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What do you think about “Pawternity leave”?

An article on the BBC website recently caught my eye: http://www.bbc.co.uk/news/business-39579540

A new dog owner in Columbus, Ohio, working for Scottish brewer, Brewdog, has been given a week’s paid leave from work to spend with her new puppy. Brewdog has announced  one week’s paid leave for all workers who adopt a puppy or rescue dog. The sceptical amongst us might think it’s a clever PR stunt, particularly as Brewdog have just opened a 100,000 sq ft (9,000sq m) North American brewery in Columbus.

Whatever the reason,(and it would appear that Brewdog has always been a dog friendly employer) it’s a welcome perk. While money will always be important, there are benefits which firms can offer which really make a difference to employees, don’t necessarily cost the employer a fortune, and take into account an employee’s individual circumstances.

Whether it’s a day off for your birthday, a Christmas shopping day, some time to spend with your dog, children or granny, the appeal of the non- financial perk will only increase in the future. And, as employers look to secure talent from the millennial generation and beyond, the recognition that everyone’s personal circumstances are different requiring a varied suite of benefits will differentiate one employer from another.

Pawternity Leave

 


What’s the latest in the Gender Pay Gap?

UK companies with 250 or more employees will have to publish their gender pay gaps within the next year under a new legal requirement. About half of the UK workforce will be affected by the new reporting rules, which encompass 9,000 employers and more than 15 million employees.

Firms must publish a snapshot of their employee pay as at 5 April 2017 if they are a private business or charity, or 31 March 2017 for those in the public sector.

All the data will eventually be available on a government database, and the early results are starting to filter through. According to a recent report in the Independent,  asset manager Schroders reported a pay gap of  31 %, while at utility firm SSE the pay gap is 23.4 %. PwC reported a 15% difference in pay and Virgin Money 36 %.

As with everything, it’s all very well having the statistics, but what’s really important is what happens with it…otherwise all we have is yet another government database groaning with a weight of information and data.

An interesting viewpoint from  Sam Bowman from the Adam Smith Institute, described the new reporting measure as “counterproductive”.

“It reinforces the idea that the gender wage gap is caused by discrimination by firms against women,” he said.”In fact, it’s more to do with the fact that women are expected to take quite a lot of time out of their jobs after they have children, which interrupts their career progression, and many switch to part-time work when they do return to work.We have more of a motherhood pay gap than a gender pay gap. That gap can be closed by encouraging men to handle a more equal share of child-rearing time and by consumers preferring firms that take the lead in giving flexibility to working mothers.

Perhaps it’s no coincidence then that the UK is in 20th place, according to the World Economic Forum’s Gender Pay Gap Index…..while the country with the smallest gap is ……….Iceland !

 

Gender Pay Gap


2017 marks BLT’s 30th year in business!

We’ll be no doubt getting out the party hats and partaking of the occasional glass or three of champagne throughout the coming year, but it’s worth pausing for a little nostalgic reflection on the past three decades – such longevity isn’t exactly the norm in the world of recruitment!

When we were founded by Mssrs Beament, Leslie and Thomas all those years ago, the aim was to provide ‘inch-wide, mile-deep’ specialist knowledge of the recruitment markets we operated in; we wanted to be the recruiter of choice in our specialist markets, and we wanted to be known as good people to do good business with. Those values remain to this day and we find the BLT of today remaining at the top of the game in all matters related to Indirect Tax & Management Consultancy recruitment.

2017 will be remembered for shock results (cf. the Brexit referendum here in the UK, the surprise Trump presidency etc etc) which has resulted in a general sense of uncertainty in many quarters. However: looking back to when BLT was founded back in August 1987, a few months later ‘Black Monday’ on Wall Street happened – £50 billion wiped of the value of shares on the London stock exchange. Whilst we’re sure there was no link (or was there?!), we’re well used here to expecting the unexpected. Having lived through a number of recessions as well as taking advantage of those market upturns as and when they happen, there’s not much that fazes us round here at BLT!

A quick glance at the well thumbed ‘placement book’ from ’87 sitting proudly on a shelf at BLT towers (and held together by yellowing Sellotape), sees appointments in Tax and Consulting on salaries between £11,000 and £24,000 – these days recent BLT appointments have ranged between £25,000 and £200,000! The other thing that immediately strikes you is the range of accountancy firms recruiting: Arthur Andersen, Arthur Young, Binder Hamlyn, Coopers & Lybrand, Ernst & Whinney, Grant Thornton, Hays Allen, Moore Stephens, Pannell Kerr Forster, Peat Marwick McLintock, Price Waterhouse, Spicer & Oppenheim and Touche Ross all took staff on from BLT in those early months – what it must have been for a candidate to have so much range of choice! Lovely to see that all those early clients back then are still our clients of today (albeit in rather changed forms post a zillion mergers/acquisitions!). On the corporate front, British Gas and Prudential hold the honour of our first ‘in-house’ placements – these days our work is split much more evenly between corporate in-house appointments and the professional services firms, with key recent clients including the likes of Amazon, Bloomberg, BP, Burberry, GSK, Legal & General, Liberty Global, Samsung, Thomson Reuters etc etc.

Our work has taken us beyond the UK borders too – we’ve worked in Australia, Bahrain, China, Czech Republic, France, Germany, Guinea, Hong Kong, Hungary, Ireland, Italy, Kenya, Malaysia, The Netherlands, New Zealand, Poland, Romania, Russia, Singapore, South Africa, Switzerland, Tanzania, Thailand, United Arab Emirates and the USA.

So what else has changed in the world of recruitment since?

In the last three decades, BLT have gone through 3 offices, the retirement of the three founders and employed a mere 75 recruiters and 22 support staff. Looking at the current BLT gang, the average length of tenure here at BLT is just over 12 years – unheard of in the world of recruitment!

Some highlights from the Management Consultancy team: the first recruitment firm to specialise in the recruitment of Management Consultants; consistent winners of team and individual awards in the annual Top Consultant Recruiter awards; assisting the Big 4 to build specialist consulting practices, partnering with boutique and niche consulting firms to establish their brand; introducing fast stream Public Sector individuals to the growing Public Sector consultancy market in the 80/90s; recruiting individuals from all walks of life into strategy consultancy; supporting a range of corporates as they look to build their own in-house consulting capability; extending our reach to the international market.

And from the Indirect Tax team: Identifying Indirect Tax as a niche field in its own right separate to the rest of the tax profession; helping those early Indirect Tax pioneers move into the private sector in the late 80’s; establishing in-house Indirect Tax functions in the 90’s and working with the large accountancy firms on setting up the graduate training programmes at the end of that decade; working in Australia on GST implementation at the turn of the Millennium; giant growth of the Indirect Tax profession in the 00’s and adapting to the increased scrutiny on Indirect Tax compliance post Enron and Sarbanes Oxley; technology advancements in the last decade and currently Middle East VAT implementation and being poised for the growth of the Customs & International Trade market in the run up to Brexit.

We’ve worked hard to remain consistently relevant in a rapidly evolving recruitment landscape, one such example being the addition of our new Executive Coaching Division.

I’ve just typed in ‘longevity’ into an online thesaurus, and it came up with some dubious results such as ‘old age’, ‘lifetime’, ‘endurance’ and even ‘dotage’, so I won’t be using THAT online tool any more. Typing in ‘constancy’ comes up with more cheerful synonyms: ‘dependability’, ‘trustworthiness’, ‘loyalty’, ‘tenacity’, ‘determination’, ‘integrity’…all these sum up what BLT has been all about, we feel.

We’d like to say a big thank you to all those we have worked with over the years, whether as clients, candidates or former colleagues. What great fun we’ve had on the recruitment rollercoaster, and we look forward to keeping our recruitment offering as fresh, relevant and agile as it was back in the day.

 

30th Anniversary


Small (baby) steps and a giant leap (of faith)

By Tariq Siraj

I will very imminently be going on paternity leave as daughter #2 is due to arrive in the coming days. I won’t lie to you, this blog was a bit of an afterthought; by ‘imminently’ I actually meant “I’m leaving the office in about 60 minutes to go on paternity leave”.

I was very keen to write something about it – but unsurprisingly my mind has for the most part been elsewhere; making sure hospital bags are packed, making sure we have child-minding cover for our 2 year old, making sure our 2 year old kind of knows what to expect, deciding on a name, working out ways we can avoid the dreaded ‘double buggy’, being amazed at the amounts of new born clothing we have, washing said mountain, getting back into that mind-set of ‘does this need sterilising? – let’s sterilise it anyway!’ and, of course, making sure my wife is happy with the levels of Häagen-Dazs in the freezer.  That, along with being at work, doesn’t leave much time to write a blog.

So, here we are, 54 minutes from leaving for 3 (or maybe 4) weeks and I’m wondering what to write about.  Actually it’s 52 minutes now as I’ve just re-read the above – and it’s hit me; uncertainty. Or rather – the joy of uncertainty.

You can attach that to anything; having a baby, work, lifestyle, sports, travel – and there is a certain beauty to not knowing an outcome.  Of course there’s a definite comfort in the safe and secure – particularly where our families or livelihoods are concerned – but in a way don’t we also live for those moments that require a bit of spontaneity? I’m not saying we abandon knowledge, due-diligence or common sense – but nothing quite compares to those times when we take a bit of a leap of faith without the security blanket.  Those slightly scary moments.

It could be the conclusion of a deal at work, the nervousness of whether you’ve beaten your PB on that half marathon, the last 20 minutes of a flight into a country you’ve never visited before or, indeed, having a baby. In fact, being a parent at all qualifies pretty well.

Reproduction is the one thing our species have always done and always will do, yet there are endless mysteries surrounding this most fundamental of human endeavours. When my wife and I get back from the hospital with our first daughter we fell onto the sofa, considered this new family member in their cot in the middle of the room, looked at each other and said ‘now what?’. And don’t even get me started on those weird black tar poos in the first 2 days – no-one told me about those!

Now, a great life example of spontaneity is not knowing the sex of a baby until they arrive – and I’ve not taken my own advice on that one. We already know it’s a girl but I have to admit, it was partly to understand in advance the levels of recycling we could do with our existing baby girl clothing, and partly that it’s just too big a piece of information to not know!  Let’s be clear, my rule doesn’t apply on that issue – it’s a step too far. I really just don’t know how people do it.

Anyway, it’s now 27 minutes to go and I really should tie up those last few lose ends. I know I’ll forget something or leave something crucial at the office which I’ll realise tomorrow – but, hey, maybe there’s a beauty in that.

 

TAS Blog - April 2017


Imposter Syndrome

Coaching

 

‘Imposter Syndrome’ is a term that is frequently bandied around, but what does it actually mean? Well, in short, it is a term that is normally used to refer to high achievers, usually (though not exclusively) women, who have a persistent fear of being ‘found out’. It can feel as if you have the word ‘Fraud’ stamped on your forehead in neon letters for all to see.

If there is one recurring theme that has cropped up in my Coaching practice over the past year, it would be this one, frequently from extremely accomplished, articulate and ‘together’ women who you would never believe felt anything other than in control of their lives and careers.

So whilst recognising that Imposter Syndrome flourishes in the most unexpected quarters, what can be done? In my experience, there isn’t a one size fits all solution,  as the roots of these feelings can stem from all sorts of circumstances, but there are certainly some strategies that can be adopted  to minimize the perception that you are not worthy of the success you have achieved or that one day someone is going to call you out on the role you are undertaking.

Many women in the public eye have been open about succumbing to this syndrome  – Sheryl Sandberg, Maya Angelou, Emma Watson, Kate Winslet, to name but a few,  and similarly amongst my own peer group – including myself. So what can be done? Here are some suggestions I’ve used myself, and that have been documented by others who have researched this thorny subject:

  • Silence your ‘Inner Chatter’ – you know, that annoying voice inside your head that tells you, often and quite definitely, that you aren’t worthy, you can’t do it, others will be far better than you..…the list is endless.  Voicing these thoughts can help to make sense of the chatter, and quite often articulating them makes them seem less  scary. So find a friend, a mentor, a trusted colleague – someone who will listen without judgement and help you make sense of the chatter – and talk to them. This should at the very least help  turn the volume down a notch.
  • Accept praise. How many times have you been given praise, or congratulated on an achievement,  only to dismiss it or make a self -deprecating remark? Next time someone says well done , take a moment to think if it is deserved, and if it is – then accept it graciously! Positive affirmation is a great was to shore up a feeling of self- belief.
  • Don’t be afraid to try something new.  Received wisdom is that men are far more likely to take a risk with something new whereas women will take the view that they can’t do something because they’ve never done it before, haven’t had the training …..the list of excuses can be many and varied!  If you never put yourself forward at work, never let your talents shine through, never say what it is that you want to do – how will anybody know? So be prepared to speak up, to volunteer for that responsibility, to ask for the training you need so that you can move forward, and sometimes be prepared to take a risk. Ask yourself – what’s the worst that can happen? And more positively, think how great you’ll feel when you succeed!
  • Don’t beat yourself up.  Sometimes we make mistakes, or we upset someone, or we don’t win a pitch, or we don’t manage our team as well as we might. That’s life,  and most of these situations don’t happen with malice aforethought .  So look at the situation honestly,  think about what you can learn from it….. and then move on. Many women are great at over analysing a situation, waking in the wee small hours to go over and over it and agonising about what they could have done better.  Try not to waste your energy in this way and rather channel it into remembering what you have done well, your achievements, your successes, the bright spots in your day.
  • Develop techniques and tricks to help you cope with those times when the imposter voice is shouting at you. Call it displacement activity, what you will, but  find something that reduces stress, calms or distracts you:  deep breathing, practice Mindfulness, go for a walk around the park at lunchtime, buy yourself an adult colouring book, indulge in some retail therapy – whatever it is that enables you to get some perspective on a situation and helps release those feel-good hormones.
  • And finally – Remember – you are not alone! Look around you at your colleagues and friends. You think they are all sailing through life, brimming with confidence,  knowing exactly where they are going and how they are going to get there? Wrong. They all have their insecurities, doubts and worries.  Knowing this might make it easier to recognise and celebrate your own achievements and accomplishments,   and empower you to reach your personal and professional goals.

plant


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