The pain that is experienced by countless Ukrainians right now is driving many of us to do great things in many different ways.
We have also thought about how we can contribute in a meaningful way.
We know that employers and HR/People Teams may feel overwhelmed right now, not sure where to start to support employees affected by the war in Ukraine.
To offer some guidance, we have put together the below 10-step plan for Employers and HR/People Teams to assist and support employees or those affected in Ukraine.
Please share this information so that it reaches those who need it.
Identify those who may need help This will not necessarily be limited to Ukrainian/Russian nationals. Employees of all nationalities may have family and friends in Ukraine. Russian employees may fear reprisals. Those with no direct connection may be concerned about how events may progress internationally. Send a company-wide message to all employees offering support and reminding them of how to access it via the workplace.
Make specific contact with any employees located in Ukraine and Russia If you have employees located in Ukraine and Russia, make specific contact with them and ensure communication remains regular. Identify any support you can offer them. It’s important to remember your duty of care extends to all your employees, no matter where they are located.
Prepare managers and HR/ People teams to be able to have conversations with employees Employees may approach managers and HR/ People teams at any point with their concerns.
Utilise your mental health first aiders Those in your organisation who have been trained to offer initial assistance should be available and accessible to employees.
Talk to employees who ask for support to understand their individual situation The events will mean different things for different people so it’s necessary to understand individual needs.
Signpost expert help Employers who offer an Employee Assistance Programme, Wellbeing, Wellness or Resilience services should remind employees of how to access them. Other external services may also be able to help, for example, mental health charities.
Reinforce zero tolerance of bullying and harassment Employees should be reminded that you do not tolerate any form of bullying and harassment and instances will be dealt with accordingly.
Adjust normal rules to offer flexibility This may include relaxing rules to allow employees to keep mobile phones in sight to avoid missing communication or allowing employees to take and make personal calls to family in affected regions during the working day.
Adjust working patterns to offer flexibility Employees may wish to take longer lunch breaks, more regular breaks or adjust start/finish times so that they can keep in touch with family and friends in Ukraine.
Make yourself aware of the statutory or contractual rights available in associated circumstances This could be annual leave, sick pay, bereavement leave, parental bereavement leave etc. Ensure employees affected are aware of what is available to them.
Written by Joanna Breen
Joanna is a high-achieving senior leader with extensive experience in HR and Business Leadership across different industries and sectors. She advises executive & leadership teams at board level. Over the course of her 25 year career, she has made significant achievements in Business & HR Strategy, HR Operations & Shared Services, Transformational HR and HR Systems Implementation. She is a fully qualified and accredited Corporate, Executive, Leadership, Personal Performance, and Life Coach. Joanna has been coaching for more than 20 years.
Comentários