2021 New Year's Resolutions for Employers

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23 December 2020

As we prepare to wave goodbye to a difficult 2020, what positive changes as employers can we bring to the new year?

Join the Race at Work Charter

In all types of businesses and sectors, there are practical steps that employers can take to help tackle barriers that black, Asian and minority ethnic (BAME) people face. One of the ways that organisations can facilitate this in a practical way, is by signing up to the Business in the Community’s (BITC) Race at Work Charter.

This initiative works to make sure companies are representative of British society today, through their 2020 survey and promoting direct calls to action.

2020, in particular, will be remembered for the #BlackLivesMatter protests through major cities internationally, and the calls for permanent cultural change. The workplace must be included in such change.

Businesses that commit to the Race at Work Charter are encouraged to capture ethnicity data and publish their progress, as well as taking action that supports ethnic minority career progression. This year, both Bartlett Mitchell and Compass Group have joined the charter.

Continue to Prioritise Sustainability and Corporate Social Responsibility 

One might have predicted that the upheaval of the COVID-19 pandemic would mean less of a focus on sustainability, energy efficiency, carbon reduction goals and other CSR initiatives. However, if anything, coronavirus has forced businesses to review their social accountability in several ways.

The UK is still edging ever-closer to its 2050 net-zero carbon target, and to maintain momentum on this (and other ESG priorities) there are several things businesses can do to help them along the way:

• Consider a sustainability programme such as those offered by The Planet Mark. This will help you measure your environmental performance and communicate your achievements.
• Use a measurement framework – The Institute of Workplace and Facilities Management has recently launched a new measurement framework for social value in the FM profession.
• Keep reporting – gathering performance CSR data can be a daunting task, so use our guide to ensuring your report is simple to compile, accessible and effective. 

Commit to the Real Living Wage

The year, the Institute of Workplace and Facilities Management (IWFM) published a report making the business case for fair wages by sharing evidence showing the crucial link between higher rates of pay and improved service delivery and performance.

This report was delivered in partnership with the Living Wage Foundation, who set up the Real Living Wage. This is a voluntary benchmark to ensure a fair standard of living, and is paid by brands such as Nationwide, Google, Brewdog, Everton FC and Chelsea FC.

There are several reasons why paying the Real Living Wage is a good idea. Higher pay improves staff loyalty and engagement, and so employees are less likely to leave; it also potentially removes the need for them to look for second or third jobs. Paying your staff a fair wage allows them to focus on their job and raises morale, engagement and motivation; it also reduces absenteeism and sickness rates, improving employment relations. 

Tidy up Your Cyber Hygiene

With more people working on the internet outside of monitored business networks, the risks of compromising company and personal data are increased. The working from home revolution shows no signs of slowing down, and security concerns relating to this should continue to be a focus for employers.

Facilities managers can help protect their staff and business by investing in employee training. Within the office environment, there may be an IT expert on hand, but offering that aid remotely becomes a less immediate line of defence. There is a framework published by The National Institute of Standards and Technology which helps to build an appropriate security awareness course.

Picture: a photograph of some fireworks

Article written by Ella Tansley | Published 23 December 2020

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