathehr.com

HR Revolution’s guide for a successful 2018 – PART 3

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HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things and in the final part of this guide, we take you through the last key action points you need to consider:

Are your line managers firing on all cylinders?

Your line managers are the oxygen of your business. They motivate employees, help you to achieve your goals, and can often be your eyes and ears when the workload starts to mount up and you can’t possibly keep on top of everything on your own.

The managers that you choose can make or break your business, so it makes good sense to consider how you will support them in their roles, and ensure that

Here are some important points to consider:

  • Do you assess your managers on their leadership skills during regular performance discussions?
  • Are you giving managers the tools they need to excel in their role? If you don’t have carefully crafted people policies, for example, then you are not providing the focus and direction that is really required
  • Who are your managers of the future? Do you have a succession plan?

 

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How can you become an exemplary employer?

HR is not just about ticking a few boxes and making sure that you’re not breaking the law. Savvy leaders know that becoming the best employer that they can possibly be can give them a huge competitive edge.

But what does this look like in practical terms? And what do you need to look at to make the shift from compliance to true excellence?

Ask yourself:

  • What do people really say about working for your business?
  • How have you built a positive employer brand? And if you haven’t, how can you get started?
  • How does your performance measure up against other businesses in your area and your industry?
  • Would YOU want to be an employee in your business?

Are you tapping into modern technology?

Make 2018 the year when you finally decide to make your life easier by harnessing the true potential of systems and processes. It could save you time, money, and a whole load of stress.

 

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Here are some points for you to consider:

  • When’s the last time that you caught up with your current providers? They may have new tools that you can utilise, or suggestions on how you can ramp up your return on investment
  • Where are you putting man-hours into tasks that could be automated?
  • What new solutions are being launched into the marketplace that could help you to achieve your goals?

Where do you want your business to be a year from now?

Whilst you’re getting down and dirty with the nitty-gritty considerations, be sure to keep an eye on the bigger picture and what you need to do to make real progress towards bigger goals.

Take a look at:

  • Where you are right now, and the reality of the obstacles that you’ll need to overcome to move forward
  • Where you will have to make investments to ensure that you have the skills and practical tools that you need
  • How you can make fast progress, without cutting corners and creating avoidable problems

Summary

There’s absolutely no doubt about it… If you make your way through the considerations that we’ve outlined in this guide, and you take action against them, then you can make massive leaps forward during 2018.

You don’t have to do everything at once, but you do need to be sensible with your time and make sure that you’re consistently making time for implementation.  Download the complete guide below.outsourced hr - hr revolution

Maybe this information has made you realise that there’s huge room for improvement, and you need a helping hand with getting started. If so, pick up the phone and give us a call. We can carry out an initial assessment of your strengths and weaknesses in terms of your HR practices, and give you advice around how we may be able to guide you through making meaningful and profitable changes.

I hope you enjoyed our guide and that it has given you food for thought… why not give us a call, or visit our website: HR Revolution, we are ready to answer any questions you may have +44 203 538 5311 or info@hrrevolution.co.uk

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

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HR Revolution’s guide for a successful 2018 – PART 2

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HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them achieve big things.

In part two of this guide, we are  going to walk you through more key action points that you need to consider:

How can you get the most out of your employees?

Productivity can go through peaks and troughs throughout the year. To a certain extent, this is to be expected, and is sometimes unavoidable. Still though, you must unsure that you have mechanisms in place to encourage your employees to make their best possible contribution.

Address these points:

  • How have you recognised the achievements of your team over the busy Christmas period?
  • If organisational priorities have shifted over the past few months, how has this been communicated?
  • When’s the last time you said thank you?
  • How confident are you and your managers when it comes to initiating difficult conversations about performance?
  • What did you discover about how to get the most of your employees during 2017?

retain great employees

How will you retain your best employees?

You might think that your employees are happy and loyal, but January is a prime time for getting itchy feet, and imagining what other opportunities are out there. Can you really be confident that you won’t lose your key talent, and if this did happen, how would your business cope?

Ask yourself:

  • When’s the last time you assessed the workplace climate? Are you welcoming open and honest feedback? Can you be sure about how your employees are feeling?
  • How would you manage if a member of staff handed in their notice? What would happen in terms of covering the work, and reallocating responsibilities?
  • Have you considered external factors such as new businesses opening in the area?
  • How do you ensure that your business offers an attractive package to its employees?
  • If employees leave, are you holding exit interviews to collect meaningful feedback?

Are you up to speed with legislative changes?

Employment legislation changes and evolves on a very regular basis. This should be seen as a positive thing, as it often contributes towards fairer and safer workplaces. Still though, you can’t afford to get complacent.

legislative changesYou need to consider:

  • What legislation will come into force during 2018 that you need to comply with? What processes will you need to follow to ensure that you meet deadlines?
  • Will your policy documentation need to be updated?
  • Who will take responsibility for rolling out the changes?
  • How will you communicate any new provisions to your employees?
  • How will new legislation impact on any working relationships that you have with contractors, e.g. your payroll provider?

How will you develop your leadership skills?

It’s really easy to get caught up with all the finer details of running your business. At the end of the day though, you need to recognise that you are a leader, and you need to be keeping your skills sharp. You expect development from your team, so why should you be any different?

Consider the following:

  • What are your strengths, and how can you build upon them further?
  • How do you really know that these are your strengths? Would your staff say the same? And how can you find out?
  • Where do you need to bring your skills up to speed, and have you developed a plan for doing so?
  • How will your monitor your own progress? How can you stay objective? How will you keep going when the initial motivation wears off?
  • Do you need help and accountability from a mentor?

Look out for the final installment of HR Revolution’s guide, Part 3 on Friday and don’t forget we’ll be attaching the full guide for you to download and keep!

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

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3 difficult questions you need to ask yourself before 2018

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I’m sure by this stage in the year you have asked yourself the important questions about how your business measured up during the past year.  You’ll know how much you increased your turnover and how many new employees you recruited and what your goals are moving forward.

Planning sessions can be hugely useful, but it can be easy to miss the less obvious measures of what you are and are not achieving.  If you are serious about making 2018 a success, you really need to delve a little deeper and consider the questions that probably haven’t even crossed your mind.

So have you really thought or asked yourself the following questions:

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What HR mistakes have you made over the past year?

Running a business is a steep learning curve, so whether you are completely new to entrepreneurship or been in business for years, the world is constantly changing and adapting and you need to make sure that you are keeping up.  What worked in the past won’t necessarily bring about desirable results right now.

So have you make any mistakes in HR during 2017?  Think about operational issues, as well as the bigger strategic picture.  Are your employees on-board with organisational goals?  Does everyone understand and embrace their role in achieving growth?  Only when you get really honest with yourself, can you start to work out how you won’t fall into the same trap.

Are your managers really capable?

It is safe to say that your managers are, in many respects, the backbone of your business.  They deal with the day-to-day issues, they handle unexpected events, they make sure your policies are implemented and adhered to and they keep things ticking over when you can’t be there.  So its vitally important that they can perform to the best of their ability.

It is important to note here that identifying problems when it comes to capability isn’t about pointing the finger.  You need to avoid knee-jerk reactions and carefully consider where there is room for improvement, and create a plan that will help you get to where you want to be.  This may involve training, coaching, mentoring etc.

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What do you need to do to grow as a leader?

It’s easy to overlook your own personal development when  you’re trying to grow a team, but it is crucially important.  How can you be expected to get the most out of everyone else, if you aren’t constantly improving and growing yourself?  This should be a consideration throughout the year, but it is easy to drop the ball and now is a good time to look back and reflect.

Remember, asking questions can be a huge source of growth in your business, but you need to be really honest with yourself when working out the answers! Jot down your thoughts, then scrap them and work on being really truthful… It’s not necessarily easy, but the powerful tactics rarely are!

HR Revolution are here to help you get answers and get organised for 2018, get in touch today +44 203 538 5311 or email: info@hrrevolution.co.uk

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HR… your secret weapon…

Without HR expertise, growing a business is very challenging and if you’ve ever had to tackle a people issue without professional help, you’ll know just how stressful it can be.

Between trying to manage legal obligations, and meeting operational requirements, solving HR problems can become part of your everyday routine if you aren’t careful.

There is always the option to call upon help on a project-by-project basis, but if you’re ready to raise the bar (and give yourself the valuable gift of peace of mind along the way), then it might be time for you to start a retainer solution with your HR consultant.

This could be the HR secret weapon that you need and here’s why:

You know and trust your dedicated consultant so you can get straight to the heart of any issue

If you’ve ever outsourced work to a consultant in the past, you’ll know that there’s often a steep learning curve called ‘getting to know each other’ and before you can really get down to business, the right foundations have to be laid. You have to gain an understanding of how they operate, and they need to find out what your business is really all about.

So if you have a pressing HR issue and you’re working with someone who you’ve never worked with before, it’s inevitable that you aren’t going to immediately hit the ground running. When you’re using retainer services though, this isn’t a problem. You know your consultant, you know how they do things, and you trust in their decisions and advice. It’s not difficult to see the massive difference this will make.

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You don’t have to face the prospect of hunting down a expert when something goes wrong

Leaders often don’t expect to go into work on any given morning and find themselves faced with handling the fall-out of an HR issue. These things happen though, and it’s vital that you’re ready to respond as soon as possible. Many issues can spiral out of control if you don’t formulate a solution within a quick timescale.

By the time you’ve contacted your business peers, asked for recommendations, and managed to get hold of someone who has a solution, serious damage might have already been done. When you have an HR expert who you can get in touch with at any time, there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your consultant has already got you covered.

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You will save yourself a money

Contrary to popular belief (although very outdated!!), HR isn’t all about soft tactics that can’t be measured in terms of true business success. The best HR professionals understand their role in contributing to the bottom line of your business, and play a role in helping you to exceed your strategic objectives.

And we know that you have a keen eye on your costs. Yet another benefit of working on a retainer basis is that you’ll know what you’re paying each month, so you’ll never have to face any nasty surprises.

Are you ready to make the change? Give HR Revolution a call today for an initial chat about how we might be able to work with you. Tel: +44 203 538 5311 or email: info@hrrevolution.co.uk

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