In 2012 the Queen announced government plans to improve parental leave, allowing parents to share maternity/paternity leave. At the time, some business leaders were concerned these flexible ideas were bad for business. In 2014, retail vouchers and healthcare benefits were prioritised as family-friendly benefits. More recently organisations have introduced advanced Child-friendly policies, but even in 2018 ideas were still in their infancy.
In recent years the desire for sustainable products has skyrocketed. Nielsen studies show that 66 percent of consumers would spend more on a product from a sustainable brand, and 81 percent of global consumers feel that organisations should operate more sustainably.
Individuals, brands, businesses, and even whole countries have begun to put the planet's needs before their own. Tech giants such as Microsoft will be carbon negative by 2030 and, ahead of the world's most significant climate change summit, we heard the Queen and Greta Thunberg's disdain for ‘talking shops.’
The conference was billed as a moment that would go down in the history books and save the habitat for future generations. But not all countries met the level of ambition expected. The Glasgow Climate pact has put more pressure on nations to commit to actions more in line with the Paris Agreement by 2030.
Most of Western Europe and North America will pull the plug on financial support for overseas fossil fuel projects by this time next year. Many nations also agreed to accelerate their plans to phase down unabated coal power and phase out inefficient fossil fuel subsidies. Six of the world’s leading car manufacturers (Volvo, Ford Motors, General Motors, Mercedes-Benz, BYD and Land Rover) said they would stop making fossil fuel-based vehicles by 2040.
The failure of wealthy countries to mobilise funds was a consistent theme throughout the conference. However, a new agreement will see established nations compensate vulnerable countries affected by rising sea levels and extreme weather conditions.
According to experts, if implemented, the agreements made at the congress will prevent rising atmospheric altitude, but it may not decrease to the desired level. As we have seen with the Paris Agreement, there is no guarantee that each country will carry out their commitment; it is down to us as individuals to pledge our allegiance to the planet.
Here is a quick reminder of how you can reduce your carbon emissions.
The Harvey Nash Group, a leading global provider of talent and technology solutions, published its Digital Leadership survey results earlier this month. As part of the group, Crimson is a contributor to the report.
The 2021 Digital Leadership Report is the world’s largest and longest-running senior technology decision-makers survey. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of significant trends in technology and digital for over two decades. This year a survey of over 2,100 digital leaders took place between 8th July 2021 and 11th October 2021, across 87 countries. In the UK, 823 digital leaders were surveyed.
During the last 12 months, we have seen demand spike for tech professionals as investment in IT skyrocketed to enable agility, meet customer demand, and provide new products and services. However, candidates have had a monopoly over the market with so many new opportunities, and many organisations have faced ‘The Great Resignation’. The Digital Leadership survey found that four in ten employers are struggling to retain their employees, and only one in three (38 percent) of organisations have revisited their employee offer to make it more attractive.
Aside from attracting skilled candidates’ digital leaders cannot find the talent they need. Even though more than half of the professionals surveyed said they were looking to hire regardless of location, 66 percent admitted they could not keep pace with technology trends because of a lack of skilled individuals. For example, the demand for Developers is extraordinarily high; in fact, it’s in the same league as HGV drivers and Nurses. As a result, more than half of those surveyed (52 percent) said they would be offering more apprenticeships to help plug the skills gap.
Let’s take a look at some more of the headlines from the much-anticipated report;
Topics: Leadership, Staff retention, IT strategy, IT and business goals, retention, Remote Working, Coronavirus, Tech Leaders, IT leaders, Wellbeing, Mentalhealth, HR, talent attraction, Technology Trends, Digital Leadership survey
There is more to life than money. During the pandemic, we have seen people step back, slow down and re-evaluate. Self-care and work-life balance were prioritised as many of us faced furlough or juggled family life and working from home. As a result, there has been a change in attitude as we recognise the importance of being flexible to someone’s changing circumstances and the importance of output over hours. Understanding our worth is also about discovering what we want from life, including the benefactors and rewards we value.
According to Cendex, almost half (47 percent) of HR professionals they spoke to say their employees ask for a pay review annually, with around 7 percent of employees requesting a review every six months. Sales, media, and marketing employees are more likely to ask for a monthly salary review than other industries surveyed. However, employees in the IT and Telecoms sector were the most likely to request a quarterly review.
In 2019 a government study revealed that eight in ten businesses still pay men more than women. Research by Payment Sense also highlighted the breadth of the gender pay gap by characterising cities and industries.
Over the years, the Employee Value Proposition or (EVP) has evolved and grown in importance. An organisation's EVP comprises several factors: compensation, benefits, career opportunities, the working environment, and culture. COVID-19 has enabled many companies to pilot working from home and introduce flexible working. Crimson's report on the pandemic's impact revealed that over 70 percent of IT leaders said their team is now more likely to work from home and they’re more likely to hire remote workers.
Just ten percent of respondents indicated that techies would be returning to the office to complete their regular working hours. The remaining ninety percent suggested flexible working will be on the agenda. YouGov research found that just one in four people want to go back to the office full-time post-pandemic. In a recent Evening Standard article, many FTSE 100 companies said they only have a small percentage of employees on-site and plan to introduce flexible working programmes to retain employees.
Major brands are starting to offer astronomically high salaries to attract the best candidates and subsequently the consultants within Crimson’s IT recruitment agency are being asked for recommendations on how to retain key employees.
The answer is that your organisation will have to work extremely hard to create processes that will maintain satisfaction among your employees. Here are some tips that will help you keep your valuable staff.