Employee activism is on the rise in workplaces across the UK with 59% of employers anticipating an increase in employee-driven activism, understanding the issues that fuel this movement and how to respond is essential. Here, we explore four critical topics likely to spark activism and provide strategies for addressing them empathetically.
Cost of Living and Pay Concerns
The cost of living is a significant concern for UK residents. The Consumer Prices Index (CPI) reports a 3.4% rise in consumer prices over the past year. At the same time, the CIPD’s Labour Market Outlook: Winter 2023/2024 shows basic pay increases are expected to drop to 4%, the first decline since spring 2020. This widening gap between living costs and wages is likely to drive employee activism focused on pay raises. Employers must consider how this issue could impact staff retention, as talented employees may seek better-paying opportunities elsewhere, potentially harming the company’s reputation.
To address this, employers could conduct regular salary reviews and benchmark against industry standards. Offering financial wellness programs and cost-of-living adjustments can demonstrate a commitment to supporting employees through economic challenges.
Sustainability and Environmental Impact
Sustainability is becoming a crucial concern for both the public and employees in the UK. Research by KPMG reveals that 20% of UK office workers would reject a job offer if the company’s environmental, social, and governance (ESG) factors were deemed insufficient. To attract and retain employees while avoiding activism, businesses must prioritise sustainability in their strategies. This includes investing in energy-efficient solutions and developing greener products and packaging.
Ben Mercer from Leisure Lakes Bikes, a leading UK road bike retailer, highlights the benefits of offering a cycle-to-work scheme: “Encouraging employees to adopt alternative commuting methods, such as cycling, underscores an employer’s commitment to sustainability. Cycling not only reduces carbon emissions but also enhances physical and mental well-being.”
Additionally, companies can engage employees in sustainability initiatives by creating green teams or sustainability committees, allowing staff to contribute ideas and participate in environmental projects.
Automation, AI, and Job Security
The advent of new technologies brings excitement but also anxiety, particularly regarding job security. The IPPR analysis suggests that up to eight million UK jobs could be threatened by AI-driven automation. While it is essential for businesses to integrate emerging technologies to remain competitive, they must also reassure employees about the continuing importance of the human element in their operations. By shifting the narrative from human replacement to technological augmentation, employers can encourage workers to use AI and automation to handle repetitive tasks, allowing them to focus on more valuable activities.
To alleviate fears, employers can invest in reskilling and upskilling programs, helping employees adapt to new technologies and transition into roles that leverage their human skills. Transparent communication about the intended use of AI and its benefits can also build trust and reduce apprehension.
Equality, Diversity, and Inclusion (EDI)
Equality, diversity, and inclusion (EDI) should remain a top priority for businesses to prevent a surge in employee activism. According to Barnett Waddingham, 72% of surveyed HR directors and C-suite executives expressed concern over employee demands for greater EDI focus. Companies that invest in diversity and inclusivity often outperform their competitors. A 2023 McKinsey report found that companies in the top quartile for ethnic diversity outperformed their peers by up to 27% financially. Therefore, considering candidates from diverse backgrounds during recruitment is crucial.
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Discrimination extends beyond gender, race, and ability to include social discrimination, such as inadequate support for mental health and well-being. Employers can foster empathy and support for employees with neurodiversity and mental health issues by providing necessary accommodations and support. This approach can enhance workplace culture and employee satisfaction.
Implementing comprehensive EDI training programs, setting measurable diversity goals, and creating support networks for underrepresented groups are effective ways to promote an inclusive workplace.
By addressing these complex topics rather than avoiding them, employers can foster a culture of open communication and better employee engagement. Human resources departments can then explore strategies to prioritise workplace happiness and build a more positive future.
