The Deaton review will investigate the causes and consequences of different forms of inequalities, and the ways that they can be reduced or mitigated; covering not only trends in economic inequalities, but also health inequalities and geographical inequalities, and inequalities by gender and ethnicity, among many other aspects.
Universal basic income is a universal and unconditional cash transfer from the state to all its citizens. The idea has attracted considerable interest, including in Scotland where a feasibility study undertaken by four local authorities is in progress. The Finnish experiment is considered here.
The BEIS Committee’s report on industrial strategy addresses the processes of securing sector deals and what has been achieved or agreed through them so far. The process has tended to favour sectors that have already received significant state funding and ignoring the challenge of the ‘long tail’ of low productivity.
Millennials are set to make up 50% of the UK’s workforce by 2020 with Generation Z following close behind. This briefing explores these changes and looks at the ways in which local authorities can adapt in order to attract and retain younger talent.
The King’s Fund, in “Closing the gap: Key areas for action on the health and care workforce”, state that workforce shortages are already having a direct impact on patient care and staff experience and urgent action is now required to avoid a vicious cycle of growing shortages and declining quality.
What is the current state of the roll out of Universal Credit? We look here at two reports produced by the House of Commons Work and Pensions Committee on benefits sanctions and UC; and at what is known so far (very little) about the new Work and Health Programme.
Working Families and Bright Horizons Family Solutions have published their Modern Families Index, produced annually since 2012. It looks at how working families manage the balance between work and family in the UK.
Councils are facing substantial challenges, and this has led to an increased need for its workforce to change and adapt. The skills and experience needed will be broader then the technical expertise that has stood many in good stead historically.
In its inquiry the Women & Equalities Select Committee heard that employer responsibilities are poorly understood, and its report recommends a shift in the burden for tackling sexual harassment at work from individuals to employers who would be under an obligation to take responsibility for changing behaviours at work.
What are the factors behind workforce sickness and what contributes to a healthy workforce? How can leaders and managers influence the content of any organisational health and wellbeing programme and how can they personally influence the culture of the organisation?