Gravitate HR’s offices will be closed over the Christmas and New Year period. We will return to the office on Thursday 3rd January 2019.
We hope everyone has a Merry Christmas and a Happy New Year!
Gravitate HR: To Gin or Not to Gin
Our newest member of the team, Sara, reflects on our 2018 evening seminar on Thursday 15th November 2018.
Newest Team Member: Sara Lech
Our newest team member, Sara, reflects on her first few weeks at Gravitate in this latest blog post.
Working on a Level Playing Field
Level the playing field to create equality, diversity, and inclusion within the workplace.
Are your rules clear, fair and consistent?
Does everyone have the same opportunities and experiences?
Do all your “players” play by the rules?
Or is your playing field a bit more like the featured image above?
Interactional Justice within an Organisation
In my previous two blogs, I have looked at the two most common (or most recognised) forms of Organisational Justice, Distributive Justice and Procedural Justice; however, an equally important facet, and one that has a natural link with the main facets (particularly Procedural Justice), is ‘Interactional Justice’. This ties in with the whole idea that the role of justice and fairness (such as the courtesy and openness of interpersonal behaviour) in relation to motivation is becoming more prominent.
This blog will specifically look at Interactional Justice within the context of Equal Opportunities and Fair Treatment in an organisation. If your organisation could benefit from tailored Equal Opportunities and Fair Treatment policies, then please do not hesitate to contact one of our advisers in Glasgow or Edinburgh.
Gravitate HR Summer 2018 Newsletter
Read Gravitate HR’s Summer Newsletter 2018. In this edition:
- HR in the News
- The Glasgow team have moved office!
- Recent Blogs
- HR Quiz
If you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.
The Procedural Justice of a Disciplinary Process
Following on from my blog last month which looked at the Distributive Justice of Equal Pay under the Equality Act, I thought I would look at ‘Procedural Justice’ – another important and well-known facet of ‘Organisational Justice’ – with particular regard to ensuring an organisation’s disciplinary procedure is consistent and fair.
Why E-Learning?
Gillian looks at the benefits of E-Learning for organisations in her latest blog post. If you would like to learn more or receive a demonstration on Gravitate HR’s E-Learning module, then please contact one of our advisers in Edinburgh or Glasgow.
The Distributive Justice of Equal Pay under the Equality Act
The Equal Pay Act 1970 was the main piece of UK legislation with regard to the pay of men and women and has since been incorporated into the Equality Act 2010. The Act looks at pay in three main areas: (1) Work that is the same, or broadly the same; (2) Work of equal value; and (3) Work that is rated the same as that of a comparator. There are no shortage of articles and publications on the topic of equal pay, so I thought that I would write this article with a slightly different focus – the ‘Distributive Justice’ of equal pay under the Equality Act.
Gravitate HR GDPR Newsletter 2018
Check out our GDPR Newsletter. In this special edition, we cover:
- A general overview of the European Union General Data Protection Regulation (GDPR)
- Our guide to GDPR
- A short video on our GDPR toolkit
- A GDPR Quiz
If your organisation could benefit from advice and guidance on GDPR, please do not hesitate to Contact us. Additionally, if you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.
Photo Credit: ico.org.uk
