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IT’S A FUNNY OLD WORLD

by | Oct 27, 2020 | Articles, It's a funny old world | 0 comments

In this column, we provoke fresh thinking and round up some of the weird, wonderful, quirky, surprising – and shocking – stories out there

Report: pandemic is not reducing productivity

Shifts in working arrangements due to the pandemic have reduced the stigma around men seeking flexible working and has shown that many more jobs lend themselves to non-traditional arrangements than previously thought possible, suggests a study of employers.

The poll of 26 UK employers by Working Families also finds that employees are now more likely to discuss their caring responsibilities in the workplace, and that any concerns about drops in productivity were unfounded. While some employers may initially have had concerns about productivity during lockdown, 25 out of 26 respondents said productivity stayed the same or improved.

Employers attributed employees’ ability to maintain or improve productivity to factors including efficient technology, reduced commuting, working hours that suit employees, employees wanting to show that working from home can be effective, lack of workplace distractions, emphasis on trust and outputs rather than ‘presenteeism’, and on teamwork.

Flexible working has become more popular with male employees and carers, with 68% of respondents reporting a hike in interest in flexible working in this group.

The survey also highlighted a jump in flexible working for other staff compared to pre-Covid-19. Forty-nine per cent of organisations said that at least half of their workforce worked flexibly before the pandemic, compared to 85% subsequently.

Unsurprisingly, remote working also rose – 25% of employers surveyed said half their staff worked partly remotely pre-pandemic, rising to 84% during lockdown.

Most employers expected a mix of remote and workplace working to the end of 2020.

The pandemic is impacting younger workers’ motivation at work, with potential impact on their productivity, however, finds other research (see News, page 9)

 

Home working linked to huge drop in Imposter Syndrome

Just 30% of workers are experiencing Imposter Syndrome this year, compared to 70% last year, according to research by job board company, Totaljobs.

Totaljobs surveyed more than 2,000 workers in the UK this year. The major shift appears to be linked to more people working from home, but only when employed. Some 71% of those who’ve been furloughed or made redundant in 2020 are experiencing the syndrome.

Dr Terri Simpkin, associate professor at the University of Nottingham, said, “Imposter Phenomenon is related to context and so if the context changes so can experience of Imposterism. It’s socially constructed so change the social circumstances and the experience may change too.

“It’s fascinating to see how the Covid-19 pandemic is having such a marked impact across all aspects of our lives and even in how we see ourselves. To see such a rapid decrease in the number of workers who say they’re experiencing Imposter Phenomenon should be cause for optimism. This is very likely linked to the nationwide shift towards remote working practices.”

Life experience appears to help reduce Imposter Phenomenon. Just 21% of the Baby Boomer generation (53-73 years old) experienced Imposter Phenomenon in 2020, less than half of the 48% found among Generation Z (15-24 years old).

  • The study suggests working parents, particularly with younger children, are more likely to feel like imposters. Those with children aged 4-6 are 15% more likely to experience Imposter Phenomenon than those without, compared to 14% for parents of ages 7-10, and 11% for 11-13.
    Read more: https://bit.ly/3e1xSIA

 

Hospitality and tourism must challenge patriarchal culture

The hospitality and tourism sectors must challenge their ‘patriarchal’ culture and reduce the ‘stigma’ around gender-related issues if they’re to tackle gender inequality, says research from two UK universities.

The research paper, Let’s not just “talk” about it: reflections on women’s career development in hospitality, from the Universities of Greenwich and of Surrey, urges employers to challenge the patriarchal norm in their practices and policies, exploring how to adapt progression policies to reflect leadership traits deemed ‘feminine’, as well as ‘masculine’ traits. It suggests setting up networks of male allies, rolling out training to help foster supportive environments for female workers, as well as encouraging male staff to take on more parental leave and childcare.

A second recommendation is for businesses to foster open discussions where women feel able to speak to colleagues and managers about gender-related issues through methods such as unconscious bias training.

Its third recommendation is for tourism and hospitality training providers to look at gender mainstreaming and gender specialising, highlighting case studies of women with successful sector careers, and educating students about good practice.

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