Surveys

We'd like to learn more about you, your people, your company. Take part in our monthly surveys and engage in the great debate on Employee Assistance and Well-being.

Our Latest Survey

Recent research undertaken by ICAS in partnership with Managing Maternity Ltd makes it clear that many organisations simply do not know the size and scale of the maternity challenge.

However there are encouraging messages for employers. The factors which impact on the decision to return after having a baby are within their influence, including the role of the line manager. Respondents identified that there is scope for improvement as far as communication during maternity leave is concerned, dealing with legal issues / discrimination, saying the ‘right’ things and dealing with emotions. Also highlighted are the importance of career development opportunities which allow work/life balance, effective implementation of flexible working and promoting a family-friendly culture.

Key findings

·         There is a trend towards longer maternity leave: 8.1 months is the average length of maternity leave; 10 – 12 months is typical in almost a third of organisations - implications for communication and managing return.

·         Estimated return rates of 96% in the public sector and 79% in the private sector (84% overall) were reported after maternity leave but a lack of recording of return rates and retention statistics is brought to light.

·         1 in 5 respondents representing private sector organisations believe their return rate is a source of concern.

·         The importance of part-time / flexible working options and other supportive strategies emerges as a key theme.

·         More than a quarter of respondents see managers as being less than effective in handling communication and other critical challenges during pregnancy, maternity leave and return to work.

·         There are clear workplace issues which are identified as having an impact on the decision of women not to return to work:

- 42% of respondents believe that following maternity leave women are put off by lack of career development opportunities which allow work/life balance.

- 40% cite the reluctance / difficulties faced by managers in implementing flexible working.

- Almost 1 in 3 respondents claim that an unsympathetic workplace culture has impacted on a woman’s decision not to return to work; getting on for a quarter stated this impact is significant.

Click here to download a summary of the key findings.

To request full copy of the report please email managingmaternity@icasgroup.com

ICAS Survey Identifies Top HR Issues

We are consistently told of the burden to the UK economy of people issues such as absence, retention, and organisational change, but with limited resources where do HR departments need to focus their efforts?

The results of July's ICAS survey has identified what UK businesses consider to be the main challenges currently facing HR. The attached graph shows how the main issues varied according to the size of the organisation. Performance Management was the most frequently cited issue by respondents to the poll with nearly two thirds saying this is currently one of the top three challenges they face.

Performance management was much less important to organisations with fewer than 100 employees.

The greatest challenge was recruitment and retention.

Just over one third claimed this was one of their top three issues.

One in three cited diversity and equality as a top issue.

Recruitment and retention was much lower on the agenda. Only 25% of those employing more than 5,000 workers identified this as one of their top issues.

Approximately 50% of businesses of this size claimed that supporting employees was a top HR issue.

Flexible working was identified as a top issue for nearly a third of respondents who employ fewer than 250 workers but no company with more than 1,000 employees saw this as a top HR issue.

What our clients say...

"ICAS have worked with Sesame for 2 years and provide an invaluable service to our people from advise on house moving to bereavement counselling. Whatever the issue ICAS has been a great support mechanism."

• Surveys

• Publications

Some of our clients...