Ritu Mohanka, Managing Director of EMEA, Syndio
The second half of 2022 has been turbulent for many. Across the UK, Britons are bearing the brunt of the cost of living crisis, an unstable economy and exceptionally high levels of strike action. These macro issues will continue to impact individuals and the way our workplaces operate. But it hasn’t all been bad for HR professionals, there are both challenges and new opportunities to prepare for in the new year. Here’s the 5 big trends we can expect for 2023.
Gen Z are breaking free
‘Work your Wage’ and ‘Quiet Quitting’ were just a couple of terms coined by Gen-Z online in 2022. These movements encouraged employees to only complete the work which they are paid to do – and nothing more. Gen Z vehemently rejects the idea of being financially or mentally exploited in the workplace.
Older generations may be used to turning the other cheek away from manipulative management, or may preach ‘going the extra mile’ or perhaps partake in hustle culture, so Gen-Z’s expectations of pay standards and workplace culture may seem radical. But the truth is, Gen-Z are calling attention to a number of equity issues which have been long overdue and open discussions are now on the cards.
What we have seen is revolutionary, as these movements have gained genuine traction among young people and so, pressures are surfacing for leadership who want to retain and attract top talent. The newest generation entering the workplace are shaping workplace culture as we know it, and businesses who ignore these new and young voices risk damaging brand and employer reputation.
2023 will see new influential movements emerge among the younger generations, which call for progression, rejection and change in the workplace standards we currently adhere to.
A hike in strikes
The second half of 2022 has seen high levels of strike action across various industries in the UK. Nurses, rail workers and ambulance staff are just some of the essential workers who are pushing for better pay and workplace standards. With the ongoing cost of living crisis, workers are feeling the strain of low or stagnated pay rises and worsening working conditions. With negotiation resolutions still seeming far away, it is likely that we will see strike action follow us into 2023 and potentially broaden to other sectors.
The companies who choose to not address pay issues will risk major damage to public and employee trust. It is imperative that companies pay their employees an equitable wage – no more, no less – for the work they do. Otherwise, 2023 will see employees continue to take matters into their own hands.
Ultra-transparent companies will flourish
2023 will be a year where ultra-transparent companies will flourish. These will be the companies who are proactively willing to share information around diversity, salaries bands, pay gaps and recruitment processes. This transparency will also apply internally, where employees are invited to engage in conversations with leadership about their concerns, worries or questions.
This approach may be ‘left field’ for some organisations, going beyond regulatory requirements, but the ones which embrace it can expect to see improved team spirit, a positive industry reputation, and higher retained talent while also attracting new recruits.
Given the current economic tensions in the UK and many businesses having to make tough decisions by necessity, this radical transparency is a responsible way for organisations to take purposeful and worthwhile action.
A broader perspective on diversity
The definition of diversity will expand in 2023, with an improved awareness of identity groups outside of just gender/ethnicity. Age, disability and sexuality will be increasingly included within workplace diversity initiatives, and organisations will take these groups into account within their workplace equity reporting.
This expansion will be welcomed by both businesses and employees who want to implement a complete and holistic approach towards inclusion. This will also instigate new and important conversations within organisations, which will in turn generate more opportunities for all minority groups.
No more siloed DE&I operations
Finally, we can expect to see DE&I more visible in businesses overall. In many cases today, one person is in charge of managing the entire DE&I function. But, in 2023 we can expect to see more of a shift to DE&I being handled in a more cross-functional manner. This means DE&I will be applied to, and reach, all corners of the business and will play a far more significant role within general day to day business operations.This falls in line with figures from the most recent UK census which shows that population diversity is changing quicker than targets can keep up with.
