A majority of (if not all) Truck Drivers will know that it’s not all sugar, spice and everything nice. It can be challenging and tiring. Not to mention having only limited time on the road to relax. So, I think we can all agree we are thankful for music and Spotify Drivetime playlists! We have put together the perfect HGV Driver soundtrack for those long hours and even longer roads! Alabama - Roll on (18 wheeler) Kathy Mattea - Eighteen wheels and a dozen roses Johnny Cash - I’ve been everywhere Tina Turner - Proud Mary Jason Aldean - Asphalt Cowboy Eddie Rabbitt - Driving my life away Jerry Reed - East, bound and down AC/DC - Highway to Hell The Commitments - Mustang Sally Do you have any trucking favourites? Let us know by tagging us on Instagram or Twitter and we can add it to the list! Are you looking to join in on the fun? Take a look at the driving jobs we could offer you at Swanstaff or just fill in the form given below and we will be in touch soon. Form ID:5353
Here at Swanstaff we are very big on providing equal opportunities for all (in fact, it’s one of our core values). Unfortunately, even in 2019, many hardworking LGBT professionals face discrimination, unemployment, wage gaps and a lack of legal protection just because of their sexual orientation or gender identity. Though much improvement has been made in recent years in the form of anti-discrimination legislation, there is still a lot of progress to be made until everyone experiences fairness and equality in the workplace, regardless of sexuality. Therefore, (in light of Pride Month) we have put together 5 easy steps your organisation can take to avoid sexual orientation discrimination in the workplace. #1 – Apply the platinum rule Using the golden rule is normally the way things go, “treat others the way you would like to be treated”, however this cannot be the case for each individual, so why not use the Platinum rule of “treat others how they want to be treated”. This lowers the chances of conflict and discrimination in the workplace. #2 – Continuously update anti-discrimination policies Employers should update their anti-discrimination policies on a regular basis. Employers should also ensure that their employees are actually reading and taking in these policies before signing it. This would allow employees to understand what is and isn’t appropriate behaviour. #3 – Provide regular training to employees Okay so this may be an obvious one, however it is crucial that you cover all aspects of sexuality/gender discrimination training. This includes bystander training. Bystander training is teaching employees what to do if it’s not happening to them but they witness and see it happening to someone else. #4 – Provide separate training for Managers This may seem unnecessary but hear us out; employees should know how to report discrimination but managers need to know how to deal with it. This means having separate training on how to deal with challenging situations in the workplace. #5 – Don’t let the smaller things slide Now, obviously we understand that any discrimination is discrimination, but there can be different levels of it. Managers should not let the lower levels of it slide and ignore it. This can open doors for the situation to escalate to serious discrimination incidents. Statistics Almost 1 in 5 LGBT staff (18%) has been the target of negative comments or conduct from work colleagues in 2018 because they're LGBT. 1 in 8 Transsexual people (12%) have been physically attacked by customers or colleagues in 2018 because of being Transsexual. Almost 1 in 5 LGBT people (18%) who were looking for work said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job in 2018. 1 in 8 black, Asian and minority ethnic LGBT employees (12 %) have lost a job in 2018 because of being LGBT, compared to four per cent of white LGBT staff. Almost 2 in 5 Bi-sexual people (38%) aren’t out to anyone at work about their sexual orientation. More than a third of LGBT staff (35%) have hidden or disguised that they are LGBT at work in 2018 because they were afraid of discrimination. (These stats have been taken from the Stone Wall website, please click here to see all statistics) The most important thing to remember is that legislation changes regularly and new ways of defining Sexual Orientation emerge so it is vital that your HR department keeps on track with changes and passes this information on to the SMT and wider employee network. ACAS have a free workplace guide available for Employers Click here to download it. You should also check out our Gender Bias in Recruitment Blog here Are you looking for your next role? We work with companies with good company culture, so please complete your details below and we will be in touch soon. Form ID:5353
Healthcare workers, are you dreading the thought of being on shift this Summer in the (near on) unbearable heat? Don't worry, we've got your back. We have put together a summer survival guide for you all. Are you looking for a new healthcare role for the summer? Please fill the form below and we will be in touch soon. Form ID:5353
Around 30 years ago the internet revolutionised the way the world works and this completely changed the way we approach recruitment. Job adverts were once posted in newspapers and spread simply through word of mouth, this limited the response rate and employers were often stuck and had to settle for unqualified candidates. Today the modern recruiter will use different tactics and methods, embracing all the tools that technology has provided the recruitment industry with to be able to create new opportunities for employers and candidates. Access to the internet on our smartphones This could arguably be the best thing to happen to the recruitment industry. Job seekers can now access job boards at any time of day to view potential vacancies and send/check emails to contact employers regarding interview opportunities. For employers it has given them new lines of communication to be able to keep in contact with their candidates out of office hours with ease. Social media The invention of the internet has given us so many great things, one main thing being social media! The majority of candidates in today’s society will have some form of social media account whether this is Facebook, LinkedIn, Instagram or Twitter. Recruiters can now harass this as an opportunity to have an insight in the personalities and lifestyles of their candidates. The modern recruiter of today will utilise the advantages that social sourcing offers them to be able to reach out to passive job seekers and get ahead of the game before a candidate join starts the recruitment process. Global reach Having the internet so readily available means that recruiters can recruit candidates from all around the world and place them internationally. This can also help to modernise a business! Finding the perfect match Just the same as dating websites use algorithms to find compatible people, social recruiting technology can match your organisation with the best candidates! This can go beyond their qualifications and can help you to find candidates who match your company culture too. Some job boards allow you to do this by setting up specific questions within your job adverts that the applicants have to answer in order to apply – which means you can ask make or break questions! If you’re looking for a new role why not click here to see what we have available for you? Also, if you’re looking for candidates please click here to see what our recruiters could do for you!