Religion at work requires common sense

Freedom of religion. Nobody has a problem with it until somebody says you can’t practise it, or until somebody else’s practice impacts on you. Then it becomes a subject of complaint and resentment. The latest report from the Equality and Human Rights Commission (EHRC) seeks to pour some oil on often-troubled waters. The EHRC is the UK’s national independent equality body and part of its role is to be a centre of excellence for human rights law. No surprise then that it’s just conducted comprehensive research into how the UK’s religion-related legislation is really being applied in the


No Pets Allowed!

Playing favourites is human nature. We’re practically programmed to treat people we know better than those we don’t. Every manager has a favourite or two. Of course they do. And if they say they don’t, at the least they’re not being honest with themselves. It’s not having favourites that’s the problem, it’s whether you act on it to the detriment of others – that’s the issue. The legal problem If you’re treating one employee more favourably then automatically you’re treating everyone else less favourably which is discrimination of a sort and also a possible

10 steps to transformational leadership

In a previous post – Is your leadership transformational? – we talked about the key indicators of transformational leadership in a workplace: namely, everybody benefits, shared values, and positive change. To dig a little deeper into what a transformational leader should be doing to create a really efficient business culture and workforce, let’s turn to a 2015 report from the CIPD, Landing transformational