Adams Keegan, Inc.的动态

Today I spoke on Homes Victoria’s Inclusive Employment Panel with Radhika Ittiel and Will Henderson to discuss the benefits of diversity and inclusion for businesses. With an annual spend of over $300 million each year on maintenance services for social and affordable housing, it’s great to see Homes Victoria championing social procurement in its contracts. Some of my key takeaways from our conversation were: 1. Buy in from leadership is imperative to doing inclusive employment well. 2. Cultural training and awareness is an important first step to encouraging inclusive employment in your workplace, but as Lionel Dukakis pointed out it’s also imperative to then ensure safety and security for your workforce. 3. Building relationships with employment providers will help employers understand and access talent. After such an energising conversation, I’m looking forward to watching our maintenance contractors drive social procurement outcomes through their work. Thanks to the team Rose Tsen, Amelia Marks Danielle Illman and Adele Townsend for hosting us today and providing such a great platform for these discussions! #socialprocurement #sustainableprocurement #inclusiveemployment #homesvic #procurement #learning

Really interesting results from South Cambridgeshire District councils 4 day week trial: Staff turnover fell by 39%, helping save ￡371,500 in a year, mostly on agency staff costs. Planning applications approved quicker. Reduction in the time required to process changes in benefit claims. In fact improved performance was noted in 11 out of 24 key functions. Only 2 areas saw reduced metrics and one of those was timely collection of council rents. Largely put down to tenants ability to pay rather than the function of the council. I know there are lots of people who aren’t a fan of the 4 days week (for many reasons) but I’m increasingly convinced that it’s something employers of all stripes should be considering for their workforces. Especially for teams who can’t work remotely or don’t have flexibility on when tasks are completed. #Workplace #futureofwork

The Age | The study of 21 essential service worker occupations, covering more than 350,000 people in Melbourne and Geelong, found that more than 600 police who work in inner Melbourne commute from Geelong and the Mornington Peninsula . https://lnkd.in/gcYjMMTn It shows Melbourne’s inner east lost an extraordinary 11 per cent of its essential service worker residents between 2016 and 2021, while inner Melbourne lost 9 per cent. Lead author Catherine Gilbert told The Age that essential workers needed to be physically present for their work, often for shifts outside normal hours. She said long commute times to areas of high service demand closer to the city place an additional layer of stress on essential workers. ‘Housing affordability has been having a compounding effect on workplace stress and the effects of long-distance commuting…’ #SDGs #HybridWorkplace #WFH #WFA #WalkableUrbanism #20MinuteNeighbourhoods #TimelessUrbanism #IMBY #EBikes

All across the country, hospitality-sector employers are struggling to find employees because so few can afford to live close to their jobs. This, in turn, is causing many employers to try to subsidize housing in an effort to find reliable help, but there are drawbacks to subsidizing employee housing for both the employer and the employee - making it clear that there are no easy answers to this frustrating and increasingly urgent dilemma.

Trouble with staff retention? Is staff accommodation negatively impacting your business? ?? Unaffordable housing and the high cost of living aren't just societal issues - they're significant challenges impacting businesses and their workforce. ?? As an employer, understanding these dynamics could be crucial for safeguarding your company against economic and housing instability. ?? Being aware of how housing affordability and high living costs negatively affect your business, you can implement effective solutions to mitigate their impact. The Problem: The economic aftermath of COVID-19 has exacerbated the housing crisis, particularly affecting low-income households. This means that your current and future employees could be facing the following issues: ?? Soaring housing costs ?? Average house prices exceeding x10 the median income ?? Vacancy rates dropping below 1% ?? 1.2 million+ households in England on waiting lists for social homes ?? Increased evictions nationwide By addressing the housing needs of your workforce, you're not just improving employee well-being, acquisition, and retention - you're investing in the long-term success and resilience of your business. Ocasa - We house your people #EmployeeRetention #StaffRetention #WorkforceRetention #AccommodationProvision #PropertyProvision #HRStrategies #OcasaHomes

Coming soon - watch out for our Total Reward and Workplace Survey. #housinguk #socialhousing #housingassociations #housingassociation #ukhousing #housing

Should companies advocate for affordable employee housing? AffordableHousing #EmployeeAdvocacy #WorkplaceWellbeing Why Companies Need to Advocate for Affordable Housing ?? The lack of affordable housing is a pressing issue affecting employees across various industries. Companies can play a pivotal role in addressing this challenge. Let's explore why it's essential for businesses to advocate for affordable housing and how it benefits everyone involved. Impact of Affordable Housing on Employees ?? Affordable housing significantly i... Read more: https://lnkd.in/ggN4AGEj

I don't post beyond my professional interests in climate change, policy and financial markets. But the NSW decision to end working-from-home arrangements for its public servants hit a nerve. First a disclosure. My partner currently works in the NSW Govt. She works 4 days a week and is 50:50 office-home. When she travels to Parramatta office it takes approximately 2-3 hours return. However, she is leaving for a new job shortly and I feel somewhat able to disconnect individual interests from the below comment. It hit a nerve because young families face increasing pressures on work-life-balance that are worsening due to government and employers decisions or inaction. This a loss of time and space for regular people. These include: underinvestment in public transport relative to population growth; high childcare costs and limited availability; increasing work expectations outside 9-5 hours via digital communications and other working condition erosions; increased housing costs requiring dual incomes to service; schooling hours and holidays that don't match parental working hours and leave entitlements, often requiring further care costs. In short, as a society we still set up for one income families and one parent at home. This is a financial fantasy for most. Services, conditions and infrastructure have not properly adjusted to this reality. The (modest) paid parental leave established by the Federal Government is one good example of where a positive adjustment was made. The shift to more flexible working from home arrangements, hastened by the pandemic but occurring well before, was one of the largest time and space claw backs for families in recent years. There has been no evidence worker productivity has been lower as a result. There are undoubtedly some issues in team connectivity and senior management exposure for younger workers, but this can be addressed by a pragmatic mix of limited office attendance requirements and digital connection. The NSW decision will go below the radar because it's limited to the public sector (who likes a bureaucrat). But it will set a standard and embolden private actors to move in this direction too. It seems strange a government would actively seek to make a large cohort of people's lives harder at a time when there is growing angst about work-life balance and cost-of-living pressures. Finally, I acknowledge the above WFH benefit can't be extended to everybody. The pressures noted above on young families exist doubly for on-site workers (nurses, police, aged care, construction) who are constantly travelling to work and/or work shifts. In this light, it is time for to think about more levers to help people claim back time and space in their lives, ensure young children spend more time with their parents and everybody can rest and recover between life's obligations.

Reimagining Support for Senior Living Communities in 2025 The senior living industry stands at a critical juncture, facing 85% turnover rates and escalating demands on its workforce. It's evident that conventional approaches fall short in addressing the impending challenges. At Qwick, we are dedicated to envisioning a future where senior living teams receive unwavering support, operations function seamlessly, and, most importantly, residents benefit from the superior care they rightfully deserve. Reflecting on key aspects: - Compassion is indispensable. Senior living transcends mere shift coverage; it entails ensuring that every professional comprehends the distinct requirements and preferences of this vulnerable demographic. - Emphasizing quality over quantity. Hasty fill-ins with ill-suited personnel only exacerbate pressures. Our experience underscores that meticulous vetting, training, and aligning talent yield substantial returns in service excellence and resident contentment. - Striving for improvement. By embracing technology-driven solutions and a steadfast dedication to individuals, we have the chance to redefine how staffing bolsters both establishments and the people under their care. As we step into 2025, I take pride in Qwick's positive influence—empowering senior living communities to staff efficiently, curb turnover, and uphold tranquility. Let's make this year a testament to prioritizing people, fostering bold innovation, and collectively shaping the future of senior living care. If you operate in this sphere and seek a reliable, top-tier staffing solution, I urge you to join us today, schedule your initial shift, because a fully-manned team is just the initial stride towards excellence.

Essential workers priced out of rentals. Anglicare Australia produces rental affordability data each year, this year less than 2% affordable rentals fir essential workers. Released as part of Anti-Poverty Week, the Snapshot surveyed 45,115 rental listings and found that: 976 rentals (2.2%) were affordable for an ambulance worker 696 rentals (1.5%) were affordable for an aged care worker 629 rentals (1.4%) were affordable for a nurse 398 rentals (0.9%) were affordable for an early childhood educator 389 rentals (0.9%) were affordable for a construction worker 352 rentals (0.8%) were affordable for a hospitality worker. Once apon a time governments used to provide essential worker housing - these are the old cottages littered around areas which used to be industrial. We may need to return to those times again. Aware Super has done some work in this area and worth noting they were one of the first super fund to consider the needs of its members. We need all super funds to really look at the housing needs of its members ?? Thank you Kasy Chambers for the work you do to improve equity in Australia. Deanne Stewart Sally Loane Abby Bloom Anne-Marie Elias Stephen Huppert Andrew Gale Michael Rice Margaret Wright https://lnkd.in/gACUvnuM