News

Senior Marketing Executive 

<h1>Connecting Slack to The PxHub - A step by step guide.&nbsp;</h1>
<h2>What is Slack?</h2>
<a href="https://slack.com/intl/en-gb/help/articles/115004071768-What-is-Slack-">Slack</a> is a messaging app for businesses that connects people to the information that they need. By bringing people together to work as one unified team, Slack transforms how organisations communicate.
<h2>How do I connect Slack to my dashboard?&nbsp;</h2>
<div>
Once logged into The People Experience Hub platform as an Admin user, you can head to Settings. Inside of Settings, there is a tab labelled "Integrations".&nbsp;This will house all future integrations that administrative users can access.
</div>
<div>
Once you have set up your organisation on Slack, it will create a ''workspace''. You can connect to several workplaces at any time. You can also revoke access. Once access is revoked, any data collected and stored relating to the Slack Integration will be deleted.
</div>
<div>
Admin users can view any current workspaces inside of the Slack integration module. Inside this module is also where admin users can sync users, send a test Slack message and revoke access.
</div>
<div>
To send employees a survey via Slack once you have added your workspace, you can select Slack as your preferred method in The People Experience Hub platform''s ''Edit Survey'' section.&nbsp;
</div>
<div>
The People Experience Hub will attempt to match emails from Slack to emails provided in the Hierarchy upload.
Watch the step by step guide on our <a href="https://www.youtube.com/channel/UCp_bgn_czEQcZlkKMVszNMg">Youtube Channel</a>.
<iframe src="https://www.youtube.com/embed/ddCRoSjlQvM" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
If you have any questions and would like to contact us, please email us at <a href="mailto:hello@pxhub.io">hello@pxhub.io</a>.&nbsp;
</div>

medium_blog covers, bcorp blog, Meet the team articles, belonging  -5.png

small_blog covers, bcorp blog, Meet the team articles, belonging  -5.png

thumbnail_blog covers, bcorp blog, Meet the team articles, belonging  -5.png

blog covers, bcorp blog, Meet the team articles, belonging  -5.png

Connecting Slack to our platform has never been easier, check out how in this 20-second step by step video demo! 

Slack Integration - Connecting Slack to the PxHub 

Employee Experience

CEO & Founder

Taking action on Employee Feedback&nbsp;Your survey is about to close (or has just closed) and you are getting ready to see what feedback people have given you…&nbsp;…But what next?&nbsp;<h3>&nbsp;What you do next matters!&nbsp;</h3>If you are asking people to give you feedback, then the natural conclusion for them is that you will take some type of action on their responses.&nbsp;This is a fair conclusion to come to, but often the next steps are unclear, lost post-survey or the actions taken are not what will really drive change for your people and your organization.&nbsp;In this blog, we will explore how to start taking action and ensure that any steps you take are trackable and measurable.&nbsp;Research shows us that action and the perception of listening or a listening organisation are linked, Kocoglu et al. (2019) theorised and found empirical support for the idea that although action may not be central to listening perceptions in a dyadic context (relating to two people), it is critical to the demonstration of listening in a team context.&nbsp;So, firstly let us think about why taking action matters and what happens when we do or do not take action from our surveys and what gets in the way of doing this.&nbsp;<h3>What happens when we take action?&nbsp;</h3>When we are proactive in responding to the feedback given to us, then the following can happen:&nbsp;<ul><li>We show that we care about our people&nbsp;</li><li>We show them that we value their feedback&nbsp;</li><li>We show that when we receive feedback, we listen and we act&nbsp;</li><li>People feel that they have a voice in their organisation and that their opinions matter&nbsp;</li></ul>We effectively create a virtuous circle where our people are happy to let us know how they feel and give feedback because they know that we will act on it if we are able and also that we care what they think.&nbsp;This can lead to other benefits for organisations and leaders as shown in the article “<a href="https://www.annualreviews.org/doi/10.1146/annurev-orgpsych-012420-091013">The Power of Listening at Work</a>” by Avraham Kluger and Guy Itzchakov where they concluded the following from their research:&nbsp;“We have summarised evidence that listening generates high-quality connections that improve a wide range of organisational outcomes.&nbsp;Therefore, managers and employees who cultivate listening will reap first the benefits of high-quality connections and togetherness.&nbsp;These then cascade into greater creativity, productivity, clarity, and well-being for the listener, the speaker, and the organisation.”&nbsp;<h3>What happens when we don’t take action?&nbsp;</h3>Pretty much the reverse of the above!&nbsp;Employees get frustrated if they give the same feedback repeatedly but all they see is inactivity.&nbsp;What is the point of telling you something isn’t great if you never do anything about it?&nbsp;Without action, we create a vicious circle, where employee feedback becomes less and less effective, and the benefits mentioned above diminish.&nbsp;But why would we not take action or why are the steps we take not as effective as we would like them to be?&nbsp;<h3>Why do we not take action?&nbsp;</h3>We asked people why they find taking action hard, or why they feel others do not take action, and the following comments were made:&nbsp;<ul><li>There is too much data/noise to see what to take action against&nbsp;</li><li>People are simply not willing to take action&nbsp;</li><li>There are no tools to help me take action and build tasks for the action to be successful&nbsp;</li><li>I am unable to influence the action or influence the person who can&nbsp;</li><li>Actions are not effective, we just focus on the lowest scoring area, not on what is important.&nbsp;</li></ul>In <a href="https://pxhub.io/library/employee-retention-a-data-driven-approach-to-keeping-your-people">The People Experience Framework</a> listening and acting on feedback sits well and truly under the “Perceived Environment” and this means that it is a controllable element that is in your power to either do or do not…read on to find out how to make taking action second nature, and overcome some of the above issues.&nbsp;&nbsp;<figure class="image"><img src="https://px-hub-strapi-uploads.s3.eu-west-2.amazonaws.com/Screenshot_2022_10_19_at_14_23_06_41b8254bda.png" alt=""></figure><h2>&nbsp;</h2><h2>4 steps to taking action&nbsp;</h2><h3>Take a breath/moment and understand the results&nbsp;</h3>Your people have taken the time to give you their thoughts on the questions you have asked, you now owe them the time to understand the responses, read the comments and think about the data you see on your survey dashboards.&nbsp;So before thinking about taking action ask yourself the following about your results:&nbsp;<ul><li>Is there anything here that has surprised me in the results? and why is that?&nbsp;</li><li>Is there anything here that you expected to see, to confirm what you thought already?&nbsp;</li><li>How do your scores compare to the overall organisation?&nbsp;</li><li>What will have the biggest impact on my people? (top tip – this is not always the lowest-scoring result!)&nbsp;</li><li>Am I clear on what is low scoring but not a driver of engagement?&nbsp;</li><li>What is the outcome that is most important to influence/improve/sustain?&nbsp;</li></ul>For People Experience Hub users, you can access your real-time survey analytics to view your results and explore the benchmarks etc from the analytics area of the platform.&nbsp;<h3>Take your people with you&nbsp;</h3>Some of the questions above may not have a clear answer just yet, and this is one of the reasons for discussing the results with your team.&nbsp;It is up to you what you share, your organisation may wish to put some agreed timescales around this and guide you on any areas to explore.&nbsp;When you take your team through the results, either via your online dashboard or a downloaded report you can ask the above questions to them and also ask for some context if they are comfortable doing this with you.&nbsp;The important bits&nbsp;<ul><li>Do not ask “who said this?” “who responded with this?” and support your team to also not ask these questions - (Remember the survey was anonymous!)&nbsp;</li><li>Give your people the time and space to discuss the results, and try to focus on working through these as a team and not as individuals.&nbsp;</li><li>Say “Thank You” – recognise the time people have taken to participate.&nbsp;</li><li>Focus on what improvements can be made rather than on any particularly negative response.&nbsp;</li><li>Discuss any company-wide actions that are being considered.&nbsp;</li><li>At the end of the session agree on where you as a team feel like the focus of any action should be, and what will add the most value to the people experience at work for your team.&nbsp;&nbsp;</li></ul><h3>Getting ready for action&nbsp;</h3>So, you have now got some further context and also agreed on the areas that your team would like to focus on.&nbsp;As you prepare to progress these, you may want to discuss these with your stakeholders, peers or leaders in the organisations.&nbsp;<ul><li>Where do you have similar focus areas? Can you act on these together?&nbsp;</li><li>Does your manager agree with where you plan to take action?&nbsp;</li><li>Are there any organisation-wide actions you need to consider?&nbsp;</li></ul>When you think about an action then we recommend that you think in the following steps: (these align with <a href="https://pxhub.io/">The People Experience Hub</a> action planning module steps if you are using this solution)&nbsp;1. Name the action&nbsp;This should ideally be the outcome you are looking to improve or sustain, at this stage, you do not need the detail – just the destination!&nbsp;e.g.&nbsp;<ul><li>Improve retention of employees in the first year of employment&nbsp;</li><li>Reduce employee absence due to stress&nbsp;</li></ul>2. Think about the following questions:&nbsp;<ul><li>Who is owning the action, you or someone in your team?&nbsp;</li><li>What is the issue to be addressed?&nbsp;</li><li>Can I describe the action to be taken?&nbsp;</li><li>What will success look like?&nbsp;</li><li>What support might you need for this action and from whom?&nbsp;</li><li>What steps (tasks) I need to do to deliver my action?&nbsp;</li><li>When will I be able to start and how long will it take me to complete my action?&nbsp;</li></ul>3. What tasks do I need to complete to deliver this action?&nbsp;Tasks allow you to break down your action into manageable steps and activities, document these and track them with your team as tasks against the action.&nbsp;Tasks are most likely going to focus on the environmental areas that you can influence at work (Your style, Tools to do the job, How we communicate etc)&nbsp;If you are using The People Experience Hub action planning module, then you will be walked through all of the above points as you set your actions.&nbsp;Once you are clear about what Tasks you are going to tackle then it is time to…&nbsp;<h3>Take Action!&nbsp;</h3>You are now ready to act on the feedback from your people and start improving the overall experience at work.&nbsp;Remember to:&nbsp;<ol><li>Communicate the actions and tasks with your teams, leadership team and peers (in The People Experience Hub you can add updates to your action plans)&nbsp;</li><li>&nbsp;Track the results&nbsp;</li><li>Think about running a mini survey to track an action’s effectiveness&nbsp;</li><li>Review your people data to see if improvements are being made&nbsp;</li><li>Ask people how they feel about the actions being taken and the effectiveness of them&nbsp;</li></ol>Having a regular, continuous feedback approach to taking action combined with using organisational and people data means that your tasks and actions can be agile meaning that you can respond quickly if they are not delivering the desired results.&nbsp;When you review your action plans, then you should see an improvement in your survey results or other people metrics you are looking to influence. But it is good practice to ask yourself:&nbsp;<ul><li>What actions had the biggest impact on outcomes?&nbsp;</li><li>What actions did not succeed and why?&nbsp;</li></ul>And share the findings with your colleagues to help them think about action planning.&nbsp;If you are struggling to take action after a survey, or are finding that you do not have the tools or support to do this, then please feel free to contact us in the link below, we are always happy to help!&nbsp;Watch our animation on taking action below<div class="raw-html-embed"><iframe width="560" height="315" src="https://www.youtube.com/embed/i1r4yRbEaG8" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen=""></iframe></div><a href="https://pxhub.io/contact">Contact Us</a>&nbsp;

medium_blog covers, bcorp blog, Meet the team articles, belonging  -11.png

small_blog covers, bcorp blog, Meet the team articles, belonging  -11.png

thumbnail_blog covers, bcorp blog, Meet the team articles, belonging  -11.png

blog covers, bcorp blog, Meet the team articles, belonging  -11.png

Why is taking action vital to any employee feedback initiative? If you have run an Employee Engagement Survey, a Pulse Survey or a Stay Interview then understanding how to take key data and turn them into actions is essential.

Taking action on Employee Feedback

The start of the new year is quickly approaching and the team at The People Experience Hub have recently come together to discuss the future and make predictions about what the year&nbsp;2023 will hold.&nbsp;
So, let''s take a look at some&nbsp;potential developments that could shape the next 12 months and beyond!
&nbsp;
<img style="display: block; margin-left: auto; margin-right: auto;" src="https://px-hub-strapi-uploads.s3.eu-west-2.amazonaws.com/1301d200e56c0b7c2e1aa2ef1ce5f321_d81c74ff7d.jpeg" alt="" width="348" height="242" />
&nbsp;
<h2><a href="https://pxhub.io/blog/q-and-a-with-nick-ceo">Nick</a>, CEO</h2>
A focus on fixing the cause not mitigating the outcome&nbsp;
For 2023 (and beyond) I predict that organisations will be looking at where they spend their budget and what outcomes it delivers a lot more.&nbsp;
In our space, People Experience Measurement, Insights and Action, we will see people move away from chasing the engagement number/score and moving towards working on the areas that will deliver sustained or improved outcomes &ndash; working with providers that can help them highlight these areas to take action on and what actions to take.&nbsp;
For areas like well-being, we will see organisations looking at what in the organisation is a cause of well-being issues rather than simply providing a solution for employees to use.&nbsp;
This will also see &lsquo;Critical Thinking&rsquo; becoming a key skill in HR and people functions as they have to navigate this approach.&nbsp;
Investment in Line Managers&nbsp;
We will see more and more organisations investing in first-line manager skills and training.&nbsp;
Line Managers are key to not just a great culture but also to delivering organisation goals (both people and organizational) and we are already seeing forward-thinking organisations putting resources into this group.&nbsp;
As organisations try to balance retention and talent needs with delivering the business goals this group will be true enablers if invested in with the right approach &ndash; and will probably give us the leaders of the future who grew and developed in a pandemic world, which will give them a set of experiences and skills for future disruption.
<h2><a href="https://pxhub.io/blog/q-and-a-with-rob-coo-and-people-science-director">Rob</a>, Director of People Science</h2>
It&rsquo;s not an exciting topic, but it&rsquo;s hard to see anything being much more important than the cost of living crisis in 2023. While the eternal optimist in me sees things improving over the course of the year, following the defeat of Putin, it is going to continue to be difficult for businesses, consumers and employees alike.
As we all feel the pinch, employers will have to work harder to improve the &lsquo;deal&rsquo; for their people, as most will struggle to match inflation with salary increases and many employees&rsquo; financial well-being will be at breaking point. However, employers can support financial well-being in other ways, for example by providing advice; and they can use their collective purchasing power to provide access to benefits at favourable costs.
As retention is likely to remain important, employers must also ensure that they are meeting their people&rsquo;s broader human needs. It will be tempting to cut people budgets, but now is the time to ramp up efforts to improve the employee experience, for example providing flexibility as a standard and investing in people&rsquo;s development.
<h2><a href="https://pxhub.io/blog/q-and-a-with-naomi-head-of-sales-and-marketing">Naomi</a>, Head of Sales and Marketing</h2>
My prediction is that Sales will move away from calls in 2023 and more towards tools like Whatsapp and video to capture attention.
<h2><a href="https://pxhub.io/blog/q-and-a-with-jack-full-stack-web-developer">Jack</a>, Full Stack Web Developer</h2>
Every year, these get harder. I predict an advancement in battery tech will happen in 2023.&nbsp;Batteries suck in my opinion!&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;
<h2><a href="https://pxhub.io/blog/q-and-a-with-luigi-head-of-data-and-analytics">Luigi</a>, Head of Data and Analytics &nbsp;</h2>
So last year there&rsquo;s been a big split in company strategies, with some pursuing a remote/hybrid model, and others wanting to return to the office.
My prediction for next year is, we&rsquo;re going to see both sides claiming &lsquo;why&rsquo; they&rsquo;ve won the argument, and that the advanced use of tech will be a driving force behind those arguments. For example, remote/hybrid model companies are becoming early adopters of the Metaverse to host their meetings and be productive whilst still remote.
On the other hand, companies that still require people to come in might be slower on the uptake of the metaverse (or even reject it as an alternative).
Who&rsquo;s going to win? Ultimately, it&rsquo;s going to come down to retention numbers for me. No matter what the setup is, if you&rsquo;re not addressing <a href="https://pxhub.io/library/employee-retention-a-data-driven-approach-to-keeping-your-people">retention like in our e-book</a>, then I&rsquo;m not sure it matters what tech stack, or model you go for.
<h2><a href="https://pxhub.io/blog/q-and-a-with-savannah-junior-marketing-executive">Savannah</a>, Marketing Executive&nbsp;</h2>
Short-form video and social commerce - I think we will see more people embracing short-form videos as a way to engage, create brand awareness and develop their social commerce.&nbsp;
<h2><a href="https://pxhub.io/blog/q-and-a-with-darren-client-success-executive">Zobaida</a>, People Experience Executive&nbsp;</h2>
As inflations rise and budgets reduce, leads will become more hesitant to purchase than before. Therefore, value based-selling strategies will become more of a focus, as you are targeting consumer needs before you even reach out. Rather than selling a single result that your product/service provides, a value-based strategy focuses on the bigger picture by outlining all the advantages it offers.&nbsp;
Videos/voice notes will become more effective and engaging outreach tools than emails or calls.&nbsp;
Videos and voice notes are great tools to grab a prospect&rsquo;s attention and keep them eager to learn more while showing them what you&rsquo;re selling in action is also easier to understand.
<h2 class="x_p1"><a href="https://pxhub.io/blog/q-and-a-with-jemma-client-sucess-manager">Jemma</a>, Client Sucess Manager</h2>
Since the pandemic, we&rsquo;ve managed most of our client activity remotely and digitally, and that&rsquo;s set to continue in 2023. We have to find ways of keeping the customer at the heart of what we do, providing a personal touch and a personalised experience by using technology more effectively.
Finding the balance between automation and the human touch is ever-changing, and we have to constantly adapt to ensure we can offer great self-service as well as keep our team trained and ready for when hands-on support is needed.
For us, this means reaching out more often but also making ourselves more accessible. That means that we might use chatbots, for example, to deal with more straightforward queries to that we can dedicate more time and focus to building client relationships.
When navigating the customer journey in 2023, I think embracing personalisation and automation will help the overall customer experience.
<h5 class="x_p1">If you got this far, thank you for reading! We look forward to reviewing these throughout and at the end of 2023! To find out more about our team, <a href="https://pxhub.io/blog/category/meet-the-team">click here</a>.</h5>
<h2 class="x_p1">&nbsp;</h2>

22.svg

2023 predictions about Human Resources, marketing, technology and management. 

PxHub Predictions 2023

The start of the new year is quickly approaching and the team at The People Experience Hub have recently come together to discuss the future and make predictions about what the year 2023 will hold. 

So, let's take a look at some potential developments that could shape the next 12 months and beyond!


Design Thinking

medium_8 ways to use pulse surveys-2.png

small_8 ways to use pulse surveys-2.png

thumbnail_8 ways to use pulse surveys-2.png

8 ways to use pulse surveys-2.png

Top 9 Human Resource books to read in 2023

Wellbeing

We have signed an exciting new partnership with fellow disrupter&nbsp;<a href="https://herowellbeing.com/2023/02/01/we-have-partnered-with-the-people-experience-hub-to-elevate-expand-and-enhance-employee-experience-in-the-workplace/">Hero Wellbeing</a>&nbsp;who design personalised well-being strategies for organisations. They then bring them to life with innovative tech and wellness programmes.Backed by behavioural science, elite sport and health psychology, Hero take a holistic approach to energising people. Health is interconnected and crosses four pillars - mental, physical, financial and social health.We have come together on this collaboration to take employee support to the next level when it comes to providing a complete end-to-end solution for employee experience.&nbsp;The partnership allows us to collaborate and offer specialist health and wellbeing consultancy, programming and technology through hero and Navigator, whilst enabling hero to deliver enhanced insights through its technology and broader people insights through The People Experience Hub.&nbsp;Nick Court, co-founder of The People Experience Hub says: “Navigator is an amazing piece of tech which enables individuals and teams to go on a personal journey when it comes to their health and wellbeing. The team of content specialists at hero are world-class and the content available is also outstanding; offering everything needed to achieve an optimal healthy lifestyle. But what both companies quickly realised after meeting is that together, we could make an incredible impact and this far outweighs our individual success.”&nbsp;Hero and The People Experience Hub will be collaborating on all quantitative (and qualitative) research to not only give the very best insight back to clients but to also set benchmarks and measure and monitor progress, success and ultimately experience. This partnership will deliver hero’s award-winning discovery survey and report via the People Experience Hub technology, which means clients can immediately benefit from the findings of the report, understand the immediate support needed from a programming point of view to directly benefit the needs of employees.&nbsp; This will all be supported by hero’s award-winning Navigator platform as the best in class approach to deliver a first-class strategy, when it comes to engagement and experience.Joe Gaunt, CEO of hero said: “There’s a quote I like, which sums up this partnership; competition makes us faster but collaboration makes us better. We are proud to be thinking differently about how we can make the best impact within our market and by hero and The People Experience Hub working together will only benefit our clients and their teams. We know that we can do more of what works with greater insights and that companies can make more educated decisions with data at the heart. The tech and team behind The People Experience Hub is amazing and I am extremely proud of this exciting collaboration.”&nbsp;hero and The People Experience Hub will be working on joint projects going forward as well as introducing the brands to current clients.&nbsp;Now in its fifth year, The People Experience Hub services a range of clients from Jordan’s Dorset Ryvita to HelloFresh.<a href="https://herowellbeing.com/contact-us/">Get in touch</a>&nbsp;to book a survey with us today!&nbsp;<figure class="image image_resized" style="width:90.51%;"><img src="https://px-hub-strapi-uploads.s3.eu-west-2.amazonaws.com/8_ways_to_use_pulse_surveys_3_34c4814d61.png" alt="8 ways to use pulse surveys-3.png"></figure>

medium_8 ways to use pulse surveys-3.jpg

small_8 ways to use pulse surveys-3.jpg

thumbnail_8 ways to use pulse surveys-3.jpg

Hero wellbeing 

The partnership allows The People Experience Hub to collaborate and offer specialist health and wellbeing consultancy, programming and technology through hero.

Hero wellbeing partnership

We have partnered with Hero Wellbeing to elevate, expand and enhance employee experience in the workplace.

Our Partnership with Hero Wellbeing

Client Success Manager

People Experience Executive

<h2 style="margin-left:0cm;">Embracing Equity and our journey to be better</h2>When Savannah asked me to write a blog for International Women’s Day on the theme of Equity, it made me stop and reflect.My realisation was that, as much as I would love to talk about what amazing things we do, despite our best intentions, we still have a long way to go – so this is a different blog.<h2 style="margin-left:0cm;">IWD23 – A Theme of Equity</h2>On Wednesday, 8th March it is International Women’s Day, and the theme for 2023 is #EmbracingEquity(For anyone wondering, it is International Men’s Day on the 19th of November)Equality and Equity are different things. This year’s theme is about raising awareness of this and how we can all take action based on this, and how Equality can be exclusionary.<h2 style="margin-left:0cm;">What are the differences?</h2>Let’s take the example from the <a href="https://www.internationalwomensday.com/Missions/18707/Equality-versus-Equity-What-s-the-difference-as-we-EmbraceEquity-for-IWD-2023-and-beyond">IWD website</a><ul><li>Equality&nbsp;means each individual or group of people is given the same resources or opportunities.</li><li>Equity&nbsp;recognises that each person has different circumstances, and allocates the exact resources and opportunities needed to reach an equal outcome.</li></ul><img src="https://px-hub-strapi-uploads.s3.eu-west-2.amazonaws.com/equity_616a8e3e6c.png" alt="equity.png"><h2 style="margin-left:0cm;">Recent Examples of Equity</h2>Spain were in the news recently when they announced a new law covering Menstrual Leave, giving the right to take 3 days’ leave for painful periods.Spain is the first European Country to do this and join the following countries that have some kind of Menstrual Leave:<ul><li>Japan</li><li>Indonesia</li><li>South Korea</li><li>Taiwan</li><li>Vietnam</li><li>Zambia</li></ul>This is Equity&nbsp;in action – If you see someone saying, but I do not get Periods, and I do not get to have a day off, then either they are confusing Equity with Equality or a pillock.<h2 style="margin-left:0cm;">Belonging, Equity and Equality</h2>At The People Experience Hub, we define Belonging as simply the ability to fit in without having to compromise your own values or identity.So Equity makes real sense when we think about this; the ‘I statement’ here of I Belong is not about Equality at all; the fact that we have equal opportunities is great, but it is Equity that ensures we think about individual and group needs and how we design work for them.We live in a world where organisations want to personalise the experience at work, and with this in mind, Equity is a must.<h2 style="margin-left:0cm;">What do we do, and what do we need to change</h2>50% of our people identify as Women at The People Experience Hub, and when I reviewed what we do (Through this lens), I found we do a lot for Equality (Everyone gets these):<ol><li>All employee share scheme</li><li>Flexible working</li><li>Remote working</li></ol>But I found that we do not do a lot that I would badge as equity for women; what we do is:No one has to pay into a pension scheme – while this is probably equality, the reason for this was because, for years, I saw that paying in was a barrier to being in a pension, and historically this had a gender connotation.We provide free period products in our office – I saw an expression a while ago, which was “Period Tax” and it stuck with me, if you have periods, then you have to pay more out. It was a simple step to ensure that we provided our employees with free period productsEnhanced Maternity Pay – I was challenged last year on our Maternity Pay Policy; I think the phrase that was used was, “It is a bit shit”. It took us less than 30 minutes to change the policy and increase the pay we offer.This is not enoughSpeaking with the team, I am glad that they all feel we support them, but we need to do more, and we need to be better.<h2 style="margin-left:0cm;">So, what will we do?</h2>I promise that we will be working on this over the next six months, we are a small business, but we have high aims and strong values, and these should lead us in the right direction.We will look at what Equity means to all our people and explore this not just through Gender but through all aspects.I will seek support from my network on what great equity looks likeWe will implement an Equity team here to help us internally think about our needs as we growI will report back on what we have done in six months’ timePersonally, I would love to hear from you if you have advice or to hear your story and the best place to get me is probably on LinkedIn -&nbsp;<a href="https://www.linkedin.com/in/nickhr/">https://www.linkedin.com/in/nickhr/</a>We are on a journey

medium_iwd-2.jpg

small_iwd-2.jpg

thumbnail_iwd-2.jpg

iwd-2.jpg

A blog on how we are going to do better to support equity for international women's day

Embracing Equity and our journey to be better 

On Wednesday, 8th March it is International Women’s day, and the theme for 2023 is #EmbracingEquity. We are on a journey to be better and here's our promise…

Slack Integration - Connecting Slack to the PxHub

Taking action on Employee Feedback

PxHub Predictions 2023

Top 9 HR books to read in 2023

Our Partnership with Hero Wellbeing

Embracing Equity and our journey to be better