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Only 4% of employees feel confident at work

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Global research conducted by professional training company Roar! Training has uncovered that only 4% of employees feel confident at work.

The study gives a unique insight into confidence in the workplace. Below are some key findings included in the report.

Main Findings

  • Only 4% feel fully confident at work
  • 96% have experienced imposter syndrome
  • 53% have turned down work opportunities due to lack of confidence
  • 86% reported having worked in a toxic work environment in the past
  • 74% said company culture was very important when looking for a job
  • 76% said their employer has a good company culture, but 58% said their expectation of the company culture didn’t match the reality
  • 37% said they are expected to work out of hours on a regular basis
  • 71% feel their employer has their best interests at heart

Current Perceptions

When asked what caused them to feel unconfident, the responses were varied with some general themes coming through:

  • Self-doubt
  • Lack of recognition
  • Being spoken over
  • Lack of feedback
  • Toxic company culture
  • Fear of failure
  • Anxiety
  • Limited support and training
  • Comparisons with others
  • Imposter Syndrome

Regular feedback (77%), external training (64%), internal training (59%) and regular catch ups (54%) are the top ways people said their employer could help them feel more confident at work.

Imposter Syndrome

96% said they have experienced Imposter Syndrome. So how can we work to overcome this?

Commenting on the issue Kirsty said “The problem with impostor syndrome is that, by its very labelling, it feels somehow irrational or unique. If 96% of us report experiencing it, it becomes more helpful for us to simply accept it as part of human experience, crucial for our growth.”

Kirsty continued “Next time those familiar feelings of “everybody else is better than me!” arise, try catching them and reminding yourself that what you’re experiencing is commonplace. Not an individual failing but simply part of an important process in your development.”

5 Quick Ways To Combat Crisis Of Confidence

Confidence coach Kirsty Hulse has compiled a list of 5 quick ways to combat a crisis of confidence.

  1. Set an ambition to become your own cheerleader. Write it down. Commit to it. We cannot develop confidence overnight, but our intention tells us we are worth a shot.
  2. Create a success spreadsheet. We often focus on what’s ahead, forgetting to reflect on how far we have come. Acknowledge and integrate your growth by consistently logging wins and reminding yourself when you need it.
  3. Ask for feedback. Sometimes, we just need reassurance. Ask those that you can trust around you. “What do you think I do well? What are my talents?” The answers will often surprise you.
  4. Stop saying stop. When we want to be more confident, we tend to say “stop being nervous, stop overthinking.” Instead, think about what you need to start for that to happen. This gives us a directive and moves us from judgement to action.”
  5. Think about who you are when you’re confident. What do you wear? How do you stand? How do you speak? How do you treat others? Have a clear, mental picture and start by trying to embody that for a few moments every day.

Kirsty Hulse, Founder of Roar! Training said “Our workplace findings show just how widespread lack of confidence is and how this is holding us back from our full potential. Boosting confidence isn’t an instant fix, but with the right steps in place, consistency and self belief the 96% of people feeling unconfident could experience transformative results.”

Kirsty continued “The results of our survey show that there is definite room for improvement to ensure that the workplace is a safe, enjoyable space where employees are encouraged and left feeling as confident as possible.

Whether external training is needed to put that framework of encouragement and support in place to boost confidence, or company culture needs to be addressed and improved, positive change is very much at the core of what we all need.”

Download the full report

 

As 5% of women lose jobs, the pandemic has widened the gap says Deloitte survey

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Even before the COVID-19 pandemic overtook the globe in early 2020, inequities were holding women back in the workplace.

In 2020, women globally earned 81 cents for every dollar earned by men. The pandemic has widened the gap. In 2020, as 114 million jobs were lost across the globe, employment losses for women were at 5%, compared with 3.9% for men.

And studies have found that during the crisis women assumed additional responsibilities, such as taking on more household, childcare, and other caring duties— while continuing to work.

To understand the impact of the pandemic on gender equality in the workplace, Deloitte Global conducted a survey of 5,000 women across 10 countries between November 2020 and March 2021. The survey probed several areas relating to their work lives, including their experiences during the pandemic and career expectations for the future. Respondents varied across age groups and the data from the survey has also enabled analysis through the intersectional lenses of race and ethnicity and sexual orientation and gender identity.

The survey findings indicate that gender equality in the workplace regressed during the pandemic. But the findings also demonstrate the vital role that employers can play in reversing that trend.

Survey Highlights

Women’s wellbeing has fallen since the pandemic

Healthy boundaries between work and home have deteriorated. Only 22% of women believe that their employers have enabled them to establish clear boundaries between work and personal hours. As many as 77% of women say their workload has increased and 51% of women feel less optimistic about their career prospects today than they did before the pandemic, and 29% of the women who said their career isn’t progressing as fast as they would like (42% of the total sample) say poor mental health is one of the reasons for this.

Women continue to deal with non-inclusive behaviour at work, even in the virtual workplace

More than half have experienced some form of harassment or microaggression in the past year, ranging from the belief that their judgment is being questioned because they are women to experiencing disparaging and/ or sexual comments. The data also shows that many of these events go unreported to employers, with concerns over career penalty being one of the main reasons cited.

LGBT+ women and women of colour face even more challenges

LGBT+ women and women of colour are more likely to report lower levels of mental wellbeing and work-life balance compared with the overall sample. LGBT+ women are less likely than those who are not LGBT+ to say that their employer’s commitment to supporting women has been sufficient since the COVID-19 crisis  began (35% vs. 44%). Women in these groups have also experienced more non-inclusive behaviours. Compared with white women, women of colour in the survey are more likely to say they have heard comments about their communication style (15% vs. 5%) and to have their judgment questioned (14% vs. 8%). LGBT+ women are nearly four times more likely to say they have experienced jokes of a sexual nature than non‑LGBT+ women.

The Majority of women are not satisfied with their jobs and do not see a long-term future in their current job

Less than half of the respondents rate their current job satisfaction, motivation, and productivity at work as “good” or “extremely good,” compared with about three-quarters before the pandemic. Almost half (45%) of the women who had to change their working hours due to care responsibilities say their relationship with their employers was negatively impacted, increasing to 54% for women of colour and 65% for women who are sole parents. Women of colour are also more likely to say that their careers are not progressing fast enough (52% vs. 42%) compared with the overall sample. With regard to satisfaction with their jobs, 57% of women say they plan to leave their current job within two years, and 21% of these women expect to be gone in less than a year. Work-life balance was the top reason why women would consider leaving their current employer.

On the bright side, when women experience a truly respectful and inclusive culture, they are more engaged, productive and loyal.

Some companies have created genuinely inclusive cultures where women believe they are fully supported by management and respected by their peers. Women who work for these organizations  report higher levels of mental wellbeing, motivation, productivity, and loyalty to their employers. They are also far more likely to say they are planning to stay with their employers for longer than two years, compared with women who work for businesses that have not demonstrated an inclusive culture.

Six unique insights into actions organizations can take now

  1. Create and maintain a culture that is truly inclusive – EVERY DAY
  2. Enable work-life balance
  3. Visible commitment of leaders is key
  4. Provide fulfilling development opportunities that work for women
  5. Success at work is empowered by support for life outside work
  6. Rebuild better – with gender equality in mind

Download Report

Visit our searchable Knowledge Bank for a range of reports and studies on gender diversity, leadership and related topics.

Employees from large companies were nearly five times less likely to be physically active than employees from SMEs

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The 2021 Employee Benefits, Health, and Wellbeing survey – are employee incentives making the UK a healthier nation?

Over the last year moving into 2021, the global shift in working practices has taken businesses an estimated 5-10 years into their projected futures. This has left many employee benefits schemes needing to be overhauled, with many finding that crucial support for health and wellbeing is no longer appropriate to the new working landscape.

For a long time, typical work benefits have included gym memberships, office breakfasts and even boozy socials – how many of these are still relevant to people’s lifestyles and ways of working, and how does the UK’s workforce feel about them?

Over four in every five UK employees state that their company’s employee benefits scheme no longer fits their lifestyle

Consumer brand,  Wet Ones, asked employees at 133 workplaces across the UK how their health and wellbeing needs and habits have changed, and whether updated benefits packages from their employers would help to support their wellbeing.

The research highlighted a gap between company benefit schemes and employee lifestyles.

Key findings

  • Employee benefits programmes are out of date. Over four in every five UK employees (81%) state that their company’s employee benefits scheme doesn’t fit their lifestyle
  • 82% state that employee benefits play a key role in whether they want to work for a company
  • Current company benefit schemes are most suited to people aged between 45 and 54. The highest majority (36%) of employees whose company provides a benefits scheme that suits their lifestyle are in this age bracket
  • 84% of employees are more physically active since working from home
  • The biggest ‘want’ from employees is greater flexibility on working hours – this was top of the list for 70% of UK employees
  • Employees from large companies are nearly five times less physically active when working from home than employees from SMEs – different size companies should include wellbeing measures adapted to their employees’ routines
  • SME employees are least likely to take up mindful activities, with just 11% starting regular meditation or yoga

Why should companies focus on employee benefits, health and wellbeing?

With the lines between work life and home life becoming ever more blurred, it’s more important than ever that work and wellbeing go hand-in-hand.

Not only is this increasing crossover a result of the pandemic, it reflects the different approach that many people now take to their careers. In today’s non 9-5 world it’s much easier to become consumed by your work – meaning that wellbeing isn’t something you just do in your spare time but an essential component of the job itself.

In addition, they’re essential for attracting young talent:

  • 93% of young UK employees (under the age of 25) state that employee benefits play a key role in whether they want to work for a company
  • While it’s important for older age groups, this figure decreases the older the employee is – 66% of those aged between 45 and 54 say it plays a key role
  • An employee benefit scheme is also a means to attract the best and brightest talent – 85% of those with bachelor’s degrees state it plays a key role in attracting them to a company. This rises to 90% of those with postgraduate degrees

Changing lifestyles – how much do people now prioritise their time for health and wellbeing?

People are exercising more often through the week when working from home – rather than spending a longer session ‘binge exercising’ at the weekends. 84% of UK respondents say they are more physically active since they started working remotely – and just 15% are less physically active.

Regular and short periods of physical activity prove to be the most effective for many people. This means a shift towards home exercising and methods that don’t require a membership, and employers need to recognise this.

How have lifestyles changed in the UK?

Since the pandemic began we’re not simply finding more time for wellbeing – we’re finding new ways of achieving it during the working day too.

  • The UK has become a nation of walkers – nearly three in five (56%) of employees now walk more during the working week, and not just on weekends
  • Two in five (39%) feel they have had an improved diet – with more ditching takeaways and pre-packaged meals to cook healthy home cooked meals
  • 25% of people in the UK are also taking part in more wellness activities such as engaging with nature and gardening

Does the size of company impact an individuals wellbeing habits?

Our study found big differences in how active employees are since home working began, depending on the size of the company:

Employees from large companies were nearly five times less likely to be physically active than employees from SMEs – suggesting that more support is needed from larger companies, through managed workloads or adapting health incentives.

SMEs

52% of employees working at SMEs have been able to focus on healthy home cooked meals when WFH. Half are walking more often, and one in three are doing an increased amount of cardio activities.

Interestingly, employees of SMEs were also least likely to do mindful activities, with just 11% starting regular meditation or yoga, and 19% taking up creative activities such as painting or drawing.

Medium to large businesses

Only 3% of employees from medium to large businesses have done more strength exercises since working from home, and one in five are more engaged with nature through gardening and being outdoors.

Large companies

Although employees of larger companies generally do less physical activity (with 48% doing less since working from home), those that do are engaging in a broader range. Those working for large companies are most likely (58%) to have taken up meditation, yoga or other calming activities.

More than half (51%) are also walking more since being out of the office, and half are doing regular strength exercises.

Have companies adapted to fit their employees changing lifestyles?

The research shows a significant need for companies to adapt their benefits packages, with four in five UK employees (81%) saying that theirs doesn’t fit their lifestyle.

What they want from their companies to support their physical, mental, and personal wellbeing:

  • 70% call for greater flexibility on working hours from their employer
  • 61% of employees ask for private healthcare, dental and allowance for health maintenance (like glasses, correct desk equipment, physio etc)
  • 53% would like their employee to support with additional ‘health day’ allowance for personal wellbeing

Age differences: Are companies set up to attract the next generation of top talent?

As things stand, most of the UK’s company benefit schemes are suited to employees aged between 45 and 54. 36% of people in this age bracket say that theirs suits their lifestyle. So where does that leave younger generations?

What do Gen Z employees want?

With just 16% of UK employees under 25 feeling that their current benefits package fits their lifestyle, 84% are left wanting something more suitable. Among the findings for this age group are:

  • The majority want to see vaccinations (not just for Covid-19) included in their benefits packages.
  • 25% want to see additional ‘health days’ included in their holiday package
  • 21% want greater flexibility around their working hours

What do young professionals want?

More young professionals (24%) between the ages of 25 to 34 believe their company provides an employee benefit scheme that fits their lifestyle. But there are plenty who want more from their employer:

  • Just under one in three (30%) want more support from their companies to access healthcare
  • 28% want to see additional ‘health days’ included in their holiday package
  • 26% want therapist sessions and mental health support

How can companies more effectively support health and wellbeing of employees?

People are investing more and more in their physical and mental wellbeing, and companies need to reflect this new way of living by offering benefits that fit this mould. With many UK employees feeling that their company’s benefits package is out of date, it’s time for companies to adapt to ensure they’re offering real and relevant benefits to everyone – of every age – who works for them.

Read more on these topics

UK Council for Psychotherapy seeks Lay Committee Member with interest in wellbeing and mental health

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Education, Training & Practice Committee

 

ukcp

Lay Committee Member

The UK Council for Psychotherapy (UKCP) is recognised as the leading professional body for the education, training and accreditation of psychotherapists and psychotherapeutic counsellors.

We represent 75 training organisations and over 11,000 members – working privately and in the NHS and voluntary sector to offer a wide variety of psychotherapeutic approaches or modalities. As part of our commitment to protecting the public, we work to improve access to psychotherapy and psychotherapeutic counselling, to support and disseminate research, to improve standards and to respond effectively to complaints against our members.

We are seeking a lay person to join our Education, Training & Practice Committee (ETPC). By ‘lay’ we mean applicants who are not UKCP members or employees, nor from other psychological professions. Ideally, they will have experience of education & training work within the charity sector and have an awareness of diversity issues. This is a voluntary, unpaid position.

As part of our aim of improving equality and diversity practice within the profession, UKCP welcomes applications from under-represented groups.

Main Duties and Responsibilities

  • To attend the ETPC Committee, which meets for a minimum of 5 meetings per annum.
  • To provide an external perspective on setting, reviewing, and maintaining professional standards relating to the education, training and practice of practising UKCP members.
  • To liaise and, where necessary, work closely with UKCP’s other Regulatory Committees including the Professional Regulatory Committee for Colleges and Faculties (PRCCF), the Quality Assurance Committee (QAC), and the organisation’s Registrar.
  • To liaise and, where necessary, work closely with UKCP’s Executive Committee, the Higher Education Special Interest Group, and the Ethics Committee.
  • To assist the ETPC in assessing and approving models of education, training and practice of psychotherapists & psychotherapeutic counsellors working with adults and with children & young people. These functions are carried out within a framework informed by best practice in relation to diversity, equality, inclusion and social responsibility.
  • To ensure that the UKCP’s Diversity and Equalities Statement is upheld in the exercise of its functions.

Essential Experience

  • A positive interest in Mental Health & Wellbeing.
  • Experience in the training / education or continual development of professionals, or setting professional standards. This may include: the development of training modules and programmes; and or the enhancement of trainee experience; and or, experience in the enhancement and continual development of professionals.

Desirable Experience

  • Experience of working within charitable organisations at committee and policy level.
  • A familiarity of mental health professions, education, and health sectors.
  • A familiarity with regulatory and accreditation processes.
  • Awareness of Equality Diversity and Inclusion.
  • Awareness of safeguarding.

Why join us?

Working alongside committee members, and UKCP staff, you will have the opportunity to:

  • Get involved in the work of an important UKCP committee.
  • Gain experience of working within a well-established professional body.
  • Develop your professional networks.
  • Enhance your own professional development.
  • Make a difference to the psychotherapy profession.

How to Apply

You can find out more about the role by reading the ETPC Lay Member Role Description.

Please send your CV and a covering letter that outlines how you meet the above person specification to hr@ukcp.org.uk by 29th July2021.
Interviews will be held remotely via Zoom on either the 6th or 7th September 2021.

 

Stroke Association seeks Two Trustees and an Independent Advisor

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stroke association logo

The Stroke Association is the UK’s biggest stroke charity, working across the UK. We’re here to support people to rebuild their lives after stroke. We provide specialist support, fund critical research and campaign to make sure people affected by stroke get the very best care and support to rebuild their lives.

Our work is urgent, and it is vital. Stroke is one of the leading causes of death and adult disability in the UK. It can also have a huge impact on the carers, family and friends of stroke survivors. There are over 1.3 million people living with the effects of stroke in the UK, with 100,000 strokes happening each year. That’s one stroke every five minutes.

We give life-changing support to over 65,000 stroke survivors and carers across all four countries of the UK each year.

As the population ages, the number of strokes is projected to double over the next 20 years. We know that it is crucial that we act to ensure that stroke is better understood and stroke survivors and carers get the support they need, both now and in the future.

As part of our succession planning, we are seeking two new trustees and an independent advisor to join us in bringing wise governance and strategic guidance to our work:

  • Customer Experience and Product Specialist (Trustee), who will help us to continue developing and embedding a customer-first culture. You will have a strong track record in large-scale strategic consumer experience planning, implementation and measurement, ideally within the commercial B2C services or health sector.
  • Investment Committee Chair (Trustee), who will bring strong investment oversight, management or governance experience, to help us make astute use of our reserves to generate investment returns, while helping us manage financial risk.
  • Audit and Risk Committee Member (Independent Advisor), who will bring expertise in business, accountancy, audit or charity finance, and experience in identifying and managing risk across a number of key areas including finance and reputation risk.

Please consider whether these opportunities might exercise your expertise and your commitment to dramatically improve outcomes and quality of life for stroke survivors and their carers.

CLICK HERE to download our recruitment pack and for further information.

The roles of Trustees and Independent Advisors are not accompanied by any financial remuneration; however, we willingly cover expenses within the Stroke Association’s expenses policy.

Stroke Association is working with Macaulay Search on this appointment process.

Application is by submission of CV and cover letter to laura.bagley@macaulaysearch.com

Closing date: 5pm on Wednesday 14th July 2021.

Thank you for your interest in the work of Stroke Association. Please do not hesitate to get in touch with Laura Bagley on the email address above if you have any questions about this opportunity.

We want to reduce barriers to inclusion. Help us understand who’s applying for and getting roles with us by completing our equal opportunities form. This helps us continue to identify anything that’s getting in the way for people looking to join us. This information does not form part of your application.

We are working to build a more diverse organisation. One where we recognise and promote everyone’s individuality with kindness, and where we harness the value and diversity that everyone brings to help deliver our goals. We encourage applications from anyone who wants to be part of that future. And in particular, we would encourage anyone with lived experience of stroke to apply.