People

Is your induction process well-planned – or do you leave new recruits to their own devices? Amy Foster explains why having a robust induction process is so important for both employers and employees.

Under the Equality Act 2010, it is a requirement for employers to make reasonable adjustments for people with disabilities. Only around 16% of autistic adults are in full time employment, with 32% in some form of paid work, suggesting that employers may need to do more to provide support in the workplace.

Social media is a part of our everyday lives – but mixing social media and the workplace can be risky. What are the pitfalls you need to be aware of?

Mentorship in the workplace is crucial in developing the confidence and skills of junior employees. However, an alarming and unfortunate by-product of the #MeToo movement has been the suggestion that fear of false sexual harassment allegations may result in a growing divide between men and women in the workplace.

Employers with 250 or more employees have a legal requirement to publish annual calculations showing how wide the pay gap between their male and female employees is. The 2019 reporting deadline is fast approaching. What impact is publishing this data having in practice?

Having an age-diverse workforce can bring many benefits to an organisation. By making assumptions about individuals on the basis of their age, employers are on dangerous territory – and potentially losing out on skills and experience that could be an asset to their organisation.

SM&CR aims to make clear where responsibilities lie within an organisation. Nathan Matthews looks at how to delegate effectively, whilst retaining accountability.

It’s worth remembering that recruitment is not just about getting the best people for the job, it’s also about demonstrating that you’re an employer who people will want to work for. Lisa Powell explains why recruitment is as much a reflection on the employer as it is on the candidate.

Recent high-profile cases have revealed incidences of powerful and influential individuals using non-disclosure agreements or ‘NDAs’ to silence people who could speak-out about alleged misconduct.