Facebook founder Mark Zuckerberg has announced that he will take two months’ paternity leave upon the arrival of his daughter this month. Could his decision influence other dads to follow his lead – or encourage a more balanced attitude to parental leave?

Despite new legislation which allows couples to split parental leave of up to 52 weeks, a study by Opinion Matters found that 40% of dads opt out of taking any time away from the office. Seventy per cent of those polled said they felt that there was a social stigma attached to paternal leave, and a quarter worried that it would affect their career prospects.

Happier dads, happier workforce

Our neighbours in Sweden have been successful in encouraging fathers to take leave to care for their children. Up to 85% of men take a significant chunk of parental leave, and the benefits are clear: Sweden enjoys one of the most gender equal societies, and is consistently ranked as one of the happiest countries in the world. Children tend to be healthier, do better at school and are less likely to be limited by gender stereotypes when choosing career paths.

When Sweden announced the first “daddy month” (a month of parental leave reserved solely for fathers) in 1995, then deputy prime minister Bengt Westerberg said: “The only way to achieve equality in society is to achieve equality in the home” – and it looks like he was right. Just twenty years later, the wage gap in Sweden is significantly lower than in the UK, and Sweden currently has one of the world’s highest representations of women in parliament.

The payoff for employers

The benefits aren’t all one way either: dads report a greater sense of contentment and job satisfaction when they are able to take time to bond with their children, and a recent study at Cornell University found that relationships are stronger when domestic responsibilities and childcare are shared equally.

Tackling the stigma of paternity leave

A team of professors from three major universities in the US studied the effects of California’s Paid Family Leave Program, which allows parents of both genders to take time off when children are born or adopted. They found that “contrary to popular opinion or popular media stories on these topics, it’s not the case that these businesses have any adverse effect on measures of productivity or turnover.”

So if businesses don’t suffer as a result of parents taking leave, it’s simply a matter of changing the culture. Legislation encouraging dads to take their fair share of leave is a great step in the right direction, but a Norwegian academic paper suggested that peer pressure could be the key: it found that men were more likely to take paternal leave if a brother or male co-worker did so.

Could Mark Zuckerberg’s example pave the way to healthier and happier workplaces?

Image Attribution: By TechCrunch [CC BY 2.0], via Wikimedia Commons.

Long-term sickness absence represents more than just misery for an employee. Unexpected absences can disrupt projects, create backlogs of work and compound the pressure on other staff.

It’s hardly surprising that a recent report from the Centre for Economics and Business Research (Cebr) estimates the cost of long-term sickness absence (6 months or more) at £4.17 billion.

The report also estimates that early intervention – and the offer of support – can reduce the length of long-term absences by 17 per cent.

So how can your business support employees and reduce the impact of sickness absence?

In some cases, managers may be able to help employees manage health issues so that they can stay in work. A cooperative attitude – rather than an adversarial atmosphere – can encourage employees to seek solutions that benefit all parties.

Return to work interviews

Managers should be trained to conduct effective return to work interviews following any period of sickness absence. These conversations are not intended to penalise or intimidate employees, but should provide an opportunity to discuss the employee’s health issues.

Managers should assume that the employee was legitimately ill, but use the interview as an opportunity to learn more about the reasons for the absence.

Prevent presenteeism

By being politely and reasonably inquisitive about an employee’s health, managers can discover the causes of the absence, and ascertain whether the employee is truly well again.

During a return to work interview it may become apparent that an employee is still unwell. In such cases it may be prudent to encourage the employee to remain off work until they have fully recovered.

Train your managers to deal with sickness absences

Give your managers the skills to handle both long- and short-term sickness absences so that small issues do not escalate into big problems.

So you’ve researched the market, decided on the provider for your compliance eLearning and put your employees through the courses. Job done, right?

Well, not exactly. Getting your staff trained initially on key compliance topics is only the start. How do you keep your employees up to date with latest legislation? How do you safeguard against your employees forgetting vital information or complacency creeping back into their working practices?

Of course, you can ask your employees to complete the training annually; but if the learning materials are the same each year will they be as effective as a new learning experience?

Selecting the right compliance eLearning partner is vital if your long term strategy is to be effective.

So, what should the right compliance eLearning partner offer?

Up to date materials

Keeping materials up to date legislatively and with best practice is the absolute minimum you should expect from a compliance eLearning partner.

But beware: even if content is current at the time of purchase, you could find yourself with out of date – and therefore worthless – materials if legislation changes.

Avoid this happening to you by ensuring your chosen compliance training partner also regularly updates training materials as part of their service.

Fresh look and feel

In the early days of eLearning, the experience was not too different from reading a book. The thought of thirty-plus pages of ‘click next to continue’ is still enough to bring some veteran learners out in a cold sweat.

With today’s technology, there’s no reason this should be the case. The same engaging experiences learners are accustomed to from browsing the web and using mobile apps are now available from eLearning.

If your chosen compliance training provider’s materials look dated and aren’t compatible with all devices, then you could be missing an opportunity to make a real difference to your organisation.

Alternative versions of courses

Every learner is different, and while some may require intensive training covering an entire topic, an overview of specific areas will suffice for others.

There’s no ‘one size fits all’ approach to getting the level of detail right in a course, so your training provider should offer the flexibility to cover just the areas learners need, and no unnecessary filler.

That’s exactly what our immersive courses do, providing interactive scenarios to test learners’ knowledge in key areas, linked to more in depth training should learners need it, and new versions are coming at the start of 2016.

Keeping things current within the training cycle

A lot can happen in the recommended compliance training cycle of twelve months, including legislative changes and incidents which need a response.

Learners can’t be expected to complete full courses in between their annual compliance training, so think about how you’ll respond if they do need a top up.

Our ‘coffee time’ eLearning modules are short, self-contained training nuggets which complement our full courses, perfect for when learners need a refresher in a specific area without taking the entire course.

Your compliance eLearning partner

Looking for a library of compliance training material that is always fresh, always engaging, and always kept up to date?

A recent BBC News article on the VW emission scandal suggests that diversity could be one antidote to toxic corporate cultures.

The article quotes Stephen Carver, lecturer at Cranfield School of Management, who suggests that diversity seems more appealing when you consider the alternatives: “groupthink and monoculture”.

Mr Carver also states, “Darwinian survival is not survival of the fittest – he never said that. It’s the most able to adapt. And that means diversity.”

If everyone in your organisation thinks in the same way then who will raise their hand and question bad practices? Who will call out damaging tactics? And who will blow the whistle on costly mistakes?

A diverse workforce doesn’t just mean employing people with different heritage – it means filling your organisation with diverse experiences, ideas and ambitions. And who knows, it may just help to safeguard your organisation against stagnation, corruption and costly mistakes.

Diversity training from VinciWorks

Do your managers understand the benefits of a diverse organisation? And do your managers know how to achieve equality in the workplace? With VinciWorks eLearning you can easily, affordably and conveniently train your team to deliver diversity.

VinciWorks has set the benchmark for eLearning security following recent penetration tests.

Astute was tested against 70 known vulnerabilities and security risks and, we’re pleased to confirm, has been given a clean bill of health with no issues identified.

The tests, carried out over three days by IT Security Consultants Pentura, subjected Astute to the kinds of techniques hackers use when attempting to compromise computer systems.

In thinking like hackers, the testers were attempting to identify any security risks or vulnerabilities which could negatively impact on the confidentiality, availability or integrity of Astute, DeltaNet’s network, business data, and users.

Information security is a growing concern for businesses as systems and data are increasingly cloud-based, so we are delighted to have received a clean bill of health, demonstrating that with DeltaNet and Astute, your data is in safe hands.

Our cloud-based Astute eLearning Platform helps businesses do much more than just deliver courses. Create automated communications campaigns, gain rich insights with powerful Learning Analytics, and make eLearning available on multiple devices.

New research from PolicyBee has found that an increasing number of students are considering freelancing and contracting as potential career options when they leave university. So what does this mean for employers?

Out of 1,000 students surveyed, 44 per cent were considering working outside of traditional permanent employment. One might think that graduates are simply keeping an open mind, but 56 per cent of the students surveyed had already tried freelancing during their studies – which suggests their plans are often grounded in experience.

A shrinking talent pool

With so many students interested in self-employment, what will be the impact on the jobs market? Employers may be forced to fight over a dwindling pool of job-seekers – or use contractors and freelancers.

Engaging freelancers and contractors brings fresh challenges, and may represent uncharted territory for some. Managers may need support to negotiate the client / freelancer relationship while adhering to the legislation affecting freelancers and contractors, such as IR35.

Contractor management training

With VinciWorks you can easily train your managers to get the best out of contractors and stay within the law. VinciWorks’ training is delivered online – so you can conveniently and affordably provide essential training for your team.

With just (whisper it) 38 days left until Christmas, it’s time for an update on our 2015 fundraising efforts.

In the last four weeks our team has pulled out all the stops: we’ve climbed The O2, formed a band who in just a few weeks learned 15 songs and played their first gig, thrown a family Halloween party, sent our marketing team on a sponsored HQ escape, and helped out with bag packing at a local supermarket.

Altogether these activities raised over £1,800, taking our total for the year to £6,700.

Everything raised is donated to Rainbows Hospice for Children and Young People, the East Midlands’ only hospice for young people with terminal and life limiting conditions.

We’re doing all we can to raise as much as possible for this fantastic charity, and as Christmas approaches will be adding a festive twist to our fundraising.

Still to come, we’ll be taking part in a Santa Fun Run and holding a company-wide Christmas jumper competition, and have already donated our Christmas party fund to the cause.

Thanks to everyone who has supported our fundraising efforts so far this year, from the VinciWorks team.

Which are the most dangerous jobs in the UK?

According to a new survey by Confused.com, just over 50% of all workplace injuries occur in the construction and agricultural industries.

However, in between those two is an industry more likely to surprise people: services.

From bankers to beauticians, those in the service industry reported surprisingly high levels of workplace injuries, which ought to get businesses thinking about how they manage their health and safety risks.

One in four British workers have been injured at some point in the course of their work. So, how does this happen, and what can you do to prevent it?

Workplace injuries

The most common workplace injuries are cuts, followed by sprains and burns, and one in ten of those surveyed suffered broken bones.

This appears to be quite a varied injury list, but it’s striking when the most common cause of injuries is revealed: tripping over equipment or walking into something.

In other words, the kinds of hazards that are present even in very ordinary working environments, emphasising the importance of keeping floors clean, removing hazards, signposting spills, and ensuring employees are properly trained to use and put away equipment.

Health and safety

Despite these statistics, the good news is that workplace accidents are on the decline, having almost halved over the past two decades.

Health and safety regulations, something the UK is (in)famous for, have an ambiguous reputation but have contributed to the UK having one of the best safety records in Europe.

Yet there is still room for improvement. The more health and safety regulations are followed and enforced, the better the results will be.

One of the most valuable things managers and HR executives can do to support this is make sure employees not only know the regulations, but also appreciate their value.

An unnamed man referred to in court as ‘Tim’ has been awarded £7,500 in a landmark ruling under the Equality Act 2010.

This case of discrimination is significant as Tim was subjected to several isolated incidents of homophobic abuse which were largely evident only through gestures.

In addition, although the gestures were mainly committed by a locksmith’s employee while he was on work breaks, he was still considered to be a representative of his employer.

As a result, Tim was able to bring charges under the Equality Act 2010 of an act of discrimination against a customer.

Discrimination

The Equality Act protects people from discrimination on the grounds of age, sex, sexual orientation, transgender status, religion, disability, race, and other protected factors.

Businesses are responsible for ensuring that not only employees are protected under the Act, but also any customers or third parties affected by their business.

Business responsibilities

Businesses must ensure the dissemination of training to help employees understand what behaviour may be considered insulting under the Equality Act. Importantly, this case shows that how the victim perceives the behaviour is more pertinent than the apparent intent of the perpetrator.

In October 2015 HM Treasury and the Home Office conducted a National Risk Assessment of Money Laundering in the UK. The assessment found “significant concerns about the levels of [money laundering] compliance in the estate agency sector“. The money laundering risk within the sector was assessed to be medium. It was not assessed higher, despite the non-compliance, due to the fact that the capacity for estate agents to be used to launder money without the involvement of other professionals is limited as they do not handle funds. Below is a summary of the money laundering risks and obligation in the real estate sector.

The market

At the start of 2014, there were estimated to be over 20,000 businesses in the UK carrying out estate agent activities. More than 85% of these were micro-businesses, employing less than 10 employees. The combined annual turnover of businesses carrying out real estate activities on a fee or contract basis was over £16 billion. There were over 1 million residential property transactions in the UK in 2013, worth nearly £254 billion. The non-residential property market saw approximately 59,000 transactions, worth nearly £86 billion.

Beginning with the Second Money Laundering Directive, adopted in 2001, the anti-money laundering obligations of the Directive were extended to a number of non-financial services. Those services include independent legal professionals, accountants, estate agents and tax advisors.

The regulations apply to those carrying out services related to the purchase or sale of property. They do not currently apply to businesses which only provide letting agency or property management services.

Money laundering risks

There are a few key money laundering risks in the real estate profession:

Complicit and negligent professionals

Property is a favoured method for criminals to integrate the proceeds of crime into the legitimate economic and financial system, often after layering the proceeds using legal entities and arrangements. For many estate agents, even if effective due diligence is in place there may be challenges in law enforcement identifying the proceeds of crime.

Estate agents are required by law to identify their customer, generally the vendor. In addition, some estate agents may also conduct due diligence on the buyer, often for commercial reasons. The absence of robust CDD processes within some elements of the sector combined with low SARs reporting leads to low levels of information for law enforcement agencies to act on. Furthermore, there are complicit professional enablers intent on concealing the illicit nature of the client’s activities.

Lack of training and low compliance levels

HMRC and law enforcement agencies report that the standard of AML/CFT compliance in the real estate needs to be strengthened, and that firms often lack understanding of what is required of them under the regulations and POCA, including applying customer due diligence and submission of SARs. There a lack of understanding in the sector as to which entities are covered by the regulations, specifically that the regulations cover not only high street estate agents, but also commercial estate agents, land and property auctioneers, and relocation agents.

Training is another area that is lacking in the sector. Whilst robust training programmes exist in the financial and legal sectors, many estate agencies reported that they did not administer proper training. The VinciWorks suite of anti-money laundering courses for estate agents enables estate agencies to train their staff easily and effectively. The courses are customisable to include internal procedures and a full audit trail tracks course completions. The courses are based on UK legislation and the HMRC guidance on money laundering for estate agents.

Supervision

By law, HMRC are responsible for supervising the anti-money laundering activities of estate agencies. Firms do not always register or otherwise identify themselves for supervision, which presents challenges for them as a supervisor, and it is expected that there is a shortfall of estate agent businesses on the register. Among those estate agents that are registered, HMRC and law enforcement agencies report that the standard of AML/CFT compliance needs to be strengthened, and that firms often lack understanding of what is required of them under the regulations and POCA.

International exposure of the UK property market

4 The UK property market attracts significant amounts of foreign investment, particularly in London. In 2013, estate agents Knight Frank reported that, in London, foreign buyers made up 56 63% of new build transactions and 42% of prime market transactions. The UK property market is made more vulnerable because property can be purchased through off-shore holding companies which obscure the ownership and residency of those using the properties. Once the property is purchased it is a long and complicated process for law enforcement agencies to investigate, restrain, and recover criminal property.

Low levels of SARs reports

There are concerns over the number and quality of suspicious activities reports submitted by the sector. In 2013/14 there were 179 SARs submitted by the sector, a drop of 17% on 2012/13. This figure is low compared to other sectors.