We have all heard of SMART objectives, but what about SMART leadership? In recent years, there has been a government focus on reporting diversity, especially gender, at board and senior management levels. This has included:
- The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, requiring private and voluntary sector employers with 250 employees or more to publish gender pay gap information annually;
- Quoted companies being obliged to prepare an annual strategic report, which must set out the number of persons of each sex within a company who are directors, senior managers (other than directors) and employees; and
- Recommendations from the Davies Report and the Hampton-Alexander Review, suggesting targets for female board representation and regularly reporting on progress (or the lack of it).
The wide scale coverage in both the social and traditional media channels of the first round of annual gender pay gap reports in spring 2018 and the Hampton-Alexander review publishing in May some of the worst explanations that several FTSE 350 chairs and CEOs have given for not having women in leadership, has highlighted the lack of senior female employees and the need to focus on career progression into senior roles. It has also captured the general public’s attention.
As a result, we are seeing a drive for employers to explain the make-up of their business and to identify what they will do to close the pay gap and to improve gender balance in leadership. Whilst the gender pay gap reporting obligation is acknowledged by many (including the head of the Equality & Human Rights Commission) as “clunky”, it is felt to be working. It is therefore clear the government’s approach on reporting diversity and measuring progress on a periodic basis, a bit like SMART objectives, is here to stay and likely to be extended.
This session is intended to help employers think about what the future of their team might look like and how employment law obligations are likely to influence changes to workforce make-up and culture, particularly in relation to senior roles. We’ll explain the core legal considerations and consider the likely need to redefine traditional views of success and leadership to achieve SMART leadership objectives, with a holistic consideration across the working lives of your staff.
Who should attend?
The event will be of relevance to HR and People Managers, as well as anybody in a senior role with a strategic need to think about future people related challenges and opportunities.
The event will also provide a platform for representatives from member companies to network, inter trade and share industry knowledge.
Please note this event is only open to NOF Energy members and to only one delegate per company. Not sure if you are a NOF Energy member? Click here to find out.
Please register here