L&D industry events this June

Alongside Pride Month, June 2024 is packed with several notable events relevant to HR and the Learning & Development (L&D) industry, including awareness weeks and conferences:

  1. Men’s Health Week: Scheduled from June 10 to June 16, this week aims to raise awareness of men’s health and encourage early detection and treatment of diseases among men and boys. It is an opportunity for organisations to promote health and wellness programmes tailored to men’s health issues​. Here’s some further information from Inclusive Employers.
  2. London Tech Week: Taking place from June 10 to June 14, London Tech Week is a significant event that brings together the global tech community to discuss innovations, network, and explore the future of technology. It’s a great platform for L&D professionals to learn about new technological advancements and their implications for training and development​.
  3. CIPD Festival of Work: From June 12 to June 13, this event organised by the Chartered Institute of Personnel and Development (CIPD) will be held in London. The festival combines two conferences, the Learning & Development Conference and the HR Technology Conference, offering a comprehensive view of the latest trends and technologies in HR and L&D. It is an excellent opportunity for professionals to gain insights, network, and discover new tools and strategies to enhance workplace learning and development​.

These events provide valuable opportunities for L&D professionals to stay informed, network with peers, and explore new strategies and technologies to enhance their learning programmes and initiatives.

Celebrating Pride Month in your workplace

Recognising and raising awareness for Pride Month in the workplace is a valuable opportunity to support LGBTQ+ employees and foster an inclusive environment. Here are some actionable steps workplaces can take:

1. Education and training

  • Workshops and seminars: Host educational sessions on LGBTQ+ history, rights, and current issues.
  • Inclusive language training: Provide training on using inclusive language and understanding gender pronouns.

2. Visible support

  • Decorations: Adorn the workplace with Pride flags, banners, and other decorations.
  • Digital presence: Update company websites and social media profiles with Pride-themed logos and banners.

3. Events and activities

  • Guest speakers: Invite LGBTQ+ activists or experts to speak about their experiences and issues facing the community.
  • Pride parades: Encourage employees to participate in local Pride parades and events.
  • Networking events: Organise networking events for LGBTQ+ employees and allies to connect and share experiences.

4. Policy and practice

  • Review policies: Ensure company policies are inclusive and non-discriminatory, covering areas like anti-harassment, benefits, and equal opportunities.
  • Employee resource groups (ERGs): Support and promote ERGs for LGBTQ+ employees.

5. Community engagement

  • Partnerships: Partner with LGBTQ+ organisations for joint initiatives, sponsorships, or volunteering.
  • Charitable contributions: Donate to or raise funds for LGBTQ+ charities and causes.

6. Communication and awareness

  • Internal communications: Use internal newsletters, emails, and intranet sites to share stories, events, and educational resources related to Pride.
  • Storytelling: Share stories and testimonials from LGBTQ+ employees about their experiences and what Pride means to them.

7. Support services

  • Counselling and support: Provide access to counselling services that are inclusive and understanding of LGBTQ+ issues.
  • Health benefits: Ensure health benefits cover LGBTQ+ specific needs.

8. Recognition and celebration

  • Awards and recognition: Recognise employees who are active in promoting LGBTQ+ inclusion and diversity within the company.
  • Celebratory events: Host events to celebrate Pride month and foster a sense of community.

9. Educational materials

  • Resource library: Create a library of books, articles, and videos about LGBTQ+ topics for employees to access.
  • Informational campaigns: Run campaigns that highlight important milestones in LGBTQ+ history and significant figures in the community.

10. Feedback and improvement

  • Surveys and feedback: Regularly seek feedback from employees about the workplace environment and inclusivity initiatives, and act on this feedback to improve practices.

Implementing these steps not just this Pride month but beyond can help create a more inclusive and supportive workplace, demonstrating a genuine commitment to celebrating and respecting diversity within your organisation.

Get planning for Learning at Work Week 13- 19 May 2024

Learning at Work Week led by Campaign for Learning is a fantastic initiative to promote continuous learning and development within the workplace.

Planning ahead allows you to organise activities, workshops, and resources that cater to the needs and interests of your team members. Here are some steps you might consider for planning:

Continue reading “Get planning for Learning at Work Week 13- 19 May 2024”

Come and see us at World of Learning at the NEC Birmingham

📢Announcement 📢

We’re excited to say we’ll be exhibiting at World of Learning, the UK’s most comprehensive event for L&D professionals.

You’ll find us over on the seminar schedule too with our session
“Efficiency and ROI – Unlocking the benefits of centralised training spend.”

Register for free entry now at Learnevents.com and come say hello.👋

Talking mental health this men’s health week

Supporting your employees with mental health awareness and wellbeing at work learning programmes is essential to nurture and develop your teams in the workplace.

With recent campaigns and initiatives for companies too including mental health awareness week in May, wellbeing a major theme for the CIPD festival of work and this week brings men’s health week we thought important to share real life stories with the aim of supporting each other in this area.

This week’s blog is written by one of our lovely team members, sharing their experiences in relation to mental health. Continue reading “Talking mental health this men’s health week”

The impact of COVID-19 on L&D

We published the results of our recent survey, asking internal Learning & Development professionals what the impact of COVID-19 has been on their activity.

106 respondents shared their experiences, reaction and advice for their peers. Key findings include:

To receive a free copy of the report please complete the below details and you’ll be emailed the details.

[email-download-link namefield=”YES” id=”3″]

 

World of Learning 2018

World of Learning takes place on the 16th and 17th October 2018 at its regular venue, the NEC Birmingham.

I’ve been to this event almost yearly since Optimus Learning was launched in 2009 as its an integral part of the learning event calendar in the UK, alongside Learning Tech and the CIPD show.

Located in the Midlands it brings together a great number of L&D professionals from around the UK in a very inclusive manner.

In previous years I’ve been exposed to Laughter Yoga, discovered amazing suppliers and debated who is leading the demand for technology learning solutions – customers or suppliers.  I attend as I get to speak with a range of L&D professionals from around the UK – its very inclusive.

There are excellent inspiration zones, focusing on the latest innovations in learning,  learning how to be agile,  maintaining your mental wellbeing and experiential learning.

Our debut at World of Learning

This year Optimus Learning will be exhibiting for its first time. I’ll be on our stand – B65 – sharing how we help L&D professionals to minimise the mundane,  free up their time and focus on L&D strategy.

I’m excited about is the conversations I’ll be having with the world of L&D, hearing about the good work and successes that the industry is doing to improve employee performance.

I’ll be sharing my expertise on ways to improve processes, reducing administration and secrets on how to select the best training suppliers.  Important aspects of L&D management that use up valuable time of the modern learning professionals.

For a decade we have helped organisations increase their productivity, profitability and employee satisfaction through training and learning.

I’d love to share more so come along to the World of Learning and visit us at stand B65 – hopefully see you there.

And if you can’t make it but would like to speak to me about how we can help you, contact me via blake.henegan@optimuslearningservices.com or call me on 0845 519 7408.

L&D influencing a culture of productivity in the workplace

Research by the Office for National Statistics reveals that output per hour of British workers has declined again in the second quarter of 2017, leaving it 0.3% lower than the previous year.

Furthermore, last year UK workers produced 15.1% less per hour than works in other G7 countries.

Since the 2008/2009 recession productivity has stagnated – the level of labour productivity in Q2 2017 was 0.5% below what is was back in Q4 2007 (pre-recession peak level).

Why does it matter?

Productivity is directly linked to living standards. Productivity growth, or lack of, impacts the ability for a country to improve its standard of living. It also determines long-term growth rates. So, stronger productivity figures should lead to stronger GDP growth, resulting in increased tax revenues and lowering budget deficits – or for low productivity figures the opposite.

What can businesses do about it?

After reading some useful information from business schools such as Harvard,  Ashridge, London Business School, INSEAD and others there was one common answer – improve the culture.

Stanford University’s research on ‘Effects of Positive Practices on Organisational Effectiveness’ boiled this down to six essential characteristics:

  • Caring for, being interested in, and maintaining responsibility for colleagues as friends
  • Providing support for one another, including offering kindness and compassion when others are struggling
  • Avoiding blame and forgive mistakes
  • Inspiring one another at work
  • Emphasizing the meaningfulness of the work
  • Treating one another with respect, gratitude, trust, and integrity

We know that culture isn’t built overnight and requires constant reinforcing of values and seeing these carried out in action from employees and the senior team.

What can you do as an L&D professional to help influence a culture of productivity?

Firstly, boosting performance will have a positive impact on productivity.  ‘Towards Maturity’s Unlocking Potential report’ shared five high-level tactics used by the L&D teams achieving their goals when it comes to boosting performance.

  • Integrate learning and work
  • Ensure stakeholders recognise L&D alignment with wider organisational goals
  • Build performance support at the point of need
  • Ensure digitally-enabled programme design supports learning transfer
  • Evaluate progress and performance against business metrics

We’d recommend reversing the order when planning any learning solution – start with the end in mind and how you’ll evaluate the performance changes.

Remember, momentum builds motivation – in short, regardless of where you or your organisation is with the levels of productivity, without action nothing will improve.

Dare to stand out by grasping the responsibility of helping to improve employee productivity within your organisation.

If you would like to chat more about your organisation’s learning needs to help improve productivity levels give us a call for a free consultation on 0845 519 7408 or email info@optimuslearningservices.com.