HR news round-up: From blurred boundaries to sexual misconduct at work

‘Women remote workers experience more blurred work life boundaries’

Women are much more likely to experience blurred boundaries between work and family life when working remotely than men, according to new research.

The study by Menghan Shen, MSc Information Management student at the University of Sheffield, and Dr Efpraxia Zamani, Associate Professor of Information Systems at Durham University Business School, shows the blurred boundaries not only increase stress levels for women but also hamper their productivity. In contrast, men reported being able to maintain a clearer separation between their work and family time.

The study also highlighted differing priorities between genders. Women were more likely to value being present for their families, even during work hours, whereas men were less inclined to interrupt their work schedules to address family needs.

However, the researchers warn these findings do not necessarily mean that remote work is a negative experience, or inadvisable for women.

“The greater flexibility that working from home provides has empowered women to bridge much of the gender gap in the workplace.” says Dr Zamani. “However, our findings show that there’s still a need for more shared responsibilities in the family home if we are to achieve true equality in both work and family life, as women currently are taking on a similar burden in work, but a greater burden at home.”

Remote work, the researchers highlight, can have both positive and negative effects on staff depending on both their personal circumstances and how their work is managed by their employers.

On the one hand, working fully remotely can lead to alienation and low self-confidence, leading to an ‘out of sight, out of mind’ mentality. Whilst on the other hand, remote work can help employees enhance their wellbeing, and achieve a better work-family balance – if they also have adequate support.

To achieve this, the researchers say that remote workers should receive access to different tools and systems to manage boundaries in ways that support their performance and productivity. For example, some remote workers may prefer more integrative strategies such as enabling flexible working patterns to accommodate personal and family life and ensure work can be completed in the most effective way.

Workers believe hybrid working boosts productivity and motivation

Employers who micromanage their team’s working patterns and locations risk losing top-tier talent to “quiet quitting”, according to a new survey.

The survey of 1,005 UK workers by serviced office provider International Workplace Group explored the main reasons why UK workers are most likely to “quiet quit”, a workplace term used to describe employees doing only the bare minimum required by their job description.

More than half (57%) of workers said that they were more likely to “quiet quit” if they had a manager who made them feel undervalued, micromanaged or did not provide the flexibility to work from a location which best suits their needs.

The survey also found that two fifths (40%) of office workers are less likely to ‘quiet quit’ or become demotivated at work if their employers offer a hybrid model.

Six in 10 (62%) hybrid workers said they would consider leaving their job if required to return to the office five days a week. 71% would decline a new job or position that involved a long commute, while 72% would only consider new roles offering the flexibility to work from any location.

In addition to boosting productivity levels (78%), workers felt hybrid working empowers employees to make decisions about their work schedules based on when and where they work best (92%).

For workers that currently lack the flexibility to work where they want, 55% believe they would experience greater job satisfaction and productivity if allowed to work in a hybrid manner by their manager or boss.

The survey also asked workers what they considered the top three markers of good management, with promoting work-life balance, trusting workers to complete work from any location and being approachable and open to conversations about new ways of working ranking highest.

Read more here.

Many people working while on holiday

42% of British workers work from holiday, according to a new survey by NatWest Premier, which shows this rises to 66% of those who earn  more than £100,000 a year.

For those earning between £15,000 and £100,000, the average time spent working during a week-long holiday is two and a half days.

The survey also shows that only 45% of workers take their full annual leave allowance, with half of men and 61% of women using all their leave.

For a quarter of respondents, the high cost of a holiday put them off booking annual leave, while a third of high earners said they didn’t have enough time to plan a holiday.

The survey comes amid discussion of Labour’s pledge to introduce a right to disconnect so people can switch off from work, with experts saying it should be carefully handled so as not to compromise flexible workers who choose to work outside normal hours.

Report highlights link between financial worries and productivity

A third of employers in Scotland only provide the bare minimum when it comes to sick pay and pensions, according to research by an independent research institute.

The report, “The Great Risk Transfer”, by the David Hume Institute highlights how staff in hospitality, retail and social care are the most financially vulnerable and that over a quarter of Scottish people lose sleep over money worries.

The research finds that more than two-thirds of employers (70 per cent) are concerned over the impact of financial strain on their employees and their productivity, citing increased stress on managers and other staff (35 per cent) and a rise in absenteeism due to poor health (28 per cent).

However, a third of employers in Scotland do not offer any enhanced benefits as part of their employee benefits package and more than half (56 per cent) do not currently include financial wellbeing in strategies to support employees.

Susan Murray, director of the David Hume Institute, said: “It is hard for the economy to thrive when a quarter of the workforce is losing sleep over their finances. Over two-thirds of employers have noticed the impact of financial strain on people’s performance at work. It is imperative that the UK Government forges ahead with plans to update employment legislation. Steps must be taken to rebalance the risks for people and the economy to thrive now and in the future.”

The Great Risk Transfer report recommends the need to  recognise employers’ power to drive change, increase understanding of Living Pensions and complete the Pension Provision Review. It says the review of pensions provision signalled by the Labour Party before the 2024 election should go ahead and include a specific focus on potential improvements and innovations in workplace pensions.

Landmark indirect associative discrimination win

An appeal against indirect associative discrimination by British Airways has been dismissed.

Indirect associative discrimination means that a policy which discriminates against a protected group, such as women because they are more likely to be carers, also discriminates against those who aren’t part of that protected group but experience the same disadvantage.

The claimants in the case, 38 former members of cabin crew for British Airways who are seeking damages worth £515m, are challenging changes the airline made to their employment terms and conditions in 2020.

These changes, including less predictable working patterns and shorter periods at home between shifts, are alleged to be discriminatory. For example, they may discriminate against people with caring responsibilities who need to know whether they will be home or not so they can make alternative caring arrangements.

BA’s arguments against protection from indirect associative discrimination were countered by the claimants, with support from the Equality and Human Rights Commission. The UK Government also intervened in the case to ask for BA’s appeal to be dismissed.

The Judge dismissed BA’s appeal. Had it been successful, it could have paved the way for a direct challenge to the legality of Section 19A of the Equality Act.

Baroness Kishwer Falkner, Chairwoman of the Equality and Human Rights Commission, said: “We welcome the judgment in this case which dismisses BA’s appeal.

“The protections from indirect associative discrimination afforded by Section 19A of the Equality Act are important, and it’s right that we challenge any legal action which could weaken them.”

‘SRA investigating 95 sexual misconduct claims’

The Solicitors Regulation Authority (SRA) is reported to be investigating 95 allegations of sexual misconduct within law firms, a slight increase from 90 cases in June 2023, according to the Telegraph.

Since the #MeToo movement began in 2018, the SRA has received hundreds of reports, highlighting a significant rise in awareness and reporting of such incidents.

The news comes ahead of the coming into force in October of the Worker Protection Act, which introduces a positive legal obligation on employers to take reasonable steps to protect workers from sexual harassment.

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