PODCAST

Oven-Ready HR

Chris Taylor

“Oven-Ready HR is the podcast trying to fix the world of work to make it happier, healthier and more rewarding and purposeful for all. Whatever your job, work is more than just a pay packet. I'm Chris Taylor your host and join me as I talk to some of the world's top workplace experts and hear how with a little effort, work could be so much better.”

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Why Can't Managers Manage?
Why Can't Managers Manage?
Why can't managers manage?This week I turn my attention to the quality of management in organisations or perhaps the lack of it.  Are good bosses as rare as hen’s teeth? Without fail, poor management is one of the top, if not the top reason we leave organisations.  Why can’t managers manage?Chris Roebuck is the honorary Visiting Professor of Transformational leadership at London’s Cass Business School. A former serving military officer, Chris is also former global head of Leadership at HSBC Investment Bank and UBS.  Whilst at UBS, the work that Chris and his team delivering success through people became a Harvard Business Review Case Study.Speaking truth to power [5:33]A fundamental element of an open culture is the ability for employees to tell managers the truth.  Workers who are frightened of delivering bad news or news they don't think managers want to hear can lead to catastrophic events such as the Boeing 737 Max disaster and BP's Deepwater Horizon disaster in 2010.Changing workplace culture [09:14]Chris argues that even if the c-suite are committed to changing an organisational culture, the message often gets diluted as the message filters down.  Managers are often distracted by their own operational issues. Many people argue this is because communications say in a global business are complex. Chris disagrees and points to a 50 year old communications framework published by the Industrial Society (since rebranded as The Work Foundation) called 'Team Briefing' that provides the fundamentals of good communication that he believes far too many organisations ignore.Should HR be guardians of organisational culture? [13:16]No is the simple answer. The C-Suite are the guardians of the culture along with other leaders in the organisation.  HR are their to facilitate and support.  If leaders and managers abrogate their responsibility to HR, the leader is just passing the buck.  The employee relationship rests with the line manager and it's the line manager who needs to do the talking.Why don't business schools teach leadership skills? [17:20]I ask why business schools seem to be so poor at teaching soft skills. Chris responds saying this sort of training is seen as old fashioned and unimportant and business strategy is the sexy stuff.  Chris provides some startling statistics that underline that managers are ill-equipped to to deal with overwhelming majority having never received any management training in for example effective delegation.What lessons can be learnt from military training? [21:28]Chris is a veteran of the world-famous Royal Military Academy Sandhurst. He comments that Sandhurst and other military academies around the world don't even talk about strategy until the officer cadets are skilled in the basics such as time management, prioritisation, communication, giving feedback and delegating to others.  These he feels are valuable lessons managers in the civilian organisations should be taught.Does effective management equal better team productivity? [23:59]Chris suggests that it is basically impossible to draw a direct correlation between management performance and the performance of teams or individuals as its impossible to isolate this one variable.  However, he quotes plenty of statistics that  demonstrates that employees who are managed by an effective and inspirational manager will drive bottom line performance.What's the one thing that defines a good boss? [34.33]Chris reveals the single leadership quality that he says is mentioned time and again when hew asks audiences to describe the best manager they ever had.Resourceshttps://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/https://chrisroebuck.livehttps://www.lancaster.ac.uk/work-foundation/
2d ago
37 mins
HR - Too Squishy, Flabby & Foggy For The C-Suite?
Regular listeners to the Oven-Ready podcast will know I frequently cover the more 'humanistic' side of HR.  I regularly interview guests on topics such as employee engagement, organisational culture and purpose and wellbeing. These are all of course hugely important to HR practitioners but in this episode I wanted to discover what the executives of the 'C-Suite' are focused on and whether HR as a function is on the same page.Andrew Bartlow, this week's guest suggests in many instances we're not on the same page at all. He argues HR's focus is often on 'HR Stuff' instead of 'Organisational Stuff'. Andrew is a veteran of both HR and of the boardroom.  He's participated in 11 M&A transactions, numerous business scale-ups, countless IPO and Private Equity exits and as HR lead for a real estate start-up business that became a $14 bn listed firm, he certainly knows his 'stuff'.  His expertise is widely sought with Andrew mentoring a number of HR leaders. His 25 years of HR experience  also led him to co-author 'Scaling for Success' a book the provides an HR framework for high-growth companies.HR is a servant [01:39]Andrew argues that HR is really good at giving 'customer service' to the organisation. We're eager to please and at every stakeholders beck and call but is that he states showing leadership?Advocating for the business as a whole [3:35]HR tends to be guilty of navel gazing. We tend to work on HR things that matter to HR as opposed to seeing a bigger picture and working on things that will benefit the organisation as a whole.Employee engagement is all a bit squishy [10:21]I mention to Andrew about how important it is for HR to build a sense of community and focus on employee engagement.  Andrew doesn't really buy that. Employee engagement for example is all a bit squishy, HR is again focusing on the humanistic element as opposed to driving business performance.The wellbeing 'air quotes' [13:34]Andrew suggests that wellbeing may be important to the organisation right now but is HR working on that at the expense of other goals such as role clarity and management training which the company also may require.Merging two cultures [17:20]Andrew discusses at length how you merge two different business culture that have come together because of a merger or takeover and cautions against the 'usual' go to slogan of bringing together the best of both worlds.HR practitioners need to wear their 'business' lenses [23:22]Andrew recommends that HR leaders out away their HR lenses and wear business lenses instead to trust understand what your organisation needs right now.Resourceshttps://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/https://www.amazon.co.uk/Scaling-Success-Priorities-High-Growth-Organizations/dp/0231194447https://www.seriesbconsulting.com/about-us
17-05-2022
25 mins
What is Employee Wellbeing All About?
In this episode of Oven-Ready HR host Chris Taylor talks to author, speaker, psychologist Gethin Nadin.  Gethin is one of the world’s top Employee Experience and Wellbeing Influencers.  Gethin’ work has been featured in the FT, Forbes, Guardian and The Huffington Post. Gethin is also Chair of the UK Government-backed Engage for Success Wellbeing Thought Action Group and a fellow at the RSA.How many pillars of wellbeing are there? [01:33] Gethin says a lot of organisations struggle with this but he believes s that there are broadly 5 pillars of wellbeing and these are:1.     Physical wellbein2.     Financial wellbeing3.     Emotional wellbeing4.     Community wellbeing5.     Leisure wellbeingGethin recommends that organisations think about wellbeing in these five broad terms and to move away from ‘buying’ off the shelf wellbeing products where he believes many organisations get it wrong.Why should organisations be concerned about wellbeing?[03:30]Gethin argues that there is compelling evidence that organisations who commit to employee wellbeing benefit from increased profits and shareholder returns.  When an organisations is seen to care for its employees, employees perform better in terms of improved customer service, their productivity increases and they produce better outcomes.  Gethin states that employee wellbeing is an investment in people.How much of the wellbeing tech is evidenced based?[12:49]Gethin estimates that there are some 400,000 wellbeing apps available for download but warns that the majority of this technology is scientifically unproven despite some of the technology being recommended by healthcare organisations such as the NHS in the UK. Gethin goes on to warn that some of the available apps could actually cause harm by creating a sense of over-reliance and self-diagnosis by the individual.  So he cautions organisations against putting technology based solutions in front of employees that lack the necessary scientific rigour and evidence.What is Psychological Reactance?[19:40]Gethin explains the terms Psychological Reactance the term used to describe human behaviour when we’re told something that we feel threatens our freedom.  Gethin explains that messaging surrounding health and financial wellbeing often fail because organisations use ‘negative associations’ as opposed to ‘positive’ ones.  He gives an example of retirement planning where positive messages such as dining out and holidaying regularly once retired are much more successful. iEmployee Burnout and toxic work cultures[26:19]Gethin states that having work-based friends is effective in employees not feeling isolated or alone at work. Gethin argues that employee ‘burnout’ is most likely to be caused by poor organisational design and structure and quotes recent research to back up this claim.  A lack of autonomy, not feeling appreciated, a lack of direction and unrealistic deadlines all contribute to burnout.  How do I start a wellbeing strategy?[38.27]Gethin outlines the very first steps an organisation needs to undertake when embarking on an employee wellbeing journey.  The steps include asking why are we doing it and what do we hope to get out of it whilst at the same time keeping the employee front and centre.Resources:https://www.hellobenefex.com/about-us/our-team-leaders/https://www.linkedin.com/in/gethinnadin/https://buddyboost.co.ukhttps://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/
08-05-2022
40 mins
Oven Ready HR Reheated 2 - Season 4's Final Serving
So if you’re a regular listener to Oven-Ready you’ll know that at the end of each season we put together a couple compilation episodes called Oven-Ready Reheated looking again at some of the themes and best bits. Season 4 of the show has been hugely popular with some fantastic interviews so thanks again to all of my exceptional guests. Remember all of the seasons shows are available at ovenreadyhr.com or wherever you get your podcasts but here are some tasty appetisers: Radical Candor is the management philosophy developed by Kim Scott based on caring personally but challenging directly. I asked Kim to tell me the inspiration for her approach: David Hieatt, the co-founder of Hiut Denim talked to me organisational purpose and also his approach to finding talent.In the first of two segments, author, entrepreneur and thinker Julia Hobsbawm came on to the show to discuss her new book The Nowhere Office, here she explains why she believes the Monday-Friday working week is history. In this second segment, Julia Hobsbawm reveals why she thinks HR need to kill some ‘darlings’.Andrew Bazeley from the Fawcett Society – the UK’s leading charity campaigning for gender equality and women’s rights explained why they are asking for the salary history question to be banned.I ask entrepreneur Alex Kruger if he was in anyway proud of ‘Grace’ the funeral start up business he founded and later closed.I ask HR advocate and speaker Tracie Sponenberg if she feels that HR leaders have a sit at the board table.It has been 25 years since Professor Dave Ulrich coined the phrased HR Business Partner.  In our interview title is it time kill off the HR business partner role? Author, futurist and Consulting Partner at HR Curator, Dave Millner gives an assessment on why firms seem to be appointing non hr professional to senior HR roles. That’s it folks – Season 5 of the show will return in May 2022. If you have themes or stories you’d like me to cover then I’d love to hear from you – get hold of me at ovenreadyhr.com.Resources:https://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.com
19-04-2022
29 mins
Oven Ready HR Reheated - Bite-Sized Chunks of Season 4
So if you’re a regular listener to Oven-Ready you’ll know that at the end of each season we put together a couple compilation episodes called Oven-Ready Reheated looking again at some of Season 4's themes and best bits. Season 4 of the show has been hugely popular with some fantastic interviews so thanks again to all of my exceptional guests. Remember all of the seasons shows are available at ovenreadyhr.com or wherever you get your podcasts from but here are some tasty appetisers: Paul Nowak, Deputy General Secretary of the UK’s Trades Unions Congress explains how the media characterisation of a them and us relationship between unions and employers is unhelpful.  Paul also tells me how he started his trades union journey. The jobs market is apparently white hot so I sat down with Nick Croucher the lead UK partner for global HR search and recruitment firm Frazer Jones.  In this segment, I talk to Nick about the trend to appoint non HR practioners to senior HR roles and whether professional HR qualifications are  really worth it. Lord Hendy QC widely acknowledged as one of the UK’s leading experts in employment law has recently introduced his own bill called the Status of Workers Bill to simplify the UK’s confused position on who is and isn’t an employee,  His bill will also extend  employment protections to millions more of the country’s most vulnerable workers. In this segment, I put it to Lord Hendy that it’s often confusing to establish if an individual is an employee a worker or something else!  In the following segment I ask Lord Hendy if his bill will raise costs for employers and I asked him if he thought this was a price worth paying? Sticking on the legal theme, I talk to Nick Hurley, Divisional Managing Partner in the employment practice at Charles Russell Speechleys about expected developments in UK employment law.  Here Nick explains a little more about the Governments pledge to make a request for flexible working a right from the get go. Thanks to interventions from individuals such as Michele Obama in the US and TV personality Davina McCall in the UK, the menopause at long last has been recognised a major work place issue.  I turned to Anne-Marie Yates and DR Lynne Green from Kooth, the UK’s longest established digital mental health provider to share both their own experiences and what enlightened employers should be doing. First up Anne Marie explains why she thinks we’re now having a proper conversation about the menopause.  Dr Lynne then explains why she believes employers have a moral duty to consider the impact of the menopause on women in the workplace. If like me you’re constantly checking your phone you might benefit from a digital detox. Hector Hughes co-founder of the digital detox business Unplugged explains how his customers feel when they emerge from one of his digital detox cabins having been separated from their devices.A final compilation of the last 7 interviews of Season 4 available next week.Resources:https://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.com
12-04-2022
23 mins
Is It Time To Kill Off The HR Business Partner Role?
In this episode of the Oven-Ready HR with Chris Taylor, our guest is Dave Millner. Dave is an organizational development and design consultant with over 30 years of experience, specializing in employee engagement and experience strategies, workforce frameworks, executive coaching, and HR and digital transformation initiatives. Today, David talks about David Ulrich's HR Model Template, the critical role HR Plays in the company, and how he wants to reinvent the HR Business Partner Structure.  The HR Model Template [04:05]  There are many problems surrounding role design and business expectations, and David Ulrich's HR Model template was never intended to be cut and pasted into an organization. It was a suggestion to assist you in designing the function and role that would serve as the main point of contact for the HR community. As a result, these difficulties are causing a slew of problems. The HR Strategy[05:51] A strategy is a promise given by a company's executives to its stakeholders, including shareholders, customers, employees, regulators, investors, and analysts. The strategy attempts to determine where the organization's budget and funds should be invested to maximize the return on investment and satisfy the organization's targets, growth, KPIs, and scorecard measures. [07:06] Human resource business partners can be extremely beneficial. They can advise and challenge; They should be looking ahead and devise a hybrid model in targeting their objectives. It is a strategic viewpoint in which a manager or leader is removed from day-to-day operational issues and encouraged to think in new ways. HR as a Power Station [11:59] Leaders want HR to be a force to be reckoned with. They want HR to be a part of the decision-making process, advising on which goals to prioritize and a strong future focus on technology, analytics, and design that allows business partners to function as trusted thought leaders in their responses. Finite VS Infinite Resources [13:23] We need to think about technology differently, what it can accomplish for us, and stop focusing solely on cost. In return, the income, profitability, and added value are endless, These are the areas where we should endeavor to make a difference. While it is admirable to aspire to something, we must first have an aspiration or vision to create change. We need to adopt a new paradigm in terms of how we work, interact, and communicate with our internal clients and customers. HR Competencies [15:39] Human resources professionals must have a good understanding of financial management and other related topics. You do not need to be a finance expert to work in this field, but you should know it. Keep an open mind and learn about your competitors' current recruitment practices and career advancement strategies. You must understand the organization's strategy, which means reading the document and understanding the plan's interdependencies. You must be organized and able to finish tasks. You must have an opinion on everything. [23:19] Over the last 25 years, there has been a push to demonstrate the value of what human resources do; you can't just rely on HR to tell you what to do. We'll need to develop business cases to demonstrate why and where we're going. One thing to keep in mind is that this isn't about transforming HR professionals into finance or data scientists; rather, you'll need a better understanding of the company's business and commercial issues, as well as a much more data-driven approach to viewing and dealing with your customers. Dave’s Reinvention [31:09] Dave Millner reinvented HR business partners. Withi
05-04-2022
36 mins
I'm Not In HR! I'm A Business Leader Specialising In People
Every Season of Oven-Ready I like to talk to an HR leader that’s actually doing the job.  Yes it’s great to learn about the high level developments and challenges in the profession and in the wider business but for Oven-Ready to remain grounded it’s great to talk to individuals on the front line.In this episode of the Oven-Ready HR with Chris Taylor, our guest is Tracie Sponenberg. Tracie is an Executive leader focused on aligning people strategy with business strategy at privately held or private equity backed businesses experiencing growth. She is the Chief People Officer of the Granite Group, an award-winning, third-generation family-owned business, and is a Keynote Speaker on HR, Technology, Leadership, and Branding. Today, Tracie talks with us about the true meaning of being a Business Leader Specializing in People.“A Business Leader Specializing in People”[01:25]Working in HR did not represent Tracie anymore. It diminished the power of HR and her work. Throughout her career, she became a people-specializing business leader. Her work prioritizes advocating for people.Building Confidence[03:31]Confidence just came to Tracie. She was just looking at things around her that she could not be a part of. Seeing those things gave her a conscious shift in her mindset that developed into a growth mindset. She then realized that her world and network were small, and she decided to get intentional about expanding that. Eventually, she became comfortable with reaching out and talking to other people.Is HR a lonely Profession?[06:22]HR doesn’t need to be a lonely profession. But by nature, it is. Many HR practitioners are the only HR practitioner in their company. That can be a lonely place, and you're holding a lot of confidential information.Although, with larger organizations, HR can cave better support networks.The 21st Century HR Practitioner[10:04]The modern HR Practitioner combines a deep understanding of business, technology, having that foundational HR knowledge, and making sure you're embracing vulnerability and empathy and a growth mindset. Run everything through a lens of diversity, equity, inclusion, and belonging, and making sure that that's woven into the fabric of your company. Then be bold, courageous, and stand up for yourself and your people.Can you get into HR Positions without prior HR Background?[13:17]Companies filling the Senior HR Positions with people who don’t have an HR Background can be seen as a bad thing. You don't need to have a foundational background to lead HR or be a strategic HR leader. If you are leading with empathy, you're leading with vulnerability, and you are a strong people leader. You have some foundational knowledge. It's a wake-up call for those practicing HR in a tactical way and not a strategic way.The Gen Z Expectations[20:06]Everybody wants the same things. People want to feel valued, and they want feedback. The generations coming in now are willing to voice that, and they're not willing to stand for companies. They're demanding and prioritizing change and improvement. That forces companies to design their culture and design their jobs for people instead of expecting people to fit into a box.Tracey’s Agenda as an HR Leader[26:24]In addition to balancing everything in the company, Tracie and her company hired new talents in their way. They brought in a manager that took charge of building a learning path for every single position. They also did foundational work that became beneficial for the company.  Learn more about Tracie Sponenberg:LinkedIn: https://www.linkedin.com/in/traciesponenbergWebsite: https://traciesponenberg.com/
30-03-2022
30 mins
Why I Killed The Uber Of the Funeral Market!
In this episode of the Oven-Ready HR with Chris Taylor, our guest is Alex Kruger. Alex is the founder of Grace, the $2 Million Funeral startup firm. Grace is believed to be successful with money, but not in terms of its purpose. In my conservation with Alex, he shares the importance of a company’s purpose and its role on the employees.Grace as Uber but for Cremations[01:49]At the age of 25, someone approached Alex and encouraged him to start a company  that involved funerals. What attracted him to agree is that he’s going to be the CEO of that company.[02:52]Upon establishing the company, they went through a lot of ideas. The first one was closing accounts of those who passed away, basically handling the admin side of death. The most interesting idea that they’ve encountered is being a one-stop-shop where they will be handling the actual person by body logistics, cremation, and etc.Is it difficult to find hires?[10:13]Alex mentioned that it was difficult to find hires because of what they sell. There is a lot of competition from other businesses. People would rather do something else than what they were doing. They would also prefer work that allows you to separate your personal and professional lives. They can't do that in this industry because they need to fix the dead's papers so that their cremation can take place right away.The Death Knell of the Company[11:19]Towards the end of the company, both Alex and his co-founder realized what they learned while operating the company. They decided to give up and thought it was no longer worth continuing. They were earning, but they were also losing money. Nevertheless, this company brought them a sense of fulfillment.  A Company’s Purpose[16:49]Alex has no prior experience working for large corporations. Following Grace, he spent time reflecting on who he is, his motivations, and what brings him joy. He believes that in a small company, there is a better chance of finding people who can put the company's mission, vision, and goals into action. However, large corporations such as Amazon and Facebook are not the same. There will be a low likelihood of having employees who care about the company's goals.[18:59]Alex believes that when you grow into a certain size in a company, you might lose it. Although, there must still be a way to maintain that thinking. When a person is treated better in a company, they would be working for you well.Advice as an Entrepreneur[22:29]Your business shouldn’t revolve around money. There are a lot of ideas out there that you can do for your business. Make sure that whatever you're starting connects with something that intrinsically motivates you more than virtually anything else.What is Alex Currently Doing?[24:43]Alex manages an interim CMO agency with only himself and a team of eight contractors. They often conduct zero-to-one marketing. After that, Alex spent around a fourth of my time doing nothing else. Writing is something he could do for hours. But he tries to spend his time on marketing execution and implementation. Learn more about Alex Kruger:LinkedIn: https://www.linkedin.com/in/amkruger/Twitter: https://twitter.com/krugersaysInstagram: https://www.instagram.com/kroogz/
24-03-2022
26 mins
Want to Improve Gender Equality At Work?  Then Stop Asking The Worthless Salary History Question!
Andrew Bazeley joins Chris Taylor on this episode of the Oven-Ready HR podcast. Andrew started working at Fawcett in 2016. He works on a variety of issues for which Fawcett advocates, developing research proposals, developing policy based on that evidence, and advocating for change as a leader on our public relations team. Today, he discusses the factors that contribute to unequal pay for women, people of color, disabled people, and people of race.The Fawcett Society[00:34]The Fawcett Society was founded in 1866 by politician Dame Millicent Fawcett to promote women's suffrage. Today, society is defining and leading the debate on crucial workplace problems such as pay fairness, the development of women of color, minimizing the impact of menopause on women's capacity to stay in the workforce and rise to senior leadership posts, and incentivizing companies to refrain from asking about previous and future compensation expectations throughout the recruitment process.[01:43]The Fawcett Society has around 4000 members and is the UK's premier gender equality charity. They collaborate to enhance women's rights at home, school, and work. We can trace the history back to Millison's original petition in 1866 and countless iterations since then. Since then, Andrew has fought for women's rights. Examining Rules[02:47]We must review whether existing rules provide adequate detail regarding business modifications to promote gender equality and how to enforce existing laws. [04:48]Afraid of the financial consequences, employers who have long underpaid women prefer to fight it on every possible technicality or method. Men in jobs like waste collection were paid far more than women in jobs like nursery nurses or adult social workers.The Wage Gap[05:38]Occupational segregation contributes significantly to the wage gap. A career that employs more women than men is often dismissed. These issues arise when a company hires a group of women who perform the same tasks as two males but are paid significantly less.Salary Disclosure[07:15]If questioned during an interview or the negotiating process for compensation proposals, you must mention your former salary or, if appropriate, your salary goals. Women, disabled individuals, and people of color who enter the workforce during recessions will start with lower wages, and they are followed because of their salary history issues.[08:30]Six out of 10 women polled felt it damaged their ability to negotiate. Thus, it lowers women's earnings by offering a lower anchoring point for negotiating. It also inhibits women from dealing, as we know that negotiating disadvantages women of color. As a result, their confidence is affected by their low starting point.The Equal Pay Legislation[09:55]There's the issue of equal pay legislation's influence. If you're an employer and you ask for previous salaries, you're taking a risk. You're setting yourself up for failure unless you're certain that your differences and offers are based on legitimate criteria.Job Discrimination[12:32] There is ample evidence that people of color, particularly women of color, face enormous job discrimination. In the Gen G double M study, people of color need to submit 1.6 times as many CVs as non-people of color to get a callback.[15:14]Pay disparities and the intersection of race and gender reveal significant disparities among women of color groups. Understanding the experiences of women of color is critical. That level of specificity is required to make meaningful statements about women of color. Andrew's team supports disclosing racial wage disparities. It should be informative enough for employees to learn from it.[18:26]Andrew's team distinguishes between the gender pay gap and
12-03-2022
29 mins
Time's Up For Palaces of Presenteeism - Julia Hobsbawm Calls For A Reset On The Office
In March 2020, Millions of us left the office to begin a new way of working and work has never been the same since.  The debate about hybrid working continues to exercise the minds of many senior execs but is  hybrid working just a mere consequence of something much greater than about where we work but instead how we work, why we work and the culture and purpose of who we work for?My guest this week argues in her new book The Nowhere Office that we have a unique opportunity to reset the world of work and how we work in the future.  Julia Hobsbawm writes extensively about work culture, work-life balance, and the age of overload.  Julia is Chair of The Demos Workshift Commission and Founder and Chair of Editorial Intelligence. In 2021 she was listed in the HR Most Influential List. Her book The Simplicity Principle won Best Business Book of 2020 whilst Fully Connected was shortlisted for Management Book of the Year. In The Nowhere Office, Julia Hobsbawm draws upon history, cutting-edge research and data and extensive interviews with some of the world’s leading workplace thinkers and philosophers looking at the social, cultural and political context of the changes in the workplace.  For the HR profession, the challenge is immense and if as Julia describes HR as the 'undernourished bullied child of the c-suite', what future does the profession have if it fails to respond to the world of The Nowhere Office.In this fascinating episode you'll discover:What does working in an office mean today?  The office used to be about the 'place' but now it's about so much more such as how we work and why we work;Julie describes the pandemic as the 'tipping point'.  Workers frustration with the world of work was already there and the pandemic became the agent of change;Some commentators have argued that hybrid working is great for the worker but the benefits are less clear for the organisations.  Julia disputes this view that if hybrid working is good for employees then surely that's good for the organisation;Her view on 'Peloton' Politics' and 'Flex Shaming'- and the media stories surrounding some senior government workers who've found more time for the exercises regime;How time has been called on offices being 'palaces of presenteeism';How existing management and leadership systems are not fit for purpose as evidenced by low productivity, absenteeism and toxic work culture;To be at the vanguard of future organisational life, HR needs to shed some layers and 'kill some darlings';At their worst, HR have been the enablers of 'terrible leadership' but redemption for JR is possible by championing 'social health'How the office of the future is likely to resemble a private members' club or an airline loungeResources:https://ovenreadyhr.comhttps://www.juliahobsbawm.com/https://www.hachette.co.uk/titles/julia-hobsbawm/the-nowhere-office/9781529396522/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comRate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
09-03-2022
31 mins
Hiut Denim Co - Stitching A Town Back Together
The Hiut Denim Company Cardigan is a small town in Wales home to 4000 people.  400 of them used to make jeans. They made 35,000 pairs a week. For three decades. Then one day the factory closed. It left town. But all that skill and knowhow remained but without any way of showing the world what they could do.Meet David Hieatt. David is the co-founder of the Hiut Denim Company.  He started his business to bring denim manufacturing back to Cardigan and to use all that skill on his doorstep and to breathe new life into his town.  It’s been a huge success. The firm’s laser focus commitment to quality has seen it win legions of fans from rock stars to royalty.About David HieattDavid has always been passionate about building brands.  Aged just 13, David was already sending sports apparel brands marketing critiques; often travelling to London to attend trade shows and meet with marketing executives.  An early brush with bankruptcy, a successful career as a creative for the then leading ad agency Saatchi & Saatchi (despite being dyslexic), David then went on to be the founder of Howies, the outdoor and sports clothing brand that he sold to The Timberland Company.Getting A Town Back To WorkNot particularly motivated to start a new business, David's business plan for a new denim brand was put to one side.  Then one day, David received a call from a friend who asked him about his business plan. David explained that he wasn't motivated to start with the friend replying 'It's not about you David.  It's about getting the town back to work'. In this EpisodeI promise you’ll learn more about organisational purpose, employee engagement, wellbeing, teamwork and community than you’ll get from a hundred journals, blogs and articles.  How remarkable that it takes a non HR person to effectively communicate the very essence of what HR is about including:The clear business case for looking after your workers;Humble bosses get out of their employee's way;'Hire for hunger' - seek out geekiness and obsession when finding talent;Let employees create their own working patterns;Organisational mission is not just a statement, it's also a question;A job that has meaning is crucial for team success.Resources:https://ovenreadyhr.comhttps://hiutdenim.co.ukhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
28-02-2022
39 mins
Sheryl Sandberg Told Me I Sounded Stupid
When one of the world's most powerful women tells you that you sound stupid it's not going to be feedback that you're likely to ignore.  Whilst most of us would want to curl up and die of shame, Kim Scott took this verbal chastisement directly on the chin and it got her thinking about six of the most dreaded words you'll hear at work - Let me give you some feedback.What's wrong with feedback?Nothing inherently as it's supposed to be about embedding or improving behaviours and in every other part of our lives we readily ask for and accept feedback.  So what is it about feedback at work that get's us all defensive and uptight?  Why does feedback often trigger a fight or flight response?  Even when we say we 'value' direct feedback, we don't really mean it or accept it.  Why do leaders and managers get feedback so wrong?A radical approach to feedbackWelcome to the world of Radical Candor a management philosophy described by NBC News as one of 'techs hottest new management trends'.  Radical Candor at its core is providing guidance and feedback that's both kind and clear and specific and sincere.  So whilst you show that you care personally, you challenge directly.  Think of it as the sweet spot between between being aggressively obnoxious on one hand and ruinously empathetic on the other! Kim Scott is a former senior executive at Google and Apple and a CEO coach at tech firms such as Dropbox and Twitter.  She is the author of two bestselling books 'Just Work, how to root out bias, prejudice and bullying to build a kick-ass culture of inclusivity' and Radical Candor – be a kick ass boss without losing your humanity.In this episode you'll learn:How Sheryl Sandberg's direct feedback changed Kim Scott's life;The reason why most of us screw up when giving feedback and what to do about it;What Kim means about caring personally but challenging directly;Why managers and leaders are often left to work out how to 'manage' by trial and error;The ruinous effects of not challenging and providing direct feedback.A lively, entertaining and thought-provoking episode that will genuinely give you the confidence to provide feedback to get the outcome you want by saying what you mean.Resources:https://ovenreadyhr.comhttps://www.radicalcandor.comhttps://www.linkedin.com/in/kimm4/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
21-02-2022
34 mins
Why A Digital Detox Is Vital For Your Mental Health
Why You Should Consider a Digital Detox!Technology to keep us connected has been indispensable in the last two years.  With so few opportunities to be able to meet family, friends and colleagues, technology has literally been a lifeline for both our mental and business health.  But there is a flip side – a dark side even.   Who hasn’t become exhausted and disillusioned by endless Teams or Zoom meetings?  Who didn’t feign a headache to avoid that family zoom quiz?  Who among us checks our smartphone as the very first thing we do when we wake up?I’m increasingly wondering if instead of technology being our servant, the relationship has switched and it’s really us that’s the servant, jumping to attention everytime we receive yet another notification and I thought I would so some research leading to my discovery that I suffer from Nomophobia!  What is Nomophobia?Nomophobia is a genuine anxiety disorder caused by separation from a mobile phone.  My symptoms include an increased heart rate, feelings of panic and an in inability to focus until I’m reunited with my device.  Maybe I need a digital detox? My guest this week knows all about a digital detox – in fact he’s made it his business.  Hector Hughes is the co-founder of Unplugged. A start-up providing a digital detox at off-grid cabins an hour from city life.Journey alongside my guest and discover:The events leading up Hector's own burn out and the inspiration that led to Unplugged;What actually happens during an Unplugged experience!  Are you really separated from your phone?How important a digital detox is for our personal wellbeing;Why being connected 24/7 is fundamentally bad for our mental healthHow Unplugged offers a unique employee wellbeing experience that we could all benefit from.Resources:https://unplugged.rest/https://www.linkedin.com/in/hector-hughes-10082195/?originalSubdomain=ukhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
14-02-2022
24 mins
Menopause In The Workplace - Why Employers Need a Menopause Policy
The menopause  - a workplace issueWho can be in any doubt that the Menopause is now being recognised as a major workplace issue?  Numerous reports and studies have been published looking not only at the financial cost of the Menopause caused by absenteeism and women having to leave the workforce early but more importantly the emotional cost paid by women who feel unsupported by their employer.  What is, after all, a natural part of ageing process has until now been largely ignored by employers and what has previously been described as 'women's issues' needs to be urgently recategorised.  The statistics are startling:More than 1 million women could be forced to leave their jobs due to the lack of support offered by their employer when experiencing Menopausal symptoms;A quarter of those women surveyed were unhappy in their jobs due to the lack of supportAlmost two thirds of women surveyed worked for an organisation without a formal Menopause HR policy.  Currently there isn't a law that requires employers to have a Menopause policy in the same way for example as required for maternity.Koru Kids / Research Without BarriersThankfully the intervention of public figures such as Michelle Obama in the US and TV personality Davina McCall here in the UK has provoked a national conversation.  The issue is also being debated at the heart of government with the creation of the UK Menopause Taskforce a body made up of ministers and clinicians from across the UK to increase access to treatment and ending the taboos and stigmas that still surround conversations about the menopause, including in the workplace.But as well as looking at the big picture, I wanted to listen and understand from individuals who have themselves been affected by the Menopause so I teamed with the folks from Kooth who are the UK’s longest established digital mental health provider to provide real-life experience and context. Dr Lynne Green is Kooth’s Chief Clinical Officer and a consultant clinical psychologist with 20 years NHS experience.   Anne-Marie Yates is Kooth’s deputy safeguarding lead ensuring appropriate safeguarding processes across the business and is also leading on the suicide preventions strategy for the organisation.Journey with my two guests as they tell their own very personal stories on how the menopause affected both their physical and mental wellbeing and why they believe organisations have an overwhelming moral duty to have policies and support in place to provide compassionate leadership on this issue that affects so many women. Resources:https://work.kooth.comhttps://committees.parliament.uk/work/1416/menopause-and-the-workplace/publications/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
06-02-2022
31 mins
What's Happening In UK Employment Law in 2022?
Keeping up to date with UK employment law is a must for many HR professionals.  The events of the last couple of years have seen many organisations race to catch up with the new norms of flexible or hybrid working, toying with issues such as mandatory vaccinations and whether employees who are based at home and no longer visible, are actually being productive!  Put it this way, the situation has certainly kept employment lawyers busy!Joining me to dicusss the legal landscape is one of the UK's leading employment law experts.  Nick Hurley is a Divisional Managing Partner in the employment practice of leading international law firm Charles Russell Speechlys.   Nick is a prolific contributor to newspapers and journals, regularly lectures on employment law issues, has appeared on radio and TV and has contributed chapters to a number of books. He is a non-executive Director of the City HR Association and is recognised as a world leading practitioner in Who’s Who Legal. In this episode you 'll discover:What organisations need to consider when encouraging workers back to the office;Some of the legal trends that have emerged since workers have been based from home;The thorny issue of whether organisations can mandate vaccinations for their employees;The 2022 employment law landscape including a law to prevent sexual harassment and changing the law surrounding flexible working making it the default position from day 1;Nick's opinion on the various employment law private member's bills in circulation including Lord Hendy's Status of Workers bill and Barry Gardiner MP ban the fire and rehire bill;The evergreen issue surrounding social media posts and how these can end up with employees in very hot water.Resources:https://www.charlesrussellspeechlys.com/en/https://www.linkedin.com/in/nick-hurley-1b70111/https://bills.parliament.uk/bills/2876https://ovenreadyhr.com/confused-about-uk-employment-status-lord-hendy-qc-has-the-answer/https://ovenreadyhr.com/stop-exploitation-of-gig-economy-workers-change-the-tax-system/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
01-02-2022
34 mins
Confused About UK Employment Status? Lord Hendy QC Has The Answer
Employment Status in the UKAre you an employee, a worker, self-employed or something else?  Confusion surrounding the status of individuals at work has reigned for decades.  HR professionals  who have studied UK employment law will be very familiar with the judgement made in the case of Ready Mixed Concrete Ltd v Minister of Pensions [1968]; a case that continues to have huge influence in defining how individuals at work are treated today.  Matthew Taylor's review of modern working practices was published in 2017 and successive administrations have promised to bring forward an Employment Bill but the mood music on that has fallen eerily silent.  You can listen to Oven Ready's interview with Matthew Taylor here: https://ovenreadyhr.com/stop-exploitation-of-gig-economy-workers-change-the-tax-system/The Status of Workers BillWidely acknowledged as one of the country's leading experts in UK employment law, Lord Hendy QC intends to end this confusion once and for all with the introduction of his Status of Workers private member's bill currently on its 3rd reading in the House of Lords before making its way to the House of Commons.  Lord Hendy's bill seeks to create a universal status of 'worker' giving everyone in employment the same rights and protections and end the exploitation of the current system by organisations (many operating in the gig economy) keen to avoid both paying tax and their employment law obligations.This is a wide ranging interview with one of the UK's leading employment law experts and amongst other areas we cover:A detailed overview of the current UK employment status legislation and why the system is broken;How unscrupulous organisations have exploited the current system leading to the rise of bogus self-employment; in other words, individuals who have been stripped of the most basic of employment protections for financial gain;Lord Hendy's view on the conclusions and remedies in Matthew Taylor's report and why they don't go far enough;A passionate explanation of how employment legislation should operate in a wealthy and civilised country;Why the ban on 'fire and rehire' bill should be supported and his disappointment that the Government defeated it;Resources:https://oldsquare.co.uk/people/lord-hendy-qc/https://bills.parliament.uk/bills/2876https://ovenreadyhr.com/stop-exploitation-of-gig-economy-workers-change-the-tax-system/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
24-01-2022
28 mins
The Future of HR Recruitment With Nick Croucher Of Frazer Jones
The Great ResignationReport after report (many authored of course by recruitment firms) suggest there is a considerable % of workers looking to change employers in the next few months.  But what about the HR and Talent profession?  Are we also resigning in droves and joining the great exodus?  And if we are, what HR roles are in big demand right now?Nick Croucher is the Lead UK Partner for global HR search and recruitment firm Frazer Jones.  Nick is very much an expert in HR recruitment having been recruiting in the sector since 2007.  His focus today is largely on executive and senior HR positions.We cover a fair amount of ground in this interview and if you're looking for a new gig, you'll want to listen to the full episode.In this interview you'll discover:Nick Croucher's predictions for the jobs market for those in HR and Talent and in particular how the reliance on 'domestic' HR talent has been a real challenge for recruiters operating in a global environment;How and why HR talent may have benefited more from this global crisis as opposed to previous crises such as global financial crisis of 2008.  Has HR finally got its seat at the table?How social movements such as Black Lives Matter and others societal changes have encouraged CEO's to lean in closer to their HR teams;How hybrid working has moved from being a 'desire' to being 'essential' for candidates seeking a new role;What HR roles are really in demand right now and what makes a great candidate;What really makes a good recruiter and how recruitment has changed and is much more community focused;Nick's opinion on the trend to appoint non HR professionals to senior HR positions;Is there value anymore in having professional HR qualifications such as those from the CIPD considering the significant cost involved?Resources:https://www.frazerjones.comhttps://www.frazerjones.com/consultants/nick-croucherhttps://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
17-01-2022
30 mins
What Will Make The World of Work Better in 2022?  Paul Nowak of The TUC Explains
In the opening episode of the Oven-Ready HR podcast, I talk exclusively to Paul Nowak, the Deputy General Secretary of the UK's Trades Union Council or TUC, the organisation that represents 48 of the UK's largest unions who combined, look after the interests of some 5.5million UK workers.Union membership in the UK for last few years has been on the rise (albeit modestly).  Trade Unions remain an important 'Actor' in how the UK employment market is regulated and their influence has been particularly prominent during the Covid 19 Pandemic in terms of their campaign to provide a decent level of statutory sick pay for all workers.  On a more macro level, the TUC has also been extremely vocal about structural issues within the UK employment market and in particular how certain employers within the 'Gig Economy' have been seen to avoid their responsibilities by offering what he describes as 'bogus self-employment'.In this episode you'll discover:Why the  image of Unions often portrayed by certain sections of the UK media when reporting on disputes between employers and unions is not a true representation of the work they do;How unions are working hard to explain their relevance to GenZ workers and the cohorts that follow who, we are told,  place great importance on the employers values, purpose and culture;What can be done to fix the UK's woeful statutory sick pay provision highlighted by the Covid-19 pandemic;The benefits that can be achieved when employers representatives and unions work together such as the furlough scheme and the self-employed income support scheme launched during the pandemic and why the Government should do more to encourage this type of collaboration;The benefits of collective bargaining and how rumours of its death in the UK are greatly exaggerated and how international organisations such as the OECD and IMF see collective bargaining in a more positive light;The positive developments since the Supreme Court judgement in the Uber BV v Aslam landmark employment case;Paul Nowak's deep concern surrounding the delay of the long-awaited 'Employment Bill' following Matthew Taylor's report and how consultation with the TUC and other stakeholders in advance of publishing a White Paper would make his year.Resources:https://www.tuc.org.uk/campaignshttps://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is almost a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
10-01-2022
28 mins
Oven Ready Reheated - A Final Serving of Season 3's Interviews
As we've reached the end of Season 3 of the show, I've taken the opportunity to offer up some of the best bits for you to enjoy again.  This Oven-Ready Reheated episode looks at the final eight interviews of Season 3 including:Romanie Thomas The founder of Juggle the community of senior female talent came onto the show to discuss the barriers that prevent gender equality in senior positions and I start by asking Romanie for her opinion on a newspaper profile piece on the female CEO of GlaxoSmithKline.Robert TanseyI ask Robert Tansey the co-founder of BuddyBoost the workplace wellbeing specialists and former Chairman of British professional cycling team, Team Sky if the great resignation is prompting organisations to take employee wellbeing more seriously.Dr Fiona JamisonI ask Dr Fiona Jamison, CEO of specialist research business Spring International to distill what we mean by employee engagement.Lawrence HughesLawrence Hughes, Senior Vice President of People and Culture at Canadian regional carrier Porter Airlines talks about the dividend that a supportive leadership team and an engaged workforce provides.Jacqueline Hopkins Jacqueline Hopkins from SEPTA the regional transportation authority for Philadelphia explains how the organisation launched a DE&I research project to an already diverse and hard to reach audience.Lars SchmidtLars Schmidt Author of Redefining HR talks to me about how important successful onboarding of employees is particularly those joining remotely.Rob MossPersonnel Today’s Editor Rob Moss questions whether the trend to appoint non-hr professionals to senior HR posts is a good thing.Jon Thurmond & Wendy DaileyLastly Jon Thurmond and Wendy Dailey, hosts of the The HR Social Hour Half Hour Podcast explain why HR podcasts are growing in popularity amongst the profession.Resources:https://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is almost a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
22-12-2021
19 mins
Oven-Ready Reheated - Another Bite From Season 3!
As we've reached the end of Season 3 of the show, I've taken the opportunity to offer up some of the best bits for you to enjoy again.  This Oven-Ready Reheated episode looks at the first seven interviews of Season 3 including:Chad SowashPodcaster and Recruiter Chad Sowash and I give a withering assessment of some of the characters and practices within HR and Recruitment.Olly OlsenCo-founder and Co-CEO of flexible working giant The Office Group talks about the future of the office and how activity based working and agile environments are the future.Benjamin CohenPink News Founder and former Channel 4 Business & Technology Correspondent and I talk about our experiences of coming out at work.Oliver ShahAssociate Editor of The Sunday Times gives a warning to those organisations who opine on political or societal matters.  As he says 'matters that aren't really your bailiwick!Dr Sam FriedmanProfessor of Sociology at the London School of Economics busts the myth that the reason for the deficit of people from less privileged backgrounds is because they don't 'aspire' and goes on to warn HR that senior executives often circumvent HR policies when it comes to diversity and inclusion.Jon SimmondsFounder of Social Media marketing agency Rocket Science Digital explains how certain LinkedIn posts do well and others well sink without trace.Elan DivonHarvard-trained Author Elan Divon suggests that Gen Z and the cohorts that follow haven't enjoyed the 'rites of passage' that the generations of before have and they are the poorer for it when it comes to joining the workplace.Resources:https://ovenreadyhr.comhttps://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview.  Email me at chris@ovenreadyhr.comOven-Ready SurveyThe show is almost a year old and I'd love some feedback.  Here is a link to a very short and anonymous survey: https://www.surveymonkey.co.uk/r/MXYMC29Rate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode, download a transcript and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
14-12-2021
19 mins