Supporting Black History Month 2023: united we stand

February marks the celebration of Black History Month in the United States.

3 mins read
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about 1 year ago

Origin and 2023 theme

The event originated in the US as ‘Black History Week’ almost a century ago thanks to Dr Carter G Woodson, aka the Father of Black History, who dedicated his life’s work to promoting black history in schools. The week later expanded, with February officially chosen as America’s Black History Month in 1976.

This year, as we celebrate African Americans' contributions to American history and culture through the event’s theme of ‘Black Resistance’ to oppression, it’s important to recognize how far we still have to go

Reed's commitment to Black History

Reed is the world's largest family-run recruitment business. Founded in 1960 in the UK by Sir Alec Reed, the business is expanding across the world. As a global employer, we champion diversity, which we see as integral to our overall purpose of improving lives through work.

Reed’s commitment to inclusion and diversity is not merely lip service – as a recruitment organization, we know how workplaces thrive when there’s a variety of voices contributing to business growth, and ensure our own hiring strategies reflect that.
This February, we are united in celebrating Black History Month in America. Let’s take a look at Reed's commitment to diversity and inclusion.

The first step of our commitment is creating a diverse workforce by recruiting from traditionally underrepresented groups and encouraging internal promotion from within our organization. We also focus on developing programs that ensure equal opportunities for everyone regardless of race, gender, or sexual orientation.

In addition to these initiatives, it’s our policy to support people who hold Protected Characteristics, both internally and externally, through supporting recruitment practices based solely upon merit.

We are a proud signatory of the ‘Race at Work Charter’ which commits to taking practical steps to tackle the barriers that black, Asian, and other ethnically diverse people face in recruitment.

We are strongly committed to working with organisations, such as the Chartered Institute of Personnel and Development, to raise awareness of inclusion and diversity (I&D), and co-produce resources to help businesses improve and manage their I&D policies and workplace culture.

We have appointed Diversity Champions across Reed and Reed.co.uk to steer our commitment to inclusion and belonging. They are driving initiatives of their own, such as improving diversity reporting, Women in Leadership and Race and Ethnicity mentoring schemes, building resource pages and disability awareness.

International impact

Each year in the UK, Reed celebrates Black History Month, which in October 2022 saw the launch of its first-ever book club, studying books by black authors; sharing blogs covering two pivotal forms of expression within black culture: music and visual arts; and signposting to upcoming cultural events across the country – all part of our own curated ‘Reed Celebrates BHM 2022’.

This Black History Month in the US, consider the journey African Americans face every day in society – and their unwavering resolve to overcome oppression, in all its forms, through positive resistance. Think about the ongoing struggles for equity in basic human rights, be it your co-worker, neighbor, or those in the public eye – past or present. Black History Month is also an annual reminder to celebrate significant black achievements and encourages empathy, appreciation, and consideration for others.

Longevity

Don’t forget to keep the diversity and inclusion conversation going when February ends. In the workplace, we can all pledge to do this by calling out any race-related (or other) injustice that we see and promoting collaboration and teamwork.

Workplaces can have a huge influence in terms of learning from, and about, others and appreciating people’s differences – leading to greater understanding.


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Workplace monitoring: guidance for your organisation
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Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Employee monitoring: a guide to best practices
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Employee monitoring: a guide to best practices

​Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

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  • Whether it's needed for your business

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“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

How to become a marketing executive
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How to become a marketing executive

​Are you wondering how to become a marketing executive? This article provides you with all the information you need to start your career journey.

What is a marketing executive?

A marketing executive is a key member of a marketing team and is often responsible for developing and implementing marketing campaigns to promote the company's products or services. They work closely with other teams, such as sales, product development, and advertising, to ensure cohesive messaging and strategic alignment. Marketing executives analyze market trends, conduct market research, and utilize various channels, including digital platforms, traditional media, and events, to reach target audiences and achieve marketing objectives.

A marketing executive career is best suited to those with a creative mindset, strong communication skills, and a passion for strategic planning. Adaptability, analytical thinking, and the ability to thrive in a fast-paced environment are also crucial attributes for success in this role.

Types of marketing executive

Marketing executives can specialize in various areas, including:

Digital marketing executive

Focuses on online channels such as paid social media, email marketing, search engine optimization (SEO), and pay-per-click (PPC) advertising.

Brand marketing executive

Concentrates on building and managing the brand’s identity, including brand messaging, visual assets, and brand consistency across all touchpoints.

Content marketing executive

Creates and distributes valuable, relevant content to attract and engage target audiences, often through blog posts, articles, videos, and infographics.

Product marketing executive

Works closely with product development teams to understand product features, benefits, and target markets, and develops marketing strategies to drive product adoption and sales.

What do you need to become a marketing executive

Here are the marketing executive qualifications that you will need to obtain for the role:

Academic qualifications

While a degree in marketing, business, or a related field is beneficial, practical experience and demonstrable skills are often equally important, so a degree is not always necessary.

Professional qualifications

Many employers look for candidates with internship experience, relevant certifications (such as Google Analytics or HubSpot), and a strong understanding of marketing principles and techniques.

Skills and experience

Key skills for marketing executives include creativity, strategic thinking, attention to detail, and proficiency in digital marketing tools and platforms.

Marketing executive role and responsibilities

What does a marketing executive do? Well, the role varies depending on the organization and industry, but marketing executive responsibilities typically include:

  • Developing and executing marketing strategies to meet business objectives

  • Conducting market research to identify target audiences, market trends, and competitors

  • Creating compelling content and promotional materials across various channels

  • Managing social media accounts and engaging with followers

  • Analyzing campaign performance and optimizing strategies based on data insights

  • Collaborating with cross-functional teams, such as sales, to ensure alignment and integration of marketing efforts

Marketing executives typically work standard office hours, although overtime may be required during busy periods or when deadlines are approaching. Salaries for marketing executives in the US vary depending on factors such as location, experience, and industry sector.

Entry-level positions may start at around $30,000 per year, while experienced and senior marketing executives can earn around $60,000 per year.

Marketing executive career prospects

As businesses continue to prioritize digital marketing and data-driven decision-making, the demand for skilled marketing executives is expected to remain high. Experienced professionals may advance to senior management positions, from senior marketing executive, content marketing manager, head of digital marketing, up to marketing director. Continuing education, staying updated on industry trends, and networking within the marketing community can enhance career prospects and open new opportunities.

In conclusion, becoming a marketing executive requires a combination of education, practical experience, and essential skills. With the right qualifications and dedication, aspiring marketers can embark on a rewarding career path with ample opportunities for growth and advancement.

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