Tag Archives: Change

Living and working in an ‘age of ambiguity’

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The pandemic is having a wide ranging impact on all aspects of people’s lives. From the massive shift to home working for many to the furlough scheme for others, employees have experienced a fundamental shift in the way they work and live.

According to a recent survey of workers, employee happiness has declined and there has been an increase in presenteeism during the pandemic, as the boundaries between home and work, which were once certain, have become blurred.

Blurred lines and a culture of presenteeism

The survey by Aviva, polled 2,000 employees in February 2020 and again in August 2020, finding that most people were happier before the pandemic and that a culture of presenteeism had emerged. Key findings included:

  • More than half (52%) agree the boundaries between their work and home life are becoming increasingly blurred – up from 40% in February.
  • The number of employees who are completely happy almost halved: 20% in February vs. 13% in August.
  • 43% of employees ranked their mental health between ‘very bad’ and ‘fair’, compared with 38% in February.
  • 84% say that they would carry on working even if they felt unwell.

A significant trend of presenteeism and the ‘always on’ culture was highlighted by the survey. The increased uncertainty and heightened anxiety has led to many employees working longer hours and taking fewer sick days. In February 2020, 67% of employees took zero sick days over a three month period; this increased to 84% in August.

Employees may feel the need to prove their productivity while working from home, particularly if they feel their jobs are at risk. But such e-presenteeism is likely to have a negative impact on productivity and inevitably mental wellbeing. According to the report “the ambiguity experienced is compounding behaviour that is detrimental to long-term employee wellbeing.”

Young people (18-25) were found to be particularly affected, with 53% reporting feeling anxious compared to the national average of 34% and 17% ranking their mental health as bad compared to an average of 11% across all age groups.

There have been changes in employee self-determination across the board and the main priorities for employees have shifted as they are increasingly looking for a greater work-life balance over salary – a trend which has increased since the pandemic struck.

Employer considerations

Most employers have implemented new ways of supporting employees, which has been welcomed, but the survey highlights that more needs to be done. Despite a majority of employees believing employers have made some effort to adapt, there is still a loss of motivation among employees. Just 15% of employees agree that their employer is trying really hard to understand what motivates them and only a quarter (26%) agree their employer is genuinely concerned about their wellbeing.

With research confirming a conclusive link between wellbeing and productivity – employees are 13% more productive when happy – no organisation can afford to ignore the issue of employee wellbeing.

Indeed, employee wellbeing was already rising up the corporate agenda pre-Covid-19 but the pandemic has propelled it further into focus for many organisations.

It is argued that a new partnership is required between employees and employers. Personal control surpasses employer control when it comes to what employees want and there is clear evidence that more tailored support, rather than a one size fits all approach, is required.

Aviva’s report argues that “now more than ever there is a case for employers to embrace the ‘Age of Ambiguity’ to support their workforce with their mental health, physical and financial wellbeing.” To this end, Aviva recommends five ‘employer considerations’:

  • Understand how they can deliver on emerging flexibility needs.
  • Personalise mental health and wellbeing support.
  • Create sense of purpose, clarity and autonomy in the workplace.
  • Prepare workers for fuller working lives and the transition from work to retirement.
  • Create more targeted interventions by understanding personality types.

Towards a happier future

As all personality types were found to desire flexibility, it is suggested that prioritising employee wellbeing as a ‘need to have’ rather than a ‘nice to have’ and incorporating flexibility into working life could be a way forward for businesses when it comes to recruiting and retaining the best workers.

The ‘age of ambiguity’ could be the perfect opportunity for businesses to make the necessary changes to support their employees, helping them to improve their physical, mental and financial wellbeing – for mutual benefit.

The pandemic has thrust the world of work into a period of intense change and uncertainty, but many of the trends were already underway, particularly the shift in employee outlook. Employees’ desire for flexibility continues to grow as they seek a better work-life balance and there is no sign of this abating. The Aviva survey has shone a spotlight on this trend and suggests that “employers who embrace their employees’ desire for long term flexibility will see the benefit of a healthier and happier workforce” – leading to a happier future for all.

Enjoyed reading this? Why not take a look at some of our previous posts on working conditions:

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Food for thought: is Covid-19 a watershed moment in the fight against food waste?

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Image by OpenIDUser2 via GFDL

Image by OpenIDUser2 via GFDL

Much has been said about the reduced air pollution levels during the coronavirus lockdown as a result of the drastic reduction in travel but what about the impact other sectors are having as a result of recent changes? With eating out not currently an option, more of us are tucking in to takeaways as an alternative, which has had an impact on food waste.

Food waste in restaurants rises but waste at home is on a downward trend

New research released by Just Eat and the Sustainable Restaurant Association (SRA) has found that “fluctuations in demand and unpredictable ordering patterns” have led to a slight increase in food waste generated in takeaway restaurants during lockdown. According to the analysis, food waste from restaurants has risen from an average of £111 to £148 per week per restaurant. This means food waste has increased from 9% of all waste to 10%, since pre-lockdown – which equates to a £16.7m rise for the sector as a whole during lockdown.

As well as the variations in demand and unpredictability of ordering patterns, the survey found that disrupted supply chain and business models also had an impact on waste. Almost half (45%) of the restaurants surveyed said they throw most food waste in the bin, which is not good news for the UN target of halving global food waste by 2030.

On the flip side, however, consumers have seemingly become more aware of the food they waste at home and are now wasting less of their takeaway, down from 9% on average to 7.2%. The research estimates that, as a result, households have saved an average of £3.2 million per week during lockdown which adds up to £22.4 million all together.

Over half (59%) of consumers say that they have a greater oversight over how much food is wasted since Covid-19. And there is also agreement that food shortages have heightened awareness of food waste, with 84% agreeing that: “Stockpiling and empty supermarket shelves showed me how important it is to make the most of what we have”.

Changing behaviours and attitudes to food waste

Another recent survey conducted by the Waste and Resources Action Programme (WRAP) of more than 4,000 participants found that almost a third of consumers said they were cooking more creatively while staying at home, while 30% have started saving leftovers. As a result of these new behaviours, the research shows that the public are throwing away a third less in food waste when compared to the average across 2018-2019, across four key products – bread, milk, potatoes and chicken.

Other changes in consumer behaviour and attitudes during lockdown, highlighted by the research include that:

  • 63% are shopping less often
  • 59% are buying more to create more meals at home
  • there has been a shift to more fresh produce and long-life products and less pre-cut veg, salad packs and ready meals
  • almost half (47%) are checking their cupboards more often before shopping, and 45% their fridge
  • 37% have been organising the food in their cupboards and the fridge
  • around 9 in 10 agree that “food waste is an important national issue” (87%) and that “everyone, including me, has a responsibility to minimise the food we throw away” (92%)

This shows there has been a small but significant change in attitudes towards food waste, according to WRAP, as this represents a 23% increase since November 2019 in the number of citizens that strongly agree with the above two statements.

Sustaining such behaviour and attitudes post-lockdown could certainly help in the fight against food waste, something the UK is already on target with.

Progress in reducing food waste

Indeed, before the current crisis, the UK had been making good progress in reducing food waste according to data from WRAP, with total levels falling by 480,000 tonnes between 2015 and 2018 – the equivalent of 7% per person and a reduction in emissions of 7.1 million tonnes CO2e.

The data shows there was a 27% reduction in food waste between 2007 and 2018, which has saved 1.7 million tonnes of food waste, equal to £4.7 billion. There was also an increase in the number of people that see food waste as an issue, rising from 26% in 2015 to 69% in 2019.

It is clear from the figures that we are moving in the right direction to meet both national and international targets on food waste, and that the current crisis has accelerated this, at least in the short term.

Final thoughts

It has been suggested that the current health crisis could perhaps be a catalyst for lasting air quality improvements. Could it also be a catalyst for a food waste revolution? The report from WRAP suggests it could be:

“This could be a watershed moment in the fight against food waste. There is a unique opportunity to embed these good habits into a ‘new normal’ – a culture which values food and reaps the maximum benefit from it. This makes good financial sense, at a time of economic uncertainty, but will also deliver significant benefits for the planet.”

Of course, the report also acknowledges that there are a range of behaviours that may require some level of support post-lockdown (particularly when citizens once again are more time-pressured). Similarly to the issue of air pollution, there will be a need to maintain certain changes and for new ways of thinking around tackling climate change across sectors when we once again shift focus back to the enduring climate emergency.

One thing is for sure, while we may begin to breathe more easily in the UK’s urban areas, it is no time to take our eye off the ball when it comes to tackling carbon emissions.

If you enjoyed reading this, you may be interested in some of our other recent posts related to food waste:

Follow us on Twitter to see which topics are interesting our research team.

Women in public life: breaking the barriers – conference highlights

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By Rebecca Jackson

With Scotland’s now famed “all female leadership” heading the main political parties in Holyrood (excepting Willie Rennie’s leadership of the Scottish Liberal Democrats) and the announcement of Jeremy Corbyn’s recently reshuffled shadow cabinet containing 17 women and 14 men, it is no surprise that the extent of women’s participation in public life is being debated. Has the tide turned, or are there still barriers in local government and in politics?

Delegates came from across Scotland to an event held by COSLA last month to discuss the issue. Bringing together council representatives and those from the third sector, private sector, and academia, the conference explored what action can be taken to advance the contribution of women to public life in Scotland.

woman-in-boardroom_645x400

Image by blog.willis

 “Catcalling in the chamber left me in tears….”

Delegates were, at times, highly critical of the council environment for women, in particular in Scotland. Based on some of the personal anecdotes being presented by panellists and delegates, it is unsurprising that only 25% of councillors in Scotland are women, the lowest proportion in the UK.

The day’s events were tinged with a strong undertone of scepticism and frustration at the inaccessibility of council life to some women. Barriers include working hours, child care provision, work-life balance and the idea of merit, as well as the “archaic systems” in place in some political parties which do little to promote, let alone advance, the active participation of women in local politics in Scotland. There was also a lengthy discussion about the culture of council chambers, with the attitudes of some men within them being seen as less than encouraging – although this was robustly rebutted by some women (notably Scottish Labour leader, Kezia Dugdale), who emphasised the positive impact that men had had on their political development.

Willie Rennie, one of the session panellists, acknowledged his party’s poor record on female representation, which he called “embarrassing and shameful.” He set out plans to reform party structures to implement frameworks for elections which are similar to those used by other parties.

Clear barriers … but no straightforward answers

There was a long discussion during a panel session with female councillors from the COSLA Women’s Task Group about the possibility of setting up a forum in order to create a space for women in local government seeking advice and support. This was widely supported by conference delegates.

Other suggestions to increase accessibility and change perceptions around women in public life included:

  • promoting a cross party consensus on encouraging women candidates to stand in local and parliamentary elections;
  • creating a mentoring scheme to encourage more young women to participate and give them an opportunity to learn, but also potentially to help change the culture of others;
  • using negative comments to drive participation and improve the contribution of women, through a desire to enact real fundamental change in the current system;
  • remembering that it is not just in local authorities that women need to have more presence – it was stressed by a number of delegates that numerous public bodies should be encouraged either to attend events like this, or to host their own;
  • considering and using, if necessary, statutory measures to advance the role of women (this does not necessarily mean the use of quotas, although it was felt that there should be a robust discussion concerning women and quotas).

égalité des sexes

Building on positive steps

The day’s discussion highlighted that there are already a large number of women involved in public life in Scotland, but there are far more who leave it or are put off contributing because of the barriers which exist and the difficulties many women have in overcoming these barriers.

Nicola Sturgeon has already committed her party to promoting greater equality on the boards of public bodies through the introduction of quotas if the SNP wins in the Scottish Parliament election in May. It is clear that, while this is encouraging, much more needs to be done. Equalities issues are broader than gender – other groups are also seriously under-represented.

All political parties and public bodies need to seriously consider what steps need to be taken to achieve lasting, positive change.

Read some of our other blogs on equalities issues:

And follow us on Twitter to see what developments in public and social policy are interesting our research team.

Careering into the future

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The New Year typically provokes reflection in people, particularly in areas of their lives such as relationships (lawyers report seeing a significant increase in enquiries about divorce at the start of January) and employment. On the 5th of January, the day that most of the country returned to work after the festive break, Scottish recruitment website s1jobs.com went down for a period due to the volume of traffic they were receiving, as people considered their options for change on what was dubbed ‘the most depressing day of the year’.

This quest for change looks set to continue throughout the year, rather than fall by the wayside at the end of the month along with the rest of people’s New Year resolutions. As reported by the Chartered Institute of Personal Development (CIPD), a survey by the Institute of Leadership and Management (ILM) found that over a third (37%) of respondents are planning to leave their current job this year, a significant increase on the 19% who expressed the same intention a year earlier.

For those looking to make a complete career change, research published by the UK Commission for Employment and Skills (UKCES) at the end of 2014 may make interesting reading.

Careers of the Future presents a list of jobs which, it is suggested, will be crucial for the UK job market over the next decade. The 40 roles were identified through an analysis of the UK jobs market, and based on the following indicators:

  • Pay: how much do people earn on average in the job?
  • Job opportunities: how much is the job expected to grow in terms of the number of people employed, and which jobs have the greatest recruitment demand?
  • Business need: which jobs do employers say are difficult to fill because of lack of candidates with the right skills and experience?

The report groups the identified ‘key’ roles for the future according to the following sectors: agriculture; business and finance; construction; education; health and care; information technology; manufacturing, installation and maintenance; protective services; science, engineering and technology; and transport and logistics. From these, 12 jobs are identified are as being those that present people, particularly young people, with a good mix of opportunity, reward and long-term potential:

  • Care worker
  • Construction project manager
  • Electrician
  • Farmer
  • IT business analyst
  • Mechanical engineer
  • Nurse
  • Police officer
  • Programme and software development professional
  • Sales account manager/business development manager
  • Secondary school teacher
  • Train and tram driver.

There are no real surprises on this list; more care workers and nurses are needed to reduce the demand placed on current staff by an increasingly ageing population, while the advent of ‘big data’ and apps has made software development “one of the top five most in demand jobs globally”.

The importance of STEM (science, technology, engineering and maths) skills, something we have looked at on the blog previously, is also in evidence on the list. Engineers and electricians are part of a STEM workforce that, while identified as being ‘critical’ to the future of the UK economy, is currently facing a shortfall of around 400,000 graduates annually.

One surprising omission from the list may be identified: lawyer. While shortfalls of new students have been reported in the news for a number of the roles included on the list, concerns over the number of students undertaking law degrees haven’t been raised since 2011. Although the majority of its predictions for what 2015 would look like were wrong (the world is, sadly, still waiting for hoverboards and food rehydrators), Back to the Future Part II did predict the abolition of lawyers by this year. While this is obviously also wide of the mark, it’s certainly interesting to see that law isn’t deemed a key future profession – especially as it is one of the professions (alongside medicine – another omission from the list) that parents would traditionally encourage their children to aspire to join.

Despite the absence of lawyers and doctors on the list, the inclusion of nurses, farmers and secondary school teachers on this forward-looking list suggests that the future may be somewhat more traditional and less radical than the predictions of film-makers 30 years ago!

Further reading

The Idox Information Service has a wealth of research reports, articles and case studies on careers, employment and skills needs. Some further recent reading on the topic includes:

Engineering and technology: skills and demand in industry – annual survey 2014

The extent and cyclicality of career changes: evidence for the UK

Remember the young ones: improving career opportunities for Britain’s young people

The impact of economic perceptions on work-related decisions, IN Journal of Career Assessment, Vol 22 No 2 May 2014

Better quality jobs (The CLES 10)

N.B. Abstracts and access to journal articles are only available to members.

How to effectively sustain change

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“The only constant is change” – Heraclitus

The public sector in the UK is currently experiencing unprecedented levels of change. Increased demand and budget cuts have resulted in large-scale transformation programmes. Change has become a constant feature of the landscape, and being able to effectively implement, manage and sustain that change is fast becoming a requisite skill for public sector managers at all levels of the organisational hierarchy – not just a job for those ‘at the top’.

However, despite the increased prevalence of change management initiatives, research has shown as many as 75% of organisations fail to sustain their change initiatives over time.  Poorly prepared and trained managers were found to be a key factor behind the high failure rate.

In our latest briefing, we look at ‘what works’ when implementing change initiatives, drawing on key pieces of research and the advice of prominent change management experts.

We provide an overview of the different types of change that may be experienced, set out a step-by-step framework for introducing, managing and sustaining change in your organisation, and highlight the common features of successful change management initiatives.   We also look at some of the most common reasons for the failure of change initiatives, and how these can be avoided and/or addressed.

You can download the briefing for free from the Knowledge Exchange home page.