The only thing I take issue with is the idea that the number of pregnant women and new mothers being discriminated against has gone up in the last decade. Fifteen years ago this sort of discrimination was rife; so rife that I came up with the term 'Australian temp syndrome' to describe what happened when an employer found that the [inevitably Antipodean] temporary worker they had brought in to cover a maternity was doing a far better job than the person who had been in post previously. 'This is not a redundancy' I used to explain.
Either there are far more women employed now that a decade ago or, more realistically, women feel more able to complain about their treatment. Given the clever arguments about work reallocation etc that employers are able to run and the inequality of bargaining power between employers and employees (particularly those going through life changes) I have always thought that a blanket ban on dismissing women around the time of their pregnancy must be the only way to redress the balance. It's not just (successful) places like Germany who do this. Have a look at Singapore too.
Pregnant women should be protected from redundancy until six months after they return to work to combat “shocking” discrimination, MPs say.The number of expectant mothers forced out of their jobs each year has almost doubled in the past decade from 30,000 in 2005 to 54,000, figures from the Equality and Human Rights Commission show.
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Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Headof Employee Relations in global financial services, Cicilia has seen first-hand how alcohol canaffect conduct at work. She brings deep expertise in leadership, culture and managing people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.
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