FUTURE TALENT November - January 2019/2020 | Page 14

F
FRONT OF HOUSE
SOME ARE (STILL)
LESS EQUAL THAN
OTHERS
MATRIX MANAGEMENT
Leaders who are insecure about their
position, or anxious about looking
incapable or indecisive, are more willing
to take advice from a data algorithm than
a fellow human. Researchers from BI
Norwegian Business School speculate
that machines are not perceived as a
direct threat to status, unlike more
cut-throat real-life colleagues.
While businesses are increasingly
starting to measure and monitor
some of the key indicators that
mark progress towards racial
equality, there remains a clear
need for employers to improve
working environments for black,
Asian and minority ethnic
(BAME) employees. Published in
October by Business in the
Community, the 2019 Race at
Work Report shows that:
97 %
of UK employers have a
zero-tolerance policy on racial
harassment and bullying
45
%
have commissioned a
review into bullying and
harassment in the workplace
UPSKILLING THE CONTINGENT ARMY
Employers in the UK are failing to train the vital contingent workforce,
according to research by City and Guilds Group. Data from the Office for
National Statistics shows that 1.5 million workers were employed on a
temporary basis between April and June 2019.
84 20
% of UK
employers use
contingent
workers; 35%
anticipate they
will rely on them
more in the next
3-5 years
14 // Future Talent
% of UK
employers don’t
currently carry
out any training
with this
workforce
24 19 68
% of employers
admit the
training
they provide
for contingent
workers is
ineffective % of firms
say the most
common method
for developing
contingent workers
in is on-the-job
training % of contingent
workers say that
they would learn
skills quicker if
they had more
direct control over
the pace of
workplace learning
25 %
of BAME UK employees are
still experiencing bullying
and harassment
63 %
of employers monitor data
on pay and ethnicity
31
%
publish their ethnicity
pay gap