The CIPD have joined what looks to be a coalition. This is representing employers, professionals and even business owners. They are trying to introduce a level of flexibility that will help them to try and levy spending. The CIPD along with various other business leaders are now representing thousands of employers and even apprenticeships every single year. This will give employers the chance to spend their levy funds much more flexibly if they want.

The Government

If you work in labour jobs and in labour recruitment then you will probably know that two years ago, the Government introduced something known as the Apprenticeship Levy. This was done alongside a ton of reforms. They did this in a desperate attempt to increase the amount of UK apprenticeships that were present, and they also had the overall aim of raising employer spending too. The policy has failed to hit the deadline in the volume and also in the investment for work-based training. Less than a third of employers have reported that they have boosted their training levels.

The Survey

The survey has found that over one-fifth of levy organisations have stated that they have used the funding on training courses that they would have conducted anyway. 14% have come out to say that they have directed the funds away to try and do training that they felt as though was more appropriate. Of course, to ensure that the policy drives up the right investment levels, it's important to make sure that there is a greater level of flexibility that is suited to employers and workers. This would allow millions to benefit from the overall movement and it would also help people to become much more adept in their field too, so this is another consideration.

The CIPD has presented new evidence stating that the evidence-based policy solutions are actually geared towards preventing a labour shock. Those who are seeking out labour jobs or even those who work in labour recruitment will know what a fantastic option this could be. Immigration and even the continued access of skilled workers overseas are really some of the most vital Brexit-related issues that are being faced by the UK and policy-makers too. When you look at how things are going to be after 2021, you will soon see that there's going to be a brand-new immigration system in the UK and that it's going to change the way that the UK gets support from abroad as well as changing the way that businesses access the skills that they need.

The Exact Details

The exact details of the system are yet to be finalised. The UK government are consulting, and they are sorting details via the white paper. They are trying their best to control the flow of UK workers and they are also trying to welcome employers too. The problem is that there are some significant concerns and it's so important that these are addressed at the earliest possible time.

The CIPD have surveyed and they have also conducted some business discussions with UK employers. They are trying to cover a huge range of sectors and they are also trying to discuss the potential impact and feasibility too. The report does pose a number of key alternative policies and it's so important that people look into this before they think that everything is going to be okay with their business.

Of course, only time will tell if things are going to go smoothly after Brexit, as right now, every industry could be hit.

It would appear that the SIPD and the Westminster Business School have launched brand new research which gives them the chance to tackle diversity and even inclusion much more efficiently. At the launch event, practitioners and even academics have come together to try and talk about the findings and to also find out what it means for the practice in general.
The research maps out the evidence for the various styles of diversity while also analysing the evidence that has been shown. They have also tested the idea with the professional experience of professionals who work in inclusion. If you work in labour jobs or in the sector of labour recruitment, then you will know more than anyone how important it is to follow the rules of fair hiring and practice and this is exactly what the research is focused on.

Launch Event

The launch event picked up on various themes and it also had a wide panel that discussed both the state and the amount of research that is being done. They also covered the challenges and the issues that they face with the HR practice too. Of course, a particular level of focus was given to the fact that there has been a lack of research in the area of diversity training. A lot of organisations are not recording or even evaluating the effectiveness of their operation and they are also not looking at their training initiatives either.

The Debate

The debate also explored what the next steps need to be as well as finding out if anything can be done to further the diversity for UK organisations. One theme that happened to emerge was the fact that people of all backgrounds need to be able to enter and remain in the current labour market.

The CIPD is now calling on those who work in the people profession to respond to the open consultation. In recent years, it would appear that there has been a huge increase in the diversity and even the inclusion in the public policy. The Government have pushed the Race Disparity Audit. They are trying to do everything they can to reduce the gender pay gap and they are also developing an approach to mandatory ethnicity pay too. When you look at the measuring levels of diversity you will soon see that this is the first step towards creating a much more inclusive workplace. Of course, if you work in labour jobs or even in labour recruitment, you will soon find that this is a male-dominated industry and that movements like this are going to try and change this.

Flexible Working

One valuable tool that is going to improve the equality in the workplace is, believe it or not, flexible working. It's designed to help parents to return back to work and it is going to help them with their responsibilities too. So what is flexible working? It's a working arrangement that helps team members to vary the amount of time that they work or even the location that they work at. This is designed to benefit the individual and even the organisation too. This can cover a huge range of arrangements, including job-sharing, flexitime and even compressed annual hours too. A lot of businesses do offer some form of flexibility, but they don't realise that it actually qualifies as being flexible working. Of course, it's important to know that a lot of people will be able to benefit from this and if more is done to promote it then this is going to be good news for everyone.