CIPD FESTIVAL OF WORK – HR priorities for 2024

In June, two members of our team attended the CIPD Festival of Work where over 150 speakers covering diverse topics from workplace transformation to organisational culture and leadership development.

We were struck by the sheer number of topics vying for top-spot on the People agenda. And as people and work culture experts the list of priorities grew exponentially?as our team reflected on the session takeaways and our own experiences with over 80 businesses we currently work with.

For anyone reading this article you will be familiar with the breadth of work a People/HR team cover so we have taken the time to share our thoughts on how to proactively address some of the 'disruptors' that were raised at the festival: The General Election, Multigenerational Workforces and Skills Gaps and the integration of AI reshaping modern workplaces.

The upcoming General Election

Should the political landscape shift significantly in the coming days, employment law is set to face several proposed changes, redefining priorities for People Professionals. Key issues such as zero-hour contracts, parental leave, and changes to the qualifying period for unfair dismissal are at the forefront of the Labour Party's agenda.

In a recent panel discussion with Peter Cheese , CEO of the CIPD, Nita Clarke, Director, Involvement and Participation Association and Mike Clancy, General Secretary, Prospect Union it was highlighted that a new Labour government could bolster the capabilities and influence of Trade Unions, fundamentally transforming Industry and Employee Relations.

Several political parties, including Labour, the Liberal Democrats, and the Green Party, are advocating for enhanced equal pay reporting.

Anne-Marie Gough, HR Director at JourneyHR thoughts on this were:

“The proposed changes from? the Labour Party who lead the polls mark a real shift and turning point in the employee agenda – the expansion of mandatory pay gap reporting to encompass disability and ethnicity is a good step forward in terms of monitoring pay equity across protected groups. The elimination of qualifying periods for some essential family friendly rights is a welcome change and the change in qualifying period for unfair dismissal will be a new departure which businesses will need to get ready for”.

Changes won’t take effect overnight, so it’s a wait and see on these amendments for now.?When the time comes our team will be ready to assist organisations to make sure their internal practices and policies are up to date.”

Multi-generational workforce

The modern workplace is more diverse in age than ever before. With an aging population and increasing retirement age, people are working longer and often face additional challenges, such as caring for elderly parents.? This demographic shift requires organisations to adapt their people strategies to support a wider range of employee needs.

While many companies are focusing on attracting, motivating, and retaining Gen Z, it’s crucial to also consider the needs of future generations too. Current estimates predict that by 2030, Gen Alpha will comprise 11% of the workforce, adding another layer of complexity to the generational mix.

The challenge for us as Nebel Crowhurst , Chief People Officer at Reward Gateway put it is that People teams are being asked “to do more with less,” especially when it comes to company benefits. We recognise it is a significant challenge to create an inclusive and supportive environment that caters to the diverse needs of all generations.

Our team at JourneyHR are regularly asked by clients to review their employee benefit packages and we have gathered some insightful benchmarking data to provide them data driven recommendations.

“It’s not only company benefits that will need to be tailored to this multi-generational workforce, management and leadership skills will need to be invested in to navigate this diverse working age population and identify how best individuals can be supported to thrive as long as they want to engage with work” said Alice Wisbey , HR Consultant, JourneyHR.

Skills Gaps?& the Integration of AI

AI was a prominent topic at the Festival, where experts discussed its potential and the implications for job security. A panel featuring Claire Tunley , Chief Executive, Financial Services Skills Commission, Liz Williams MBE, CEO, FutureDotNow, Tom Ravenscroft , Founder & CEO, Skills Builder Partnership and Sonia Pawson , HR Director, West Yorkshire Fire and Rescue Service cited? a recent report from Goldman Sachs, highlighting that 300 million jobs across Europe and the US could be lost due to AI advancements.

The discussion emphasised the growing importance of broader skills in the workforce. While 10-15% of roles will require subject matter expertise to integrate AI into existing operations, over 80% of employees will need to develop skills in data analysis and critical thinking to effectively use AI tools.

We are seeing an increase of investment into AI tools and training across our clients who are exploring ways to build internal efficiencies and higher levels of productivity through tech.

Furthermore, we are also witnessing a significant drive towards re-skilling individuals for new careers or leadership roles. This focus includes cultivating skills for growth and innovation, as well as enhancing people management, communication, and empathy.

“The evolution of AI and its potential impact on the Future of Work cannot be understated. Preparing our employees to embrace new technology starts with building a clear understanding of AI tools and where and how they can be adopted to increase efficiency and improve productivity. While job roles may change, ultimately this will be to the benefit of employees. Bringing employees on this journey with the business is important and will help to bridge any fear or concern for job safety that employers may be grappling with” said Caroline Hughes , HR Consultant JourneyHR.

So as we reflect on what People /HR and Leadership teams will be focusing on over the next six months (in addition to the cost of living crisis, a slow consumer market, attracting and retaining great talent, staying focused on EDI commitments and wellbeing) we recognise the pressure a lot of people in the HR profession are currently under.

If you’d like to get in touch with a member of our team for guidance and support around any of these topics we have plenty of experience and enthusiasm to help at [email protected]