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Today we join Chandler Macleod Group who is hosting Harden the Cup Up Day. ‘Harden the Cup Up Day’ is an initiative aimed at increasing education and awareness of the damage of single-use cups on the environment.

Did you know that there will be more plastic than fish in the ocean by 2050?  Offices are huge culprits to using takeaway cups. Which is why we want to be part of resolving this issue instead of causing it. Here are some key facts as to why we feel this initiative is so important: 

  • Disposable cups are difficult to recycle due to a fused plastic lining which makes the cup waterproof. This plastic is difficult to remove and recycle, and cups often don’t make it to recycling bins in city environments.
  • Eventually plastic breaks down into smaller micro-plastic which can contaminate the environment.
  • Each year, at least 8 million tonnes of plastics leak into the ocean – which is equivalent to dumping the contents of one garbage truck into the ocean every minute!

Rob Zandbergen, CEO RGF Staffing: “So that’s why we support Chandler Macleod’s initiative. Today all headquarter colleagues of RGF Staffing use a reusable cup, a mug or a glass to consume the drinks. And from today we will make a habit of this. It is a small effort with a positive effect on our environment.”

Please also take a look at this video.

For more information: www.hardenthecupup.com

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In the Netherlands, several companies are taking innovative steps to increase diversity and inclusive hiring in the workplace. We are proud to say that our own company, Unique, an employment placement agency in the Netherlands, implemented an ambitious effort to guard against unconscious bias.

During the "Week of the Anonymous CV", age, gender, origin, dates and name were eliminated from resumes being evaluated by their clients. The only information the consultants of Unique gave to the hiring managers was the person's experience and education. Unique was seeking to give more attention to the skills, experience, and educational attributes of a candidate for a position; not the factors that may exclude qualified candidates based on bias.

Diana_Magielsen_UniqueUnique's Operational Director, Diana
Magielsen, expressed her thoughts on discrimination poignantly: "At Unique we
want to take a stand against distrust,
prejudice, stereotyping and exclusion. Unfortunately, discrimination is a persistent social problem that we cannot solve alone.
But when organizations are determined to reflect society's diversity, we can make a valuable contribution." 

Fostering a culture of inclusion

Recruit Group seeks to challenge the cultural meanings that people apply to one another - intentionally or unconsciously. We believe empowering a diverse team of people to pursue their passions, guided by equality
in the workplace, is the best way to
strengthen any team. 

Inclusivity is integral to successful organizations

When actions are taken to promote inclusive and sustainable workplaces, the results demonstrate the benefits of diversity in the workplace and its social impact. Our mission is to help people achieve their passions, regardless of race, gender, age, sexual orientation, religious affiliation, or disability. And in doing so, inclusivity becomes an integral element of successful organizations. Inclusivity allows businesses to benefit from having the most skilled employees on their teams, generating a wealth of diverse ideas and avenues toward growth.

RGF Staffing is subsidiary to Recruit Holdings. Read more on Sustainability at Recruit Holdings.
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Mental Health Month is coming up in Australia. Throughout the country there are numerous initiatives in October to raise awareness on social, psychological, and emotional wellbeing. At Recruit Global Staffing the wellbeing of our people is one of our top priorities, because our (temp) employees are our biggest asset. For them to perform as best as they can and feel happy at their job, it’s vital that their leaders support mental health at their workplaces. One of our leaders, Peter Acheson CEO of the Chandler Macleod Group (consisting of our Asia Pacific brands Chandler Macleod, Peoplebank group, AHS Hospitality, Vivir, OCG Consulting and Aurion) sat down with two of his Senior Chandler Macleod People Insights team members, to find out just how leaders can ensure that their organization is mentally healthy.
Acheson: “As leaders we are so caught up in the mechanics of keeping workplaces running effectively and profitably that we can forget the ultimate importance of focussing much of our efforts on keeping our employees safe, healthy and empowered. I was very interested to read that only 5 in 10 employees (56%) believe their most senior leader values mental health (Beyond Blue & Headsup.org.au, 2014) and that between 13%-17% of depression cases can be attributed to career strain.
 
Recently I spoke with Anna McNaughton, our General Manager of Career and Change in CMPI, and Narelle Dickinson, our Senior Consultant Psychologist.
 
Here is what we talked about…
 

What do you consider to be the most important mental health habits for the workplace?

Anna: "The little things that an organisation can do can help make a big difference to its workforce. People need clarity around their role and expectations – they need to know they are doing their roles and get positive and constructive feedback to develop. They need good communication often from their managers. They need to feel like they can trust their manager."
 
Narelle: Ensure that staff know that there are no expectations for them to be working long hours by establishing a workplace culture that promotes people taking an actual break for lunch. Preferably sitting down away from their desk or even outside. That same culture will help to encourage them to take regular breaks, engage with their teams and move enough to maintain physical health.
 
Also providing a physical environment that helps staff feel valued and appreciated. Access to clean, professional bathroom facilities, and a comfortable pleasant spot to go to have their lunch, maybe even provide access to the sorts of things that promote healthy eating – fresh cold water, a fruit basket, tea, coffee and milk in the fridge – it is amazing how many workplaces refuse to provide milk for their staff coffees – such a tiny outlay, but it goes such a long way to make the individual worker feel that their employer cares about them, and helps them feel like they want to come to work.
 

Why is it important for leaders to demonstrate these habits?

Anna: Leaders need to be authentic with their teams and be modelling proactive positive behaviours. Modelling healthy behaviours is such a critical role for a leader. People need to know they can trust their manager, as that will lead to more engaged and happier staff and likely more discretionary effort.
 
Narelle: Totally agree, for example, if a manager works 18 hours days and send emails to their staff with a 2am time-stamp, they are communicating the message that this is what counts as ‘working hard’. If, however, leaders take the time to model reasonable working hours, head out to the gym either at lunch or after work, step away from their desk to talk to staff instead of sending an email – then they are sending a clear message of the culture of the workplace. 
 
Whatever message the leader sends will trickle down pretty quickly, so it is so important to be sending the right one. Leaders need to stay healthy too and it is vitally important for their own families that they don’t come home stressed, exhausted and irritable because that’s not the best version of themselves.
 

What can leaders/managers do if they are concerned about their team?

Anna: Simple, just be human! Check in with them – but of course do it sensitively and discreetly. We often don’t know what is happening in another person’s life and the “face” they bring to work might not reflect what they are dealing with at home. Ask someone if they are ok and let them know that you are there. Remind them of the supports available
 
Narelle: Take staff aside and respectively check in. The script is easy… “Hey, you don’t seem yourself at the moment. Is there anything that you need right now?” might be enough to open the door. Obviously, not every person will accept your invitation to talk, but it can make a huge difference just to know that someone cares enough to notice. Importantly, that might be the prompt for someone to realise that they aren’t ok – they may not accept help from you, but they might seek it from someone else. I think that’s an important point – you might never know that you made a difference to someone… but you will certainly find out in the worst possible way if someone isn’t ok and no one does anything for them.
 

Are there any ‘red flags’ leaders should be watching out for?

Anna: For sure. If you notice your staff are taking more time off than normal, it might be more about their mental health than their physical wellbeing. If they seem a bit more “flat” or irritable and snappy. If you notice that seem to have “lost their mojo”, that they just don’t have the same “get up and go” and confidence at work that you expect from them, or you realise that they are doubting and “second guessing” themselves and their work. All of these are signs that something might be not quite right for them.
 
Narelle: Look, really it would be so much better to check in and find out that everything IS ok, than not responding at all, so we don’t want to wait until someone is sobbing in the corner before we respond. I was speaking to a colleague the other day about this, and he told me that personal matters shouldn’t impact how we are at work – it should “stay at the door”, but I couldn’t disagree more. It is ridiculous to think that we can be separate creatures at home and at work, and we need to realise that our workers are people first.
 
Anna: it’s also important to know your staff so you know what is uncommon for them. It’s easy to see your more extraverted staff go quiet but more reserved staff are likely to fall under the radar unless you really take the time to check in.
 
Make sure you build relationships with new and existing staff is key. Utilising personality Assessments such as Helix are invaluable in this respect as they give managers and leaders insights into their team personality and highlight areas where they might need to be more in tune. This can reallu build trust at all times but in particular when someone may be under pressure
 

Do you have any tips for what not to do or how to not respond to team members who are under stress?

Narelle: Well don’t send them to HR or the organisation’s EAP as your first step – that might come later, but first of all just let them see your human face and let them know you care.
 
The best piece of advice I ever heard from a psychologist is this… No-one will ever attempt suicide because you ask if they are feeling suicidal – you are not going to “put the thought into their head” if it isn’t already there. But they might see an alternative if you do check in on them. The single best thing we can do for someone who is distressed is notice and let them know we noticed.
 
Anna: Don’t be afraid to ask if they are ok. Don’t ask them in a public area of the office – allow them respect and discretion when you check in – how horrible if they suddenly burst into tears standing next to the photocopier when they were trying super hard to “hold it together”. Give them some privacy and speak gently and kindly. Using walk-talk meetings as an everyday occurrence can really help, so that if you say to someone let’s go get some fresh air, then it’s an activity that people are used to.
 
Narelle: And importantly, don’t make them feel like they have failed a test if when you ask “RUOK?” they tell you that they really aren’t. It takes a lot of courage for some people to admit that they are not ok, particularly with their boss. So, tell them how relieved you are that they have been honest with you and let them know you appreciate the fact they have trusted you. Then find out what you can do to help.
 
A big thank you to both Anna and Narelle for taking some time out to answer my questions. I think the key is that we, as leaders, should not be seeing mental health as a once a year event on R U OK day, although this is a fantastic initiative which serves as a yearly reminder to get back on track. Create a culture of wellness, resilience and self-care within your organisation by starting with your own behaviours. These strategies aren’t just good for the individual’s mental health, in the long run they are also better for the organisation – because happy healthy people are more productive, have lower absentee rates, and are more likely to stay with the organisation for longer.
 
To learn more about Chandler Macleod, please visit www.chandlermacleod.com.
 
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At Recruit Global Staffing, job satisfaction and a good private work balance are of paramount importance. We support a long, happy and healthy work life for our (temporary) employees and contribute to the sustainable employability of our workforce.

Learn more about our sustainability program.

What is sustainable employability?

The simple definition: creating the right conditions for employees to have a long, healthy and happy career. By ensuring someone enjoys working, is healthy and motivated, he or she remains employable for a long time. And that in turn contributes to the achievement of goals of the organisation.

Walter Gietman, training manager at our Dutch brand USG People, has been training flex workers for the temporary employment sector for some time now. He explains: “We’ve noticed that an employee who receives the right training, personal attention and care, usually stays with an organisation for three times longer.”

Major shift in mindset

The focus on sustainable employability requires a major shift in the mindset and strategy of organisations. “Sustainable employability of personnel is not only the way forward from a human perspective, but also from an organisational perspective”, says Gietman. The USG People manager calls it a classic win-win situation. “Personal attention, training and development are essential to connect employees and to keep them interested. Make sure that people (continue to) have sufficient pleasure and challenge in their work.”

The following 5 points illustrate how an employer or manager can embrace and enable sustainable employability:

1. Sustainable employability is here to stay

Looking to the future – an ageing population, flexibilisation of work, robotisation - it is clear that sustainable employability is not a temporary hype. Gietman emphasises that the focus on sustainable employability must therefore be embedded in an organisation’s, policy, strategy and DNA. 

2. Recognise talent in your own organisation

A common scenario: a company is looking for a new employee with specific skills and starts searching outside the company for new talent. It might well be a waste of resources, says Gietman. “There is often a lot of talent in the company who would like to have the opportunity to fulfil this new role and who have (or can develop) the right skills and competences. This means employers need to know what talent the organisation already has and how they can manage it effectively Gietman: “Make sure you keep a conversation going with your employees on how they see the future, what makes them really happy, and build on that by stimulating their talent.”

3. Keep talking, every day

Don't focus on periodical performance and evaluation interviews - although they are necessary - but be aware that you often learn more about people in a 'spontaneous' setting. If employees sense that every day is a good time for a conversation, you will get to know them better and be much more up to date with how they feel. And when you sit down for a formal discussion: put the employee in the driver’s seat. What do they want to contribute? How do they experience their work? The starting point is not the goals of the department or organisation, but the personal ambitions of the employee. 

4. Be aware of the ROI of sustainable employability

Motivated employees who like their job, who are good at it and are confident, rarely call in sick and usually stay at your company for a long time. The return on investment (ROI) that this generates is many times more than the time you 'spend' on formal and informal discussions. Research shows that the return of investment is three times the amount an organisation invests.

5. Keep the big picture in mind

Sustainable employability starts with looking at each individual, but be aware of the overall benefits. These include higher quality of production, improvement of work performance, a better working atmosphere, higher productivity and organizational efficiency, prevention of sick leave and accidents, lower health costs, a strong employer brand and and less staff turnover.

First aid for sustainable employability

Once you have embraced sustainable employability, how do you start as a manager? How do you give positive feedback? USG Restart, member of USG People The Netherlands, offers organisations first aid on this topic. Gietman adds: “'Training temporary workers is no longer sufficient, it starts with discovering talent. USG People offers organisations the opportunity to become acquainted with the USG talent scan, customised training courses and coaching of talent.”

Read the full article on usgpeople.nl (Dutch).   

Published in Newsroom

Start People France, a Recruit Global Staffing company, has registered an outstanding score in an independent, annual evaluation of sustainable companies. Ecovadis, which provides procurement professionals with sustainability ratings of suppliers, awarded Start People a score of 81%, placing the company among the most sustainable 1% of temporary staffing agencies in the country.

A real, positive impact

The Ecovadis assessment looks at a wide range of sustainable topics, including environmental performance, HR practices, business ethics and responsible purchasing. The score awarded to Start People France confirms that it is having a real, positive impact on the lives of employees, clients and the community.

Training temporary employees

One area in which Start People France excels, is its commitment to training temporary employees, boosting their long-term employability while at the same time meeting their current employer’s needs. 80% of the company’s training plan budget is allocated to training temporary employees.

In 2018, special efforts were also made to improve the employability of young people (18-30) and disabled candidates. Through special recruitment campaigns, training sessions and awareness initiatives Start People France managed to hire and place more than 1,100 disabled temporary workers.

For more information on Start People France’s philosophy and the personal experience of Damien Sedrick, a disabled worker who found permanent employment thanks to the support he received, see the report on the Recruit Holdings website.

Recruit Global Staffing is a strategic business unit of Recruit Holdings. Read more on Sustainability at Recruit Holdings.

Published in Newsroom
Recruit Global Staffing respects, celebrates, and capitalizes on each other’s differences, such as diversity in nationality, race, religion, gender, age, disabilities, sexual orientation, gender identity, and more. We strive to close the opportunity gap. That is why we fully support the Week of the Anonymous CV of Unique, one of our brands in the Netherlands.

A recent study by Unique shows that an initiative like the Week of the Anonymous CV is needed urgently. In a survey by Unique, 56% of Dutch employees responsible for HR indicate that personal data always play a certain role in the application process. Despite the fact that they may not want this to be the case. The survey was held among 620 HR-employees.

A foreign sounding name

Age discrimination is particularly common: 4 out of 10 interviewees sometimes did not invite someone because of age. This is followed by place of residence, photo, gender and origin. 

Week of the Anonymous CV

To draw attention on discrimination consultants of Unique during the Week of the Anonymous CV will only use CVs that are stripped of personal data. By focusing on work experience, talent and motives of the applicants, Unique wants to hold up a mirror to Dutch society. The first Week of the Anonymous CV took place in October 2018.

Equal opportunities

Diana Magielsen, Operational Director of Unique: “With our second Week of the Anonymous CV we want to make people think twice and trigger a change in mentality. We believe that everyone should have equal opportunities on the labour market. By removing the personal data from the CVs Unique wants to show that people and their talents and ambitions are the most important. We don’t tolerate discrimination based on personal data.” 

Keep the conversation going

Magielsen: “We consider this a very important social issue. We feel a strong obligation to address it. The Week of the Anonymous CV helps us to keep the conversation going and to create awareness for the importance of diversity and inclusiveness. Having to go against the tide is a confirmation that this week is desperately needed. And we like to take that pioneering role!”

Download the infographic with the key figures of the Week of the Anonymous CV here (Dutch only).

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Australia is in the middle of an important transition from fossil fuel-based energy systems to more renewable energy options. At its current rate, it is on track for a goal of 50% renewable electricity by 2025. The transition also creates job opportunities. As the workforce manager for a huge solar project in North West Victoria, Chandler Macleod Group is making sure that these opportunities benefit the local community.

Australia’s top solar spot

In 2018, Chandler Macleod Group (CMG) was appointed as the workforce management provider for a new 112 Megawatt Karadoc Solar Farm being constructed by Beon Energy Solutions. Remotely located in North West Victoria - Australia's top solar spot due to the state's highest solar exposure and average sunshine hours - the farm will generate enough power to supply 110,000 homes.

Prioritizing social value

Chandler Macleod Group was tasked with recruiting and employing a diverse and strictly local workforce of 300 people. Chandler Macleod Group partnered with six local community groups to ensure that the majority of the construction workers were locally sourced, and that people were from a variety of different backgrounds including female, indigenous and mature workers and the long-term unemployed.

Read the full story at Recruit Holdings. 

Recruit Global Staffing is subsidiary to Recruit Holdings. Read more on Sustainability at Recruit Holdings

 
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After more than 13 years of supporting local charities, The CSI Companies charitable giving division, CSI Gives Back, was granted official nonprofit status.

“We have a role beyond providing jobs and supporting our clients, and it’s to help out in the communities we live,” said Chris Flakus, Chief Operating Officer of The CSI Companies. “And now with our newly established official nonprofit status we can accomplish so much more.”

Recent efforts

Recent efforts made by CSI Gives Back raised more than 6,000 dollar for the American Lung Association at its Lung Force/Walk. The organization also raised more than 13,000 dollar at its seventh annual charity auction benefitting Dreams Come True, a wish-granting organization dedicated to using the power of a dream to bring hope and joy to children battling a life threatening illness.

More than 60,000 dollar in 2018

In 2018, CSI Gives Back raised more than 60,000 dollar in support of organizations such as Dreams Come True, American Lung Association, High School 9:12, Team HEAL, Habitat for Humanity, Hunger Fight, Rethreaded and more. To learn about CSI Gives Back and its initiatives, visit CSIGivesBack.org.

Becky Lowry as new director

The CSI Companies appointed Becky Lowry as the director of the newly created philanthropic foundation. Becky will lead community service initiatives supported by The CSI Companies and its staff, focused initially on Jacksonville and its surrounding communities. CSI Gives Back will expand into four other major metro areas where The CSI Companies has offices: Orlando, Tampa, Nashville, and Atlanta.

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Clients, media and candidates responded enthusiastically to Unique’s Week of the Anonymous CV

Gender, age and origin should have no impact on whether a candidate gets the chance to achieve dreams and ambitions. That’s why in October all Unique consultants started working with anonymous CVs.

These resumes have been stripped of personal data such as date of birth, first day of work, gender, name and date of graduation, and focus on a candidate’s talents, motivations, qualifications and what makes them special. The Week of the Anonymous CV is part of Unique's 26-week action plan against discrimination in staffing.

Selecting without prejudice

The Week of the Anonymous CV was a success. For example, our clients’ response to Unique's initiative was overwhelmingly positive, as shown by this news item from NOS, the biggest news network in The Netherlands.  

Website visitors positive

During the week we asked visitors to Unique’s website for feedback. "This week we only propose anonymous candidates to our clients. What do you think of this idea?” More than 3,000 visitors responded. 49% of them responded with “very good, this should be standard practice". Another 33% thought it was "fine" and 18% didn’t think the initiative was necessary.

Emphasis on work experience and knowledge

We also asked visitors to motivate their answers. For example, many who didn’t feel it was necessary to apply anonymously felt it didn’t tackle the underlying problem. Other candidates feared that after submitting an anonymous CV, discrimination could still be an issue during a job interview. But the overall response was that anonymous CVs are a good way of placing more emphasis on work experience and knowledge - the aspects that really matter in an application.

No one-off initiative

The week is not a one-off initiative: Unique will continue to propose anonymous candidates, as part of Unique’s 26-week plan.

CEO Marion van Happen: "The world seems to be getting more short-sighted and increasingly impersonal. At Unique we want to take a stand against distrust, prejudice, stereotyping and exclusion. Unfortunately, discrimination is a persistent social problem that we cannot solve alone. But when organisations are determined to reflect society’s diversity, we can make a valuable contribution."

'Equal opportunities as our cornerstone'

"Equal opportunities for everyone, which is the idea behind the 26-week plan against discrimination and for inclusiveness, has been a cornerstone of our way of working for years. Now is the time to share that with the world. To show exactly how we are fighting discrimination, and which of our clients are working with us. Such ‘Naming & faming’, we hope, will inspire others to do the same. This is how we are reinventing the labour market.”

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