INNoVA’s Post

Be in the know with this week’s #AlaantAdvisor! In this edition: ICYMI Hiring Index event, disability #equality, and more! ➡️ Read Now! https://lnkd.in/dFhwwqBR #WorkforceSolutions #Alaant #HR #Recruiting #HumanResources #AlaantHiringIndex #Employers #Talent #Hiring #TalentAcquisition #LaborMarket #Inclusion #JobMarket #Employment 💼

Disability inclusion goes beyond policies; it’s about creating an accessible, supportive environment for all employees. 🌱 At Adastra HR, we’re committed to helping businesses develop inclusivity and equal opportunity for people of all abilities in the workplace. Disability discrimination can become a hidden barrier in recruitment and performance management. Adastra’s expert guidance ensures your policies support accessibility and fairness, enhancing employee engagement and business success. 🌟 Reach out today if you would like to talk to our team about creating an environment where everyone feels included, regardless of their background, race, gender, age, or any other characteristic ➡️ https://heyor.ca/kvhWLW #DisabilityInclusion #WorkplaceAccessibility #InclusiveWorkplaces #HRSupport #HR #InternationalDayOfPersonsWithDisabilities

Interested in better understanding how your anchor work can address pay gaps? Come along to this webinar on tackling pay gaps and pay gap reporting from the MayorofLondon's Good Work Standard and Acas happening 𝘁𝗼𝗺𝗼𝗿𝗿𝗼𝘄 𝗮𝘁 𝗺𝗶𝗱𝗱𝗮𝘆. Get ahead of expected legislation and understand how to report on and take action on your gender, ethnicity, and disability pay gaps. Register here: https://lnkd.in/eVxXCMG7

The recent survey by Beyond Careers sheds light on critical challenges faced by women in the UAE workplace, particularly around family planning and returning to work post-pregnancy. Over half of the respondents felt pressured to leave their jobs due to pregnancy. Additionally, a substantial lack of confidence was reported among women re-entering the workforce after a career break. Despite the UAE's efforts to promote gender equality and increase female participation in the workforce, there are significant gaps that need to be addressed to create a truly inclusive and supportive environment for women. Recommendations for Employers 1. Enhance Workplace Flexibility: Introduce Flexible Working Arrangements: Implement options such as remote work, flexible hours, and part-time roles to accommodate the needs of working mothers. Promote Work-Life Balance: Encourage a culture that values and respects work-life balance, reducing the stigma around taking leave for family reasons. 2. Implement Comprehensive Returnship Programs: Structured Returnship Programs: Develop and promote returnship programs designed to help women re-enter the workforce after a career break. These programs should include skills training, mentorship, and gradual reintegration into work responsibilities. Mentoring and Networking Opportunities: Facilitate mentoring relationships and networking events to build confidence and provide support for women returning to work. 3. Improve Family Support Policies: Parental Leave Policies: Extend and enhance parental leave policies, ensuring they are supportive of both mothers and fathers. Consider offering paid maternity leave beyond the legal minimum. On-Site Childcare Services: Provide or subsidize childcare services to help working parents manage their responsibilities more effectively. 4. Foster an Inclusive Workplace Culture: Zero-Tolerance Policy on Harassment: Enforce strict policies against harassment and discrimination, with clear reporting mechanisms and swift action against offenders. Promote Female Representation: Actively work towards increasing female representation in leadership roles, which can help shift organizational perceptions and create role models for other women in the company. 5. Regular Training and Awareness Programs: Sensitivity Training: Conduct regular training sessions on gender sensitivity, unconscious bias, and the importance of diversity and inclusion. Awareness Campaigns: Run campaigns to raise awareness about the challenges faced by women in the workplace and the benefits of a diverse workforce. While the UAE has made commendable strides in promoting gender equality, there is a pressing need for employers to take proactive measures to support women in the workplace. #WorkplaceFlexibility #GenderEquality #WomenInLeadership #InclusiveWorkplaces #ReturnToWork #WomenEmpowerment #CareerProgression

𝐃𝐢𝐝 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐚𝐛𝐨𝐮𝐭 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐚𝐛𝐥𝐞? At Randstad, we’re proud to be part of this incredible program, designed to create meaningful and inclusive employment opportunities for people living with disabilities. In Australia, 1 𝘪𝘯 6 𝘱𝘦𝘰𝘱𝘭𝘦 𝘭𝘪𝘷𝘦 𝘸𝘪𝘵𝘩 𝘢 𝘥𝘪𝘴𝘢𝘣𝘪𝘭𝘪𝘵𝘺, yet only 53.4% of working-age individuals with a disability participate in the workforce, compared to 84% of those without a disability (Australian Institute of Health and Welfare, 2023). This highlights a significant opportunity to embrace untapped talent and foster more inclusive workplaces. Through Recruitable, we help businesses break down barriers and provide tailored recruitment support, enabling workplaces to unlock this potential and build stronger, more diverse teams. Want to learn more? Visit https://lnkd.in/g7EaqvfK or reach out to discuss how this program can help support your workforce. #InclusionMatters #Recruitable #RandstadAU #DisabilityEmployment #DiversityAndInclusion #Neurodiversity #InclusiveHiring #UntappedTalent #WorkforceInclusion #EqualOpportunities #InclusiveWorkplace #AccessibleRecruitment

Employment Equity Act 55 of 1998: Newly implemented amendments, and how this will affect your Business and B-BBEE Scorecard Level Due to Ignorance of the EEA Amendments (Employment Equity Act 55 of 1998) (Part 2): The below terms should be read carefully and understood in full – Amendments to EE definitions: 1)     The Employment Equity Act (EEA) seeks to eliminate unfair discrimination against employees by promoting fair policies and practices. It prohibits discrimination based on race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, beliefs, political opinion, culture, language, and birth. 2)     The definition of persons with disabilities has been revised and clarified to include individuals with long-term or recurring physical, mental, intellectual, or sensory impairments that, when combined with various barriers, significantly limit their opportunities for employment entry or advancement. This expanded definition provides a more comprehensive understanding of disabilities. Additionally, designated groups are defined as African, Coloured, and Indian individuals, women of all racial backgrounds, plus individuals diagnosed with long-term disabilities. 3)     Eighteen sectors and their subsectors have been identified and introduced into the EEA amendments, based on turnover and employee headcount of a business. Employers with fewer than 50 employees must still report, comply, and implement EEA procedures if their turnover exceeds the specified threshold defined as per the 18 sectors turn over thresholds, still to be finalised by government. Compliance with the EEA will allow an Employer to obtain a certificate of compliance allowing the business to conduct business with the state. The Minister may establish industry-specific numerical targets, aligned with the Economically Active Population (EAP) at every occupational level within that organisation’s specific sector and sub-sectors and regions that the EEA now defines – therefore Employers must ensure they identify their entity under the correct EEA Industry sector.   #HRcompliance #B-BBEE #Employmentequity #Successionplanning #Skillsdevelopment

Workplace adjustments can make a big difference. Our recent survey found that 94% of employees with disability became more productive after JobAccess helped them with adjustments. Visit our website to view the full findings: https://lnkd.in/ey9-HMTT #Inclusion #Diversity #EmployMyAbility #DisabilityEmployment #DisabilityInclusion #DisabilityConfidence #JobAccess #HR #Recruitment #WorkplaceAdjustments #ReasonableAdjustments

Employment Equity Act 55 of 1998: Newly implemented amendments, and how this will affect your Business and B-BBEE Scorecard Level Due to Ignorance of the EEA Amendments (Employment Equity Act 55 of 1998) (Part 2): The below terms should be read carefully and understood in full – Amendments to EE definitions: 1)     The Employment Equity Act (EEA) seeks to eliminate unfair discrimination against employees by promoting fair policies and practices. It prohibits discrimination based on race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, beliefs, political opinion, culture, language, and birth. 2)     The definition of persons with disabilities has been revised and clarified to include individuals with long-term or recurring physical, mental, intellectual, or sensory impairments that, when combined with various barriers, significantly limit their opportunities for employment entry or advancement. This expanded definition provides a more comprehensive understanding of disabilities. Additionally, designated groups are defined as African, Coloured, and Indian individuals, women of all racial backgrounds, plus individuals diagnosed with long-term disabilities. 3)     Eighteen sectors and their subsectors have been identified and introduced into the EEA amendments, based on turnover and employee headcount of a business. Employers with fewer than 50 employees must still report, comply, and implement EEA procedures if their turnover exceeds the specified threshold defined as per the 18 sectors turn over thresholds, still to be finalised by government. Compliance with the EEA will allow an Employer to obtain a certificate of compliance allowing the business to conduct business with the state. The Minister may establish industry-specific numerical targets, aligned with the Economically Active Population (EAP) at every occupational level within that organisation’s specific sector and sub-sectors and regions that the EEA now defines – therefore Employers must ensure they identify their entity under the correct EEA Industry sector.   #HRcompliance #B-BBEE #Employmentequity #Successionplanning #Skillsdevelopment

Workplace adjustments can make a big difference. Our recent survey found that 94% of employees with disability became more productive after JobAccess helped them with adjustments. Visit our website to view the full findings: https://lnkd.in/ey9-HMTT #Inclusion #Diversity #EmployMyAbility #DisabilityEmployment #DisabilityInclusion #DisabilityConfidence #JobAccess #HR #Recruitment #WorkplaceAdjustments #ReasonableAdjustments

Despite progress, people with disabilities still face major barriers in the workforce—earning 12% less per hour on average and encountering higher unemployment rates, with women facing an additional gender pay gap. A new report from the International Labour Organization (ILO) reveals that in low-income countries, the wage gap for workers with disability is even starker at 26%, much of which can’t be explained by education, age, or work type. The ILO calls for actionable steps toward inclusion: accessible online recruitment, workplace adjustments, and employer support to level the playing field. https://lnkd.in/dDFpzuBR #Inclusion #DisabilityEmployment #EqualOpportunities