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Can Do vs. Should Do: The Ethics of Gathering and Using Workforce Data

By Carmen von Rohr 30th October 2018

Companies have always held sensitive data on their workforces. Historically, this data has been used for diverse purposes, such as to preserve business records, to meet legal and regulatory obligations, and/or as evidence in litigation. However, advanced technologies are now providing powerful new tools that allow companies unprecedented access to employee data. In today's digitally disrupted economy, many companies see an opportunity to turn the insights gleaned from employee data into a source of competitive advantage that will allow them to thrive in the new economy. 

Employee Health and Wellbeing – Creating a Culture of Health

By Gillian Pillans 10th October 2018

Wednesday 10 October 2018 is World Mental Health Day; an opportunity to raise awareness of mental health issues and tackle the stigma associated with mental illness. This week, organisations across the globe are running campaigns to promote their programmes for supporting employee health and wellbeing. The press and social media are full of reports on the negative impact of poor mental health, and stories of initiatives being launched and people being honoured.

Artificial Intelligence – The Future of HR?

By Gillian Pillans 18th September 2018

Artificial intelligence (AI) is the hot technology in HR. These days, it’s almost impossible to find an HR technology vendor who doesn’t claim their product is ‘powered by AI’. However, when it comes to applying AI to the messy business of managing the relationship between human beings and their employer, what’s the role of AI? Should we in HR see it as an existential threat or an opportunity to get the machines to take care of routine, repetitive work, while we focus on adding value to the business? To what extent will AI shape how we view the purpose and role of HR?

Can HR Close the Gender Pay Gap?

By Carmen von Rohr 7th August 2018

The gender pay gap has captured headlines in recent months in part because of new legal requirements in the UK, effective April 2018, which require private, public, and voluntary sector companies with 250 or more employees to publish their gender pay gap data. This increased attention is likely to drive discussions and questions in workplaces across the UK, including your own. Is your HR team prepared for tough questions about the gender pay gap at your company? Do you understand its causes and does your company have a plan in place to close the gap?