Apart from launching a DEI strategy with over 50 immediate objectives to roll out in the next few years, the company is also piloting a science-based approach to addressing wellbeing issues as a team. Listen to the podcast for more.
Welcome to another episode of HRadiO, the podcast by Human Resources Online (HRO) that gives you insights into the latest trends in HR & leadership. For this episode, we’ve partnered with leading financial information provider, Fitch Group, and we’re talking to Andy Jackson, CHRO, Fitch Group, about the Group’s holistic approach to better support its people.
In this episode, titled, “Wellbeing is not an ‘isolated employee’ challenge”, hosted by HRO’s Aditi Sharma Kalra, let’s tap into Jackson’s in-depth experience at Fitch, to find out how the group has led its people through turbulent times, and established a better workplace where everyone can thrive.
Listen to the podcast for insights on:
- Efforts the Group has undertaken to provide assurance and resilience to the workforce in Asia since the outset of the pandemic –
- “We ramped up staff communication, arranging town halls both regionally and globally and increasing the connection with senior leaders; we also created peer-to-peer communications, via networking events that we called ‘Random Coffee’, book clubs, etc. We supported dependent care by starting cash allowances when it was clear that the pandemic was going to last for some time.”
- How Fitch is continuing to support employee wellbeing for the long term -
- “The worst thing we can do with wellbeing is pretend to be experts. It's a conversation with employees. We have to try to increase the ways in which employees can give us feedback, about how they're feeling, because if we have enough meta feedback, it can indicate where teams are struggling in some parts of the business… We are introducing a formal wellbeing strategy with five pillars: social, balance, career, financial, and physical.”
- What the current and potential workforce can really look forward to at Fitch Group -
- “The DEI strategy is a big event for us. We launched it last year, with over 50 immediate objectives to roll out in the next few years. One place we’ve started, that I think is universal, is the gender disparity at senior levels. Another thing that’s common everywhere is the challenges faced by people trying to start a family. We recently launched a global minimum standard of 16 weeks paid leave for birthing parents, all new parents will get 10 weeks of paid parental leave as well.”
Intrigued? Head over to the podcast to give it a listen.
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