Publish Date: Posted almost 7 years ago

The gender pay gap - What is it and what can we do about it?

The gender pay gap takes many forms: from women doing more part-time work, to taking the hit for being on parental leave longer than their male partners. According to the BBC, the gender pay gap in the UK currently sits at 18.1% for all workers and 9.4% for full-time staff. Some people mistake the gender gap for being a gap in wages between men and women in the same position with the same qualifications. However, women do have legal entitlement to equal pay for equal work. So why is there a gender pay gap when men and women are required by law to be paid the same wage for the same work?The gender pay gap leaves women with a significantly lower total pay than men during their working lives, due to several reasons. One of the biggest reasons as to why women receive lower earnings than men is because they remain underrepresented at every level in the corporate ladder. In other words, women do not often hold top management jobs. In fact, the percentage of women who hold managerial positions sits at just 37%. This issue is even more critical for women of colour who face even more barriers for being a ‘double minority’ due to their race and gender.As a result of the underemployment of women, the workforce is likely to be deprived of talent given that women’s skills are not utilised effectively.In order to address the issue of the gender pay gap, firstly we must question why the gender pay gap exists. This article shall discuss a few of the reasons as to why women earn less than men. Some of the themes which will be explored include: family responsibilities, the glass-ceiling and women’s chances at being promoted.Why are women paid less than men?1. Unequal distribution of family responsibilitiesOne of the principal reasons as to why women possess less senior positions than their male counterparts is due to the unequal distribution of family responsibilities. In other words, family responsibilities are not equally shared as women often assume more of these responsibilities and as a result, have more frequent career breaks.Unequal maternity and paternity leave: By law, eligible female employees can take up to 52 weeks maternity leave with 39 of those weeks being paid. Men, on the other hand, are only granted a maximum of 2 weeks paid paternity leave. This unequal share of parental leave plays a significant role in expanding the pay gap. The CIPD claims that the UK lags behind 28 countries when it comes to sharing parental leave, due to men in the UK only being entitled to 2 weeks paid paternity leave. Evidently, it is still considered the norm for mothers to play the main role when caring for a new child, which can be reflected in both regulations and attitudes. However, a recent law allows women and men to share parental leave. This can enable women to return to work sooner and share the responsibility of childcare with their partner. Nevertheless, not every couple is entitled to shared parental leave.Loss of confidence:In addition, there are some who believe that women often return to less senior roles as a result of a loss of confidence after being off on maternity leave. Sharing paternal leave and women returning to work sooner could be a way to avoid this loss of confidence.More women than men work part-time:After going on maternity leave, women do not always return to a full-time job. This is mostly due to childcare responsibilities. In fact, according to the BBC, women are three times more likely to be part-time workers than men. From April until June 2016, 41% of women in the UK were working part-time - a stark contrast to the 12% of men who were working on a part-time basis. Given that part-time workers are on average paid 32% less per hour than full-time employees, women earn on average 16% less per hour than men. This contributes significantly to the gender pay gap.2. The infamous glass-ceilingThe CIPD defines the glass ceiling as the barrier to women achieving senior positions in organisations due to different reasons. Unfair perceptions of women:Some people hold certain perceptions of women not being able to compete with their male colleagues, which is caused by the fact that women are underrepresented in the more senior roles and so there is a belief that women are also unable to perform these jobs.Underrepresentation of women:Because there are very few women in these types of roles, other women in the organisation are not encouraged to aspire to reach the higher positions. However, when women actually manage to ‘break through the glass ceiling’, there are certain negative outcomes associated with it.An unfortunate outcome of women being able to break through the ceiling is that several of them adopt male behavioural traits. This is the result of trying to fit in into an environment dominated by men. When women manage to obtain more senior roles they are often worked against by junior contemporaries and struggle to ‘earn their respect’. This is purely because they are a female in an important role.Likewise, women in senior roles are often viewed as a ‘queen bee’ by others in the organisation. This attitude, however, does not exist towards men in similar positions. Fortunately, research predicts that the women of Generation Y will be the first generation to break through the glass ceiling. This is because there exists a need for a new set of leadership skills which are different from the typical masculine leadership skills and the women of generation Y often possess these sought-after skills.3. Women are less likely to be promotedAnother reason as to why women don’t hold as many top management positions as their male counterparts is because they are less likely to be promoted.The higher you look in organisations, the fewer women you will see. Despite having made considerable progress regarding women’s rights, women remain underrepresented at every level in the corporate ladder. For example, the percentage of women in C-suite positions stands at just 19%.Here are a few reasons as to why women are not promoted:Difference in attitudes between women and men:Studies have shown that whilst men tend to ignore their weaknesses and apply for promotions, women, on the other hand, tend to focus on their weaknesses and therefore believe that they are not equipped for the role in question. Even if a woman is more qualified than a man for the relevant role, it is more likely be the man who applies for the promotion. This means that women’s skills and abilities aren’t best utilised which serves as an opportunity cost for many organisations. Women, therefore, must have confidence in highlighting their strengths and in going after what they want. Women expect less:Women often believe that their gender will act as a barrier to getting a promotion. In fact, women are 3 times more likely than their male counterparts to think that their gender will make it more difficult to get a promotion or raise. This is the result of female employees continually witnessing the notable absence of women in managerial roles. Consequently, women are not encouraged to reach these higher roles as they can often believe that if there is an opportunity to be promoted to a higher position, a man will undoubtedly be awarded with the promotion. Unconscious gender bias:According to Harvard’s global online research study, 76% of people are gender-biased and believe that men are more suited to certain careers than women. This gender-bias is also present in board members, albeit unconsciously. It is for this reason that women are less likely to be promoted as they are often considered as weak contenders to their male counterparts and unable to perform top management jobs.Why is it so vital to eliminate the gender pay gap?Not only is closing the gender pay gap the right thing to do, but it also makes economic sense for organisations and for the country as a whole.Strengthen organisations:The lack of qualified women in top management roles is a huge opportunity cost for companies. To illustrate, women’s skills and abilities aren’t being best utilised and companies aren’t tapping into the entire available talent pool. Closing the gap and promoting qualified women to senior roles means that companies can strengthen the available skills set of their teams and improve their organisational success. Boost the economy:In a similar manner, the UK Government statistics suggest that the economy could grow 10% by 2030 if women could find the right jobs. Promote gender equality:eliminating the gender pay gap is also a huge step towards achieving gender equality.How do we change this?1. Recommendations for women:Expect more. Expect equal pay.Ask for what you want. Don’t wait to be promoted - go after promotions yourself. 2. Recommendations for men:According to a study that was conducted by the Institute of Leadership & Management, only 38% of men agreed that the glass ceiling still exists. Men should therefore be encouraged to read reports and studies on this topic, to understand that the glass ceiling is still very much an issue, and for them to reflect on their role within it. 3. Recommendations for education professionals:Encourage girls and young women to study subjects and pursue careers that have been traditionally dominated by men. Make it clear that there is no such thing as female and male jobs and teach them that women can pursue a career in any field. 4. Recommendations for employers:The CIPD/ Telefonica recommends that organisations should assess where the gender imbalances can be found and if there is a specific level where women stop progressing and if so, seek to understand why that is happening. Report on the gender pay gap within your company. By law, companies with 250 or more employees will have to report of their gender pay gaps by April 2018. This will help employers to identify ways in which the gap can be tackled and it will also encourage them to take fast action to eliminate any gender pay gap. Provide female employees with more feedback. As has been proven several times, women ask for feedback from their employers just as much as men however, they are less likely to receive it. Providing feedback to female employees can help them to recognise their strengths and they may, therefore, feel more confident in going after a promotion. Ensure your workplace is gender diverse. Otherwise stated, ensure that both women and men are represented at every level in the corporate pipeline.

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The gender pay gap takes many forms: from women doing more part-time work, to taking the hit for being on parental leave longer than their male partners.

According to the BBC, the gender pay gap in the UK currently sits at 18.1% for all workers and 9.4% for full-time staff. Some people mistake the gender gap for being a gap in wages between men and women in the same position with the same qualifications. However, women do have legal entitlement to equal pay for equal work. So why is there a gender pay gap when men and women are required by law to be paid the same wage for the same work?

The gender pay gap leaves women with a significantly lower total pay than men during their working lives, due to several reasons. One of the biggest reasons as to why women receive lower earnings than men is because they remain underrepresented at every level in the corporate ladder. In other words, women do not often hold top management jobs. In fact, the percentage of women who hold managerial positions sits at just 37%. This issue is even more critical for women of colour who face even more barriers for being a ‘double minority’ due to their race and gender.

As a result of the underemployment of women, the workforce is likely to be deprived of talent given that women’s skills are not utilised effectively.

In order to address the issue of the gender pay gap, firstly we must question why the gender pay gap exists. This article shall discuss a few of the reasons as to why women earn less than men. Some of the themes which will be explored include: family responsibilities, the glass-ceiling and women’s chances at being promoted.

Why are women paid less than men?

1. Unequal distribution of family responsibilities

One of the principal reasons as to why women possess less senior positions than their male counterparts is due to the unequal distribution of family responsibilities. In other words, family responsibilities are not equally shared as women often assume more of these responsibilities and as a result, have more frequent career breaks.

Unequal maternity and paternity leave: By law, eligible female employees can take up to 52 weeks maternity leave with 39 of those weeks being paid. Men, on the other hand, are only granted a maximum of 2 weeks paid paternity leave. This unequal share of parental leave plays a significant role in expanding the pay gap. The CIPD claims that the UK lags behind 28 countries when it comes to sharing parental leave, due to men in the UK only being entitled to 2 weeks paid paternity leave. Evidently, it is still considered the norm for mothers to play the main role when caring for a new child, which can be reflected in both regulations and attitudes. However, a recent law allows women and men to share parental leave. This can enable women to return to work sooner and share the responsibility of childcare with their partner. Nevertheless, not every couple is entitled to shared parental leave.
Loss of confidence:
In addition, there are some who believe that women often return to less senior roles as a result of a loss of confidence after being off on maternity leave. Sharing paternal leave and women returning to work sooner could be a way to avoid this loss of confidence.
More women than men work part-time:
After going on maternity leave, women do not always return to a full-time job. This is mostly due to childcare responsibilities. In fact, according to the BBC, women are three times more likely to be part-time workers than men. From April until June 2016, 41% of women in the UK were working part-time - a stark contrast to the 12% of men who were working on a part-time basis. Given that part-time workers are on average paid 32% less per hour than full-time employees, women earn on average 16% less per hour than men. This contributes significantly to the gender pay gap.

2. The infamous glass-ceiling

The CIPD defines the glass ceiling as the barrier to women achieving senior positions in organisations due to different reasons.

Unfair perceptions of women:
Some people hold certain perceptions of women not being able to compete with their male colleagues, which is caused by the fact that women are underrepresented in the more senior roles and so there is a belief that women are also unable to perform these jobs.
Underrepresentation of women:
Because there are very few women in these types of roles, other women in the organisation are not encouraged to aspire to reach the higher positions.

However, when women actually manage to ‘break through the glass ceiling’, there are certain negative outcomes associated with it.

An unfortunate outcome of women being able to break through the ceiling is that several of them adopt male behavioural traits. This is the result of trying to fit in into an environment dominated by men.
When women manage to obtain more senior roles they are often worked against by junior contemporaries and struggle to ‘earn their respect’. This is purely because they are a female in an important role.
Likewise, women in senior roles are often viewed as a ‘queen bee’ by others in the organisation. This attitude, however, does not exist towards men in similar positions.

Fortunately, research predicts that the women of Generation Y will be the first generation to break through the glass ceiling. This is because there exists a need for a new set of leadership skills which are different from the typical masculine leadership skills and the women of generation Y often possess these sought-after skills.

3. Women are less likely to be promoted

Another reason as to why women don’t hold as many top management positions as their male counterparts is because they are less likely to be promoted.

The higher you look in organisations, the fewer women you will see. Despite having made considerable progress regarding women’s rights, women remain underrepresented at every level in the corporate ladder. For example, the percentage of women in C-suite positions stands at just 19%.

Here are a few reasons as to why women are not promoted:

Difference in attitudes between women and men:
Studies have shown that whilst men tend to ignore their weaknesses and apply for promotions, women, on the other hand, tend to focus on their weaknesses and therefore believe that they are not equipped for the role in question. Even if a woman is more qualified than a man for the relevant role, it is more likely be the man who applies for the promotion. This means that women’s skills and abilities aren’t best utilised which serves as an opportunity cost for many organisations. Women, therefore, must have confidence in highlighting their strengths and in going after what they want.

Women expect less:
Women often believe that their gender will act as a barrier to getting a promotion. In fact, women are 3 times more likely than their male counterparts to think that their gender will make it more difficult to get a promotion or raise. This is the result of female employees continually witnessing the notable absence of women in managerial roles. Consequently, women are not encouraged to reach these higher roles as they can often believe that if there is an opportunity to be promoted to a higher position, a man will undoubtedly be awarded with the promotion.
Unconscious gender bias:
According to Harvard’s global online research study, 76% of people are gender-biased and believe that men are more suited to certain careers than women. This gender-bias is also present in board members, albeit unconsciously. It is for this reason that women are less likely to be promoted as they are often considered as weak contenders to their male counterparts and unable to perform top management jobs.

Why is it so vital to eliminate the gender pay gap?

Not only is closing the gender pay gap the right thing to do, but it also makes economic sense for organisations and for the country as a whole.

Strengthen organisations:
The lack of qualified women in top management roles is a huge opportunity cost for companies. To illustrate, women’s skills and abilities aren’t being best utilised and companies aren’t tapping into the entire available talent pool. Closing the gap and promoting qualified women to senior roles means that companies can strengthen the available skills set of their teams and improve their organisational success.
Boost the economy:
In a similar manner, the UK Government statistics suggest that the economy could grow 10% by 2030 if women could find the right jobs.
Promote gender equality:
eliminating the gender pay gap is also a huge step towards achieving gender equality.

How do we change this?

1. Recommendations for women:

Expect more. Expect equal pay.
Ask for what you want. Don’t wait to be promoted - go after promotions yourself.

2. Recommendations for men:

According to a study that was conducted by the Institute of Leadership & Management, only 38% of men agreed that the glass ceiling still exists. Men should therefore be encouraged to read reports and studies on this topic, to understand that the glass ceiling is still very much an issue, and for them to reflect on their role within it.

3. Recommendations for education professionals:

Encourage girls and young women to study subjects and pursue careers that have been traditionally dominated by men. Make it clear that there is no such thing as female and male jobs and teach them that women can pursue a career in any field.

4. Recommendations for employers:

The CIPD/ Telefonica recommends that organisations should assess where the gender imbalances can be found and if there is a specific level where women stop progressing and if so, seek to understand why that is happening.
Report on the gender pay gap within your company. By law, companies with 250 or more employees will have to report of their gender pay gaps by April 2018. This will help employers to identify ways in which the gap can be tackled and it will also encourage them to take fast action to eliminate any gender pay gap.
Provide female employees with more feedback. As has been proven several times, women ask for feedback from their employers just as much as men however, they are less likely to receive it. Providing feedback to female employees can help them to recognise their strengths and they may, therefore, feel more confident in going after a promotion.
Ensure your workplace is gender diverse. Otherwise stated, ensure that both women and men are represented at every level in the corporate pipeline.

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They are well-positioned to offer constructive criticism, make tough decisions, and hold individuals accountable, all without the emotional intricacies that can often ensnare familial dynamics.4. Avoiding Nepotism PitfallsNepotism, the act of favouring family members over more qualified candidates, can at times cast a shadow over family businesses. Its detrimental effects can lead to resentment among employees, obstruct talent development, and ultimately jeopardise the business's performance. Recruitment agencies, with their expertise, can guide family businesses towards implementing fair and transparent hiring practices, where qualifications and experience take precedence over familial ties.5. Bridging Generation GapsFamily businesses often span multiple generations, each with distinct values, expectations, and work styles. An external hire, acting as a bridge between these generational chasms, can inject new ideas and facilitate communication and collaboration among family members of different age groups. This ensures a harmonious work environment and the continuity of cherished traditions.6. Expanding the NetworkExternal hires bring with them an invaluable gift – an expansive network. In industries reliant on extensive connections and partnerships, this can be a game-changer. Recruitment agencies, armed with a diverse pool of candidates and extensive networks, can open doors to resources and opportunities that family businesses might never have contemplated.7. Professional Development and Succession PlanningHiring external talent can be an integral part of a family business's succession planning. It enables family members to concentrate on honing their skills and leadership abilities, secure in the knowledge that qualified individuals within the organisation can assume pivotal roles when generational transitions beckon. How Stafffinders Can HelpNow that we've illuminated the significance of making the right external hires, let's explore the advantages of working with an agency and the pivotal role Stafffinders can play in this process: 1. Expertise in Family Business DynamicsOur specialised hiring firm grasps the intricate challenges and dynamics unique to family enterprises. We excel in identifying candidates who not only align with the business's needs but also harmonise seamlessly with the family's culture, especially since we are also a family business. We understand the importance of protecting legacy and heritage.2. Customised Search and SelectionWe tailor the search and selection procedures to the family business's distinct requirements and values, ensuring candidates are a perfect cultural fit.3. Assessment and EvaluationAt Stafffinders, we employ robust assessment methods to meticulously evaluate candidates, ensuring they possess the requisite skills, experience, and personality traits essential for success within your business.4. Generational Handover SupportWe understand the unique challenges and opportunities that come with generational handovers in family businesses, as we have experienced them firsthand. We can provide invaluable support to fellow family enterprises navigating this critical transition. Our insights into successful generational transitions can guide you in making informed handovers and hiring decisions that will foster continuity, innovation, and sustainability and help ensure a seamless and prosperous passing of the torch to the next generation in your family business. Integrating external hires into a family business represents a strategic manoeuvre that brings forth fresh perspectives, professionalism, and opportunities for growth. Yet, this integration must be approached with meticulous care to preserve the family's unique dynamics and heritage. Stafffinders, a long-standing recruitment agency rooted in the ethos of a family business, can be a guiding star in the quest to identify and select the ideal candidates. Our involvement contributes not just to immediate success but also to the enduring legacy and resilience of the family business. Embracing external talent, with the support of a recruitment partner, empowers family businesses to thrive amidst the ever-evolving business landscape while safeguarding cherished family business traditions and values.Take a look at our services to find out more about what we offer and how we can support your family business.

Challenging Job Interview Questions and How to Answer Them

If you were a kitchen utensil, which one would you be and why? You may think this type of question is never going to crop up in your upcoming job search, right? Wrong. Welcome to the future of job interviews, where quirky questions are becoming more common and thinking of answers outside the box is a must. Let’s brush up on your interview skills and prepare for the unexpected. Here are some of the most unusual questions you might encounter in your next interview, and how to answer them like a pro. "If you were a fruit, what kind of fruit would you be?"This classic oddball question is still used, and it's not going anywhere. The key to answering this question is to think about the qualities of the fruit and how they relate to your personality. For example, apples are adaptable and can be used in a variety of ways, from snacks to desserts to sauces and this may relate to your varied skillset and ability to handle different tasks and challenges with ease. Lemons are often associated with sourness, bitterness, and negativity, so describing yourself as a lemon might not be the most positive or effective way to present yourself in an interview!Whatever your answer, be sure to explain how your chosen fruit reflects your personal attributes and strengths and relate that to the job you are interviewing for. "If you were stranded on a desert island and could only bring three things, what would they be?"This question may seem like a no-brainer, but it's actually a great way for the interviewer to see how you think under pressure. Don't just give a list of items you'd want to bring – explain why each item is important to you and how it would help you survive. For example, you might choose a knife for cutting food and making shelter, a trunk of books: fictional books for entertainment, puzzle books for mental stimulation, survival skills books to enhance the chance of escape, and a solar-powered satellite phone for calling for help. It is important to choose answers that showcase your problem-solving skills and ability to adapt to challenging situations.And remember, it’s a “desert” island… "If you could have any superpower, what would it be?"Thanks to a new wave of superhero TV shows and movies, such as Deadpool, Guardians of the Galaxy and The Marvels, so it's no surprise that this question is still popular. Your answer should reflect not only your personal interests but also your professional goals. If you choose telekinesis (moving objects), you might talk about how it could help you increase productivity and efficiency. For instance, you could move files and documents around without having to get up from your desk or manipulate tools and equipment without having to physically touch them. If you choose the ability to teleport, for example, you might explain how it would allow you to travel more efficiently for work-related tasks while saving on time and travel costs, as well as being more environmentally friendly! "If you could be any fictional character, who would you choose?"This question is all about imagination and creativity. Choose a character that you admire or relate to and explain why you think they would be a good fit for the job you're applying for. For example, if you choose Hermione Granger from the Harry Potter series, you might talk about her intelligence, problem-solving skills, and dedication to learning – all qualities that would make her a great asset to any team.You may also want to expand on this by talking about how the character relates to your ethos and values. For example, Hermione's ability to stand up for what is right, even in the face of adversity. She is also a powerful advocate for social justice. You can explain how you share this commitment to equity and inclusion and believe that it is important to use your skills and influence to make the workplace a better environment. "What would you do if you won the lottery?"This question may seem unrelated to the job you're applying for, but it's actually a great way for the interviewer to see how you prioritise your goals and values. Don't just talk about what you'd buy – explain how you would use the money to achieve your long-term goals and make a positive impact.For example, you might say that the first thing you would do is take some time to carefully consider your options and plan out your next steps, this shows the interviewer you don’t go in gung-ho and approach situations with a strategy in place. You might explain that you would choose to invest in your development and education, donate some to a cause that you're passionate about, purchase a home, select some investments for security and book that once-in-a-lifetime holiday to feed your soul – don’t forget you’re a human being and in reality, we would all spoil ourselves a little! In essence, it's crucial for all questions to reflect on how your responses in an interview reflect your personal and professional identity. Is it possible that your answers may leave a negative impression on the interviewer? For instance, while teleportation may boost productivity, could the employer perceive it as a means to avoid dealing with challenging situations? One effective approach is to test your answers with friends and family before the actual interview, assess their feedback, and make necessary adjustments. Ultimately, being thoroughly prepared at all times is the ultimate solution! In conclusion, the key to answering quirky interview questions is to be creative, thoughtful, and authentic. Don't be afraid to show your personality and share your unique perspective – after all, that's what will make you stand out from the crowd. Good luck, and may the force be with you!

Family Business Top 100

We are delighted that our CEO, Jane Wylie-Roberts, has been included in the Family Business Top 100 and recognised for Inspirational Leadership and as a Champion of Change and Innovation!Family Business Top 100 showcases the best family business individuals across the UK.  Nominations were sought from all corners of the UK and all sectors of the economy. Entrants must have been working in a senior position within the business for at least five years.  As Paul Andrews, Founder of Family Business United who has created this report explains, “Family businesses are the backbone of the UK economy and often the unsung heroes too.  Family firms are significant contributors to the economy in terms of jobs provided, income generated and wealth created and behind each family firm are individuals driving them, making decisions and looking to the future.  Family firms take the long-term view and invest in their businesses and the communities in which they operate and we wanted to create the Family Business Top 100 to recognise outstanding individuals within these organisations and to shine a light on the people that are making a difference within the business and more broadly too.”“What better way to celebrate the vibrancy of a sector than to highlight the people within family businesses, leading from the front, fulfilling a role as a steward for future generations, those developing sustainable practices and acting as innovators and agents of change, the next generation embarking on key initiatives that will drive the next stage in the family business journey and those that have delivered a lifetime of service and commitment to the family business.  Each and every one of them deserves to be recognised and celebrated.  It is these individuals and the family firms they are associated with that is at the very heart of what we do – championing family firms across the whole of the UK and beyond.”“The past few years have not been easy and pulling the Family Business Top 100 together has provided us all with the opportunity to celebrate the contribution of family firms and the significant impact that individuals within them make each and every day.  Family business matters and we are proud to celebrate and showcase 100 individuals who are truly deserving of their place in the inaugural report.  Congratulations to each and every one of them and their contribution to an exceptional body of family business talent,” concludes Paul.The article goes on to say, ‘Jane leads from the front with a determination and passion to succeed.  Her leadership style has enabled the business to fully embody their family business roots to create a successful business with a great culture. Jane is an inspiration to those around her and fully deserves her place in the Family Business Top 100.’ Which we couldn’t agree with more! You can read more about Jane’s recognition here.If you enjoyed reading this, read our previous blog on Family Business Day 2022.

Benefits of securing a temp job over the festive season

Looking to secure a temporary role over the Christmas period?From meeting new people and gaining additional experience, to exploring your career path and earning a little extra cash over the Christmas holidays, there are plenty of perks surrounding temp jobs, especially over the festive season.Read on to find out the many advantages of securing a temporary position over the Christmas period with Stafffinders.Earn extra money for the festive seasonOne of the biggest advantages of securing a temp role across the festive season is gaining that extra cash just when you need it! Christmas is undoubtedly the most cash-strapped time of year for many of us, especially when you take into consideration the cost-of-living concerns at the moment, so of course, a seasonal job would help and take a bit of pressure off of your pocket. Whether you can only fit in a few shifts in between your busy schedule or you’re looking to make the most of your spare time over the holidays, any shifts that you pick up can make a difference!Enjoy a flexible working scheduleA temporary role means that you can plan your work around YOU, rather than the other way around. Maybe you are studying and need that extra bit of money to pay your rent, or perhaps you are looking after family members and require a flexible shift pattern. Having this flexibility not only improves your work-life balance but can also bring a great sense of freedom, despite how scary a non-fixed contract can seem at first.Meet new people and networkYou’ve probably heard the saying ‘it’s not what you know, it’s who you know’, and temping will provide you with a lot of ‘who’. You’re bound to meet a variety of new people when working in a Christmas job, making it the perfect chance to add to your contacts – both professionally and socially. As you work your way through temp roles, take the opportunity to make a good impression on those you encounter along the way, and subsequently expand your network.Gain additional experienceIf your CV is looking a little bit tired, a Christmas job is the perfect way to spruce it up. Temping allows you to build invaluable experience and boost those interpersonal skills every employer looks for. Through temp roles, you’ll pick up a vast amount of new skills, which all go towards building an even stronger CV for future full-time, permanent jobs. Every new workplace brings new settings and, most importantly, new opportunities – which in turn will enable you to grow your confidence in the workplace!Protection and securitiesIf you think that you won’t receive the same securities as your permanent position counterparts – think again! As a temp worker, you will still be entitled to all of the benefits that any other individuals would, such as sick pay and holiday allowance. In the Hospitality sector, you would still be entitled to your share of the gratuities received.Enhanced career opportunitiesAs with any temporary job, there is always the possibility of it leading to something long-term. Work to the best of your ability, show off your skills, and make a good impression – you never know where it could lead! Even if they have nothing available at the time, it might lead to another opportunity at some point in the future. It is also a clever way of finding out what job or industry you would ideally like to work for in the future, especially if you are unsure what kind of role you would like to end up in.Interested in a temp role in Paisley, Glasgow, Edinburgh or beyond? Stafffinders have plenty of tips and advice for temp workers looking to secure a new position:Temping is the gateway to a long-term careerThe benefits of temporary work for the employeeKeeping motivated during your job hunt

How to tackle loneliness whilst working from home

Whilst many people live at home with partners, families or friends, there are many that live alone where isolation can take over. Even those that do have a full house can experience the feeling of loneliness.With more people now working remotely, the chances of being lonely and feeling isolated is heightened. Some people are fully accustomed to working from home and for them being alone most of the day is the norm, however for some people it has been harder to adjust. This can cause employees' performance at work to fall, their productivity levels reducing and most importantly their mental health being affected.Working within an office environment provides the opportunity to go and chat to your co-workers, have face to face meetings and generally just have people around you. So, how can remote workers combat the feeling of loneliness in the long-term?Stay connectedMaintaining optimum communication between you and your colleagues while working from home is key! When working from home, social interaction is at a minimum. That’s why it’s so important to introduce more ways to connect and converse with your fellow co-workers on a daily basis. Be proactive in setting up more meetings online and regular calls with those you work closely with. Keep activeBeing in the same environment for a long period of time can take its toll and make people feel lonelier, especially when you’re staring at the same four walls 9-5! Take a step out of the house over your lunch break or in the evening once you’ve finished your day, just being around others' presence can make all the difference. Think of it as a little escape from the place that makes you feel lonely.Whilst popping out for a walk or to the gym may not be the sole cure for loneliness, research has shown that keeping active can reduce anxiety and depression which could contribute to the feeling of loneliness. Encourage face to face meetingsWhen many people started to work from home over the pandemic, meeting face to face was taboo. But now that we are over the covid hurdle and back to normal life, thankfully meeting face to face has made a return. Conducting meetings online has evolved enormously over the past couple of years, however, they can lack emotional interaction, making it harder for people to form connections via these mediums.You may also want to explore the possibility of hybrid working if your office is available or taking a couple of days a week to work within a new environment such as the library or a café. Socialise outside of workDo you stay cooped up at home Monday to Friday and live for the weekends? It could be time to change this mindset if you are experiencing loneliness! Invest your spare time during the week to organise a meet up with friends, join a new gym class or visit family. This mid-week escape from your place of work could make a huge difference to not only the way you perform at work, but could also be a step in the right direction of tackling loneliness. Talk to someoneWhilst advice and tips could help you in the short-term, experiencing long-term loneliness with little sign of improvement is detrimental for your mental health without you realising. At this point, it’s important to organise a confidential chat with your employer and chat about the ways in which you can tackle your loneliness together. Perhaps this is in the form of more virtual meetings with the team or even more social events to bring everyone together. Whatever it may be, remember to put your mental health first within the workplace and reach out when times get tough.For more information on this year’s topic for Mental Health Awareness Week, visit their website to find out more about the loneliness campaign and their expert advice on tackling loneliness.Follow the Mental Health Foundation to keep up with the latest updates:TwitterFacebookInstagramLinkedInExplore more of our tips and advice to help with your mental health at work:How to achieve a strong work-life balanceAchieving work boundaries at homeSupporting Recovery Across Mental Health