Matthew Taylor has welcomed some guidance that has been offered by the CIPD. Employers are going to need to take a much more proactive approach when it comes to complying with the ICE regulations. The CIPD have published a new guidance which is going to help employers to set up and run effective forums. This is going to give everyone a level of meaningful say on the issues that actually matter most to them. It's going to be pursued in collaboration with the IPA and the overall guide is going to help people to comply with the ICE regulations in the UK. It is also going to help everyone in the world. If you work in the industry of labour jobs or even in labour recruitment you will soon see that this is going to benefit you the most.

Employee Voice

Employee Voice is easily one of the seven known dimensions of job quality, and it has been identified by the CIPD. It is very important, especially during times of uncertainty and change, that people are able to secure good work. Voice is actually good for business too, companies who have a very effective level of ICE structures have reported that they have a major saving and that sometimes this amounts to millions of pounds. A lot of this comes down to better decision-making, industrial relations, and even workforce involvement.
We are in the 21st century right now and it should be noted that there is absolutely no justification for denying workers their voice. ICE regulations might be the more modest form of industrial democracy but it would appear that it has the potential to make a meaningful consultation the norm in a lot of workplaces. The more this can be implemented, the better.

It would seem that both the Government and employers need to try and work with one another in an attempt to support business resilience while also trying to protect people's incomes and their jobs. The CIPD has written to the treasury of the UK and they have called for far more drastic action if they want to try and protect jobs and even ensure that the working people are given enough so that they can cover their basic living costs. This needs to be done for the duration of the Covid-19 crisis. A letter has been penned to the Chancellor, and the professional body have stated that they want to try and minimise redundancies while also ensuring a sustainable income for those who are self-employed. This would especially benefit those who work in labour recruitment or even those who are currently looking for labour jobs.

CIPD Proposed Wage

The CIPD's wage subsidy is going to be based on other successful schemes that operated in various other countries during the 2008 financial crisis. It would benefit over 300,000 workers and it would cost around £1.7 billion. It would however give employers the support that they need for a period of three months. This could actually be extended if it came to it. This would provide employers and employees with the support they need to carry on with life as normal. The CIPD has recommended 60% gross pay but this would increase to 100% when you look at the sectors which have been hit the most. This is especially the case when you look at the hospitality industry, transport industry and even leisure too. If you are not eligible for the fund then you should know that the CIPD have also announced a guaranteed pay, which means that you will be placed on short-term support.

Corporate scandals and even misconduct really are never out of the headlines. They also pose a huge risk to the employer as well. By the looks of things, the media coverage and even the outrage is putting any kind of corporate activity under a microscope. The question is, what can employers really do to try and improve this? How can HR and even people managers try and promote ethical behaviour? This is especially the case for those who work in labour recruitment or even in labour jobs.

Unethical Behaviour

It should be noted that unethical behaviour is not inevitable to say the least. When you look at the evidence review that has been done by the CIPD, you will soon see that there individual factors and even organisational factors that need to be taken into account. It's important to know how employers can take a much more proactive approach while also taking into account that misconduct needs to be handled before it actually hits the headlines.

The Climate

It's also vital to discuss how the climate at which employees are able to speak up, because this will empower them while also giving them the chance to do the right thing overall. This requires far more than a policy and a whistle blower. It requires staff training, a code of ethics and even demonstrable actions. It's important that people try and demystify ethics and that they also look at how ethical competence plays a role. A better understanding of the implications of the work and even what it looks like really is key overall. There is now an increasing demand for accountability and even decision making. HR is going to play a huge role in acting as a guardian for behaviour and it's vital that people remember this.

The CIPD have presented a brand-new evidence-based policy for solutions that are going to prevent a supply shock for the labour market. This is ahead of the migration restrictions that are going to be taking place in the year 2021.

Immigration and the fact that there is not a continued access to overseas workers are two of the critical issues regarding Brexit. This is going to affect those who work in labour the most. A new immigration system is going to happen in the UK and this is going to change the supply of labour workers from abroad and even the way that businesses can access it. This is going to affect you if you work in labour recruitment or even if you work in labour jobs. The exact details regarding this are yet to be finalised properly but the UK Government are consulting via the white paper to try and find ways to control the supply of EU workers. A portion of the proposals have already emerged, and they have also been somewhat welcomed by employers as well. Others have concerns and they believe that more needs to be done to try and address the issues.

The CIPD have done a survey and they have also conducted discussions with UK employers. They have done this across a huge range of sectors with the overall aim to try and produce a new report. The report addresses a huge number of key alternative options and it is also going to try and address and solve the challenges that are being reported by the members as well.

Who knows what the future is going to hold, but right now it looks like more needs to be done to try and support those who need it the most.

If you work in labour jobs or even in labour recruitment, then you will know that diversity really is so important. That is why the CIPD and the Westminster Business School have worked diligently to launch a brand-new project. At the launch event, they have discussed the academics, people practitioners and more to see what it ultimately means for the practice. The research maps out the evidence which is present right now on diversity interventions and even organisations too.

Positive Action

The launch event picked up on various themes and there is also a wide-raging panel who are discussing both sides of the research. They are also discussing the challenges and even the issues that are being faced right now within HR. A huge level of focus was given to the fact that there is now a lack of research regarding the quality of diversity training. A lot of organisations are not evaluating or even recording the initiatives that they have, and this is making it way harder to understand how effective they are. Practitioners have given their own insights and they have also detailed their personal experiences as well. This furthers the practice in general. A lot of people chose to emphasise how important it is for people to try and get buy-in support from senior members of an organisation. At the end of the day, having a chief executive who is able to provide enough resources to support the movement even more will help to make sure that it is a priority in the future.

The Debate

The debate also explored what steps need to be taken next to try and make sure that even more progress diversity can be made. One theme was that there needs to be more normalisation regarding flexible working practices.

The Coronavirus has hit global headlines in the last few weeks- and now the World Health Organisation have gone as far to declare it as a health emergency. If you are seeking labour jobs or if you work in the industry of labour recruitment, then you may know how many factories have closed down as a result of the virus. When you look at the beginning of the outbreak, you will soon see that a lot of organisers have implemented various precautionary measures. British Airways have put an end to their air travel in various regions and global technology firms have also imposed various travel restrictions on those who are travelling either to or from China.

Coronavirus in the UK

There are now cases of the Coronavirus in the UK. If you want to help yourself here, then you need to understand the steps you need to take so that you can prevent the spread even more. Experts seem to believe that the number of people who are affected by the virus will rise even more. Health officials are also on high-alert as well. The FCO office has advised that nobody travel to the Hubei area. This is where the virus started out, but it is possible that it is also present in the whole of mainland China.

Professionals play a huge part in making sure that everyone is up to date with the latest advice and even guidance. As the virus continues to spread, it looks like it is posing a real threat to organisations. It's vital that people have a much longer-term plan in place so that they can navigate the emergency properly and without putting any more people at risk for the virus in general. Only time will tell what the future holds.