Every firm in the UK should be aware of the regulatory changes that are on the horizon, which will require every broker to have a suitable and demonstrable Training & Competence Scheme.
The Gender Pay Gap – it only affects big companies, right?
New government legislation will require organisations with 250 employees or more to provide a gender pay gap report by 30 March 2018. Kate Foreman, director of people and learning at RWA, provides an overview of the gender pay gap and why it is particularly relevant in the insurance sector.
What happens after May 25th?
May 25th marks the dawn of a new age, as the General Data Protection Regulation or GDPR takes effect.
Most businesses are focusing on readying themselves for the transition to GDPR, but how many have considered their ongoing obligations once the new regulation is in place?
Have you strength tested your GDPR preparations?
So, you have mapped out your data, trained your staff, written your policies, published your statements, checked your consents and created the necessary procedures in readiness for the implementation of GDPR on May 25th.
You can now sit back and relax, right?
Surely it should be GPDPR?
Wouldn't the title 'General Personal Data Protection Regulation' or GPDPR have been more appropriate, to help mitigate the common misconception that, “it won’t apply to me as we only have B2B data.”
Maximise your learning and development budget
RWA's Business Development Manager, Nicola Mathias, explores how businesses can maximise their L&D budgets.
What is a 'Span of Control'?
What is a ‘span of control’? This is a question that every firm should be able to answer, but in my experience, few effectively can.
Gender Inequality in the Workplace
February 2018 marks the centenary of women’s suffrage in the United Kingdom; while 100 years may have passed since this landmark achievement, gender inequality is still present in the workplace.
Employers need to be mindful of the challenges associated with gender issues and should identify and address unconscious biases, indirect discrimination or inappropriate behaviour that might exist in their workplace.
Sexual Harassment and the Office Party
The office party should be a time for staff to relax after a year’s hard work, to celebrate shared achievements, and to bond as a team. However, alcohol, festivity and the blurring of professional boundaries can be a dangerous combination.