Hope&Glory PR’s Post

Last week I attended three events exploring how to make the public relations industry more inclusive. This research from the CIPR-supported PR Mums presents new insights into the challenges faced if we are serious about wanting to create a more diverse profession. It unveils the difficulties of balancing a career while caregiving in the UK PR sector and finds: - 91% prioritise career progression, but half say caregiving hinders growth. - Flexibility exists but isn't always consistent; only 43% believe senior roles suit caregivers. - Workload and mental load are top stressors for parents juggling responsibilities. - Managers lack training in family-related support and sensitive conversations. The research has informed the new Parental Policy Best Practice Charter, pushing for inclusive, family-friendly workplaces. You can find out more online > https://lnkd.in/emxjUP-2 As CIPR CEO Alastair McCapra commented in the report, "building workplaces that actively support employees through various life stages isn't just about retention - it's about creating a more resilient, inclusive, and sustainable PR industry".

Recently, PR Mums released their employers' white paper about how to best nurture PR parent employees. I think it's important to add WHY you might want to keep a parent employee in your business. Honestly, I used to think that parents who talked about being better employees after having children were... well, fibbing. How can limited office time, sleep deprivation and something that deprioritizes work be GOOD for work? Well, I am eating my words, and I am here to tell you that it's true. I don't think I've ever been a better employee/worker and here's why: 🤤 I don't care as much: I strongly believe that when this happens, the tension dissipates and your creativity, teamwork and general efficiency increase. 😖 I am not scared: Hey, I've stared down the barrel of a hangry toddler stuck in standstill traffic. But in all seriousness, I have been through some horrific hair-raising health experiences and quite frankly, I will tell you if I think your work is sub-par/your idea has no legs/your expectations are too high and let's move on! 💪 I'm SO much more efficient: I have work to do, I have limited time within which to do it and I'm sure my colleagues would also like to finish sooner. Let's get this done well and get home/out to our real lives. 🏆 I have no ego: I have always been someone who hides their ego well but it was lurking there, resentful of others and feeling overlooked. Post-parenting, it's almost all gone. I don't care about titles and glory but I do care about fairness and credit where credit is due. 😃 JOYYYYY: I am so grateful and happy to be with 'grown-ups' and achieving things together. If we're not having fun as a team and smashing the work, then why even bother sacrificing precious home time for this?

Be the change you want to see 💫 Being a parent and working in comms is hard. Founders and leaders are ill-equipped to deal with the changing needs of their team who become parents; policies either don't exist or are not fit for purpose; and returning to work can feel like a very isolating and confidence-knocking experience - trust me, I have been there. So when PR Mums approached Full Fat Agency | Certified BCorp to become part of its steering group we jumped at the opportunity. No one organisation or leader will get it right all the time but we have to collectively do and be better and preserve the incredible talent that is being lost to bad practices. We must create an inclusive space for all members of our team to thrive. I am extremely proud and relieved this brilliant charter, certification programme, HR platform and most importantly conversation is now happening. A tremendous amount of work has gone into the creation and roll out of this and I applaud every single person who is involved and who will get involved Share the white paper, the certification and the news with your team, your bosses, your line managers, as well as those who work beyond the comms industry and let's start to be the change we want to see 💫 PRCA Chartered Institute of Public Relations Women in PR Axicom Fine Lines Full Fat Agency | Certified BCorp Grayling Hope&Glory PR The Unmistakables Megan Morass Richard Fernandez @Faisal H. Alexandra Heybourne Jon Gerlis Chart.PR Angela Balakrishnan Emma Padden Kat McGettigan Sarah Taylor Bethany Pearson Valerie Holloway Rochelle Smith Heather Blundell Shilpa Saul Nicola McKelvey Jo Vyvyan-Robinson Ian Pitt Platform55 Finian Murphy Clare Coughlan Ferzana Bham Ali Maynard James Katy Ball Hector Proud (I hope I haven't missed anyone) #parentalpolicy #pr #bethechange

🚀 This week has been a biggie for PR Mums and the incredible community we have – we hope that the result of this work will have a transformative impact upon *everyone* working in the PR sector over the coming years. So what have we been up to!? We've launched a WHITE PAPER; a CHARTER; a CERTIFICATION PROGRAMME; and a MARKET-LEADING HR PLATFORM – all focussed on driving and embedding a culture of best practice across all facets of parenting policy. Phew. Been busy? A little bit! 🔥 WHITE PAPER For the last six months we have been working partnership with Platform55 – an award-winning, market-leading HR platform - a cross industry steering group consisting of PRCA, CIPR, Women in PR, Axicom, Grayling, Fine Lines, Manifest Group , Hope and Glory PR, Full Fat, The Unmistakables all working towards a single mission: how to drive meaningful change in PR by setting a new benchmark for family-friendly workplaces across the PR sector. View the white paper here- would love to know what you think: https://bit.ly/494blHC 🔥 PARENTAL POLICY CHARTER Responding to the findings of our research, our parenting policy charter has been built on four key pillars, designed to help agencies adopt progressive policies that genuinely support working parents. 🔥 BEST PRACTICE CERTIFICATION PROGRAMME Offering an independent, credible standard to recognise agencies leading the way in creating inclusive, family-friendly environments. 🔥 PARENTING HR PLATFORM Launched in partnership with Platform55 dedicated to supporting agencies/teams in fostering healthy / inclusive work environments. None of this would have been possible without the dedication of our steering group partners and the input of hundreds of voices across the industry – to whom we extend our most sincere thanks. Together, we’ve laid the foundation for meaningful and long-lasting change, helping agencies prioritise people and culture. PRCA, Chartered Institute of Public Relations, Women in PR, Axicom, Fine Lines, Full Fat Agency | Certified BCorp, Grayling, Hope&Glory PR, The Unmistakables Richard Fernandez, Faisal . Alexandra Heybourne, Jon Gerlis Chart.PR, Angela Balakrishnan, Emma Padden Sarah Taylor Kat McGettigan Bethany Pearson Valerie Holloway Rochelle Smith Heather Blundell Shilpa Saul Megan Morass Ella McWilliam Katy Ball Ferzana Bham Clare Coughlan Hector Proud Nicola McKelvey Jo Vyvyan-Robinson Ian Pitt Michelle O'Keeffe 🎢 Tracy Gunn Platform55 Rory Scott Finian Murphy

Getting PR results isn't just a win for us, it's a win for our clients and those reading the articles. Feedback like this just reinforces why we strive for great PR. We highly recommend reading the article, in fact, it will resonate with over 51% of you. https://bit.ly/4dpHVV9 #PRinHR #PRwins #peoplemanagementmagazine #HRpublications #workingcarers #millennialworkers #BUPA #workingstudy #journalism

Last Thursday, I stepped out of my comfort zone to embrace an opportunity I would typically shy away from: volunteering at the Sedat HR Conference in Kumasi. I say "stepped out of my comfort zone" because the usual me would have hesitated, thinking, "I don’t know anyone there; I’ll just be bored." But oh, how important it is not to linger in that familiar space! Now, let’s delve into the conference itself. Words fail to capture the richness of the experience—it was insightful, educational, transformative, enjoyable, and truly inspiring, among many other things. The focus of the conference was on the theme “Navigating generational diversity: a roadmap to organizational effectiveness.” We were fortunate to hear from seasoned HR professionals like Yvonne Adiepena WIREDU-AKPABLI SPHRi, Cynthia Mawulawoe Kodowu FLPI, ACIPD, Kojo Van-Ess who shared their wisdom on this theme. I learned about the five generations present in today’s workforce: Traditionalists (1925-1945), Baby Boomers (1946-1964), Generation X (1965-1980), Millennials (1981-1996), and Gen Z (1997-2012). Most organizations encompass at least four of these generations, and as HR professionals, we must develop tailored strategies to ensure that everyone feels included. For instance, managing Gen Z—who tend to be purpose-driven requires a different approach than engaging with Gen X, who are more results-oriented. We should not rigidly adhere to HR policies but instead, adapt our strategies to benefit all generations. As HR practitioners, we must recognize that while everyone is unique, each individual brings their strengths to the table. Embracing this uniqueness is essential. Moreover, our guiding mantra should be: “We are here for you.” This reflects our commitment to not just managing people but also understanding their emotions and addressing their needs one step at a time. What does an inclusive culture mean? It signifies an environment where everyone regardless of age, role, race, or religion is valued, respected, and empowered. This was my first experience attending such a conference, and I am genuinely grateful I took part. I also want to acknowledge the incredible individuals I met along the way Deborah Apprey, Abigail Gyenimah Ofosu and many others. Patricia Abena Kissi, thank you for such an insightful conference So, if you come across any conferences, HR-related or not don’t hesitate to reach out to me lol Now, I’m curious: which generation do you belong to, and which ones do you see most represented in your organization? By the way, I'm a proud Gen Z

📣 76% of people trust content shared by individuals over companies. 🚀 Employee-generated content boasts higher click-through rates and receives eight times more engagement than branded content. ✨ Companies with socially engaged employees are 58% more likely to attract top talents.   Who cares? We care!   At Beiersdorf we recently launched our global employer branding campaign #CareChangesEverything. To amplify this message, we’ve introduced an employee advocacy program. Our employees are sharing their genuine experiences on LinkedIn, creating a compelling and relatable narrative that resonates worldwide. Starting with the best practices of our Spanish colleagues (Ana María Morales Schmid, Álvaro Hernández Aguado and Alberto Garcia Perez) we are now expanding this initiative to the rest of Southern Europe. I’m excited to join a panel discussion organized by HRC Community - MyHRGoal on the latest trends in talent acquisition and employer branding. I will delve into how our employee advocacy initiative not only strengthens our employer brand but also fosters our vibrant company culture internally. #HRC #Beiersdorf

How Employee Advocacy Can Benefit a Company   We recently created an article about an employee for one of our clients. It linked her background, her role and the project she's currently working on.   The article itself did well with nearly 200 people reading it. Views numbered nearly 4000 and it received a 5% engagement rate – high for a company page.   People started phoning her and saying congratulations. They really enjoyed the article.   She went to a networking group and was treated like a celebrity. People said they’d seen her piece on LinkedIn™️ and engaged her in conversation.   The third direct result of the article was being invited to speak at a national event next month. She’s working hard to prepare a presentation worthy of the honour.   All of this came about directly from one article on LinkedIn.   Imagine how proud and honoured she feels about being a brand ambassador for her company. She sees the company as recognising her hard work and talent. It increases her loyalty and her productivity.   The benefits for the company are numerous too and go beyond their employee being more motivated and dedicated. As well, the company is seen in a positive light because it employs such talented people. It encourages other highly skilled workers to apply for vacancies they might have. And it encourages other existing team members to aspire to similar recognition.   It also encourages team members to support the company’s LinkedIn content. And that distributes the content to a wider audience than a page post would achieve on its own.   All of this is positive – for the company, the employee and the brand.   If you are looking for help with your company LinkedIn page presence, we invite you to chat with us to see how we might be able to help. 

"I love the team I work with; they're great!" This is one of the most common sentiments we hear in nearly every employer branding initiative. However, many organizations struggle to identify and build on the unique positives that make their workplace special. Here are 10 tips to help you foster strong employer advocacy and enhance your company's culture. #EmployerBranding #EmployeeAdvocacy #ILOVEMYJOB #GreatCulturesAttractTalent #ABCcreative

Exciting update! We’re thrilled to share our Group CHRO & Head of IT, Kankana Barua’s article for BW People, entitled – ‘How Does Employer Branding Influence Workplace Culture?’ In this article, Kankana dives deep into the profound impact of strong employer branding – going beyond just attracting and retaining talent. She highlights the importance of employee advocacy as more than a marketing strategy – emphasising how a solid Employer Value Proposition (EVP) fosters a sense of pride, accountability and belonging within the organization. She also addresses the growing demand for transparency and authenticity in the workplace, driven by factors such as social media and corporate social responsibility. To read the full article, visit: https://lnkd.in/gsTwZ2pH BW People.in #Healthium #HealthiumMedtech #HealthiumMedtechLtd #Medtech #MedicalDevice #MedicalDevices #Publication #Article #WorkCulture #GreatPlaceToWork #BusinessWorld #BWPeople #EmployerBranding #WorkplaceCulture #EmployeeAdvocacy #EVP #CorporateCulture #CorporateSocialResponsibility #WorkplaceSuccess