Vote for labour! Vote for a re-politicisation of the workplace!

For the less observant, or for those who are reading my blog from outwith the UK, the emphasis is on a small 'l' in labour and not a big 'L' as associated with the British Labour Party. In other words, vote for a party that promotes labour over consumerism, and make the world of work a political issue once more.

Whatever you decide to do, according to the TUC it is women who are said to be the basis for today's general election. Obviously there are other important issues, yet few could deny the fact that the last two Labour administrations have done a lot for women who work, want to work, and most of all need to work. Details below evaluate what Labour have done for women in relation to work in the past eight years. Perhaps we may see the next government doing something for men who work as well - see a male perspective on the dominance of work!


The second article dates back nearly a month and concerns blogging about work. It pre-dates my blog, but I think it deserves an outing now things are in full swing! If there's one thing the article is advising is that work bloggers retain anonymity and/or do not reveal identifying details. It's up to the blogger at the end of the day what they comment on and I can understand if there are circumstances when blogs seem like the only outlet for feelings about working conditions and practices, etc. However, work-related blogs are much more than forums for gossip or malevolence, but I don't think this message has got through to the wider media, HR practioners, or employment-related law experts.


Speaking of HR practioners. An article in the Guardian about Barclays Bank making one in four of its personnel department redundant should be noted. The overall plan involves a de-centralisation of the less 'value-adding' aspects of the personnel function with the remainder working 'more closely with the businesses they support' - a common trend in general HR/personnel work. What this means to the average manager is that they'll probably get more personnel duties to perform (i.e. typically more work, responsibilities, stress, etc.) and other employees will be managed on a wider-scale by their immediate manager. Great news if you get on with your boss, but not so great if you don't! Whilst we are on the subject, a blog about working in the HR department would make very interesting reading.


Last but not least is a source of information for young workers in the UK. It's called WorkSmart and looks at many work-related issues such as rights at work, health at work, pensions, unions and jargon busting. You can receive NEWS LETTERS from WorkSmart that are also quite entertaining as they cover everyday aspects of work and offer general advice on stuff not necessarily related to work.

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