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The Nationwide Group Staff Union magazine Winter 2010 – Issue 70
DYSLEXIA
EQUALITY
PRIORITY ALL HANDS ONDECK
INTEREST: EXCHANGE: NEWS P2/3 VIEWS P6/7
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70 DEC 10
CONTENTS 4/5INTERVIEW 6/7EXCHANGE 8/9SPEAK OUT 10/11EQUALITY 12DYSLEXIA 13MANAGEMENT 14/15UPDATE 16/17POVERTY 18HEALTHCARE 19BOOKS
WELCOME Another year is drawing to a close and it has been as busy as ever for the NGSU. Once again we have worked hard representing hundreds of members with individual hearings and issues as well as negotiating changes to the Job Security Policy, Bill Blumsom, President the 2010 Pay Review and, KC PHOTOGRAPHY most recently, the review of the Nationwide Pension Fund – to name but a few. The Union Regional Councils; Employment Involvement Committees and National Executive Committee meetings have been informative and productive and I’d like to thank the many Representatives and you the members who make time to support the Union. Please support your Representatives by making sure you pass on your thoughts and views so they are able to bring these to the meetings on your behalf. In this issue you can meet our new Equality Officer Sue Clark and find out about the work of the Union’s Regional Equality Officers (page 10). We find out how using their emotional intelligence can help managers do their job better (page 13) and we learn about the problems that having a learning difficulty like Dyslexia can cause at work and what we can do about it (page 12). The Union has affiliated to War on Want and supports its work in fighting poverty at home and abroad (see pages 16). Finally, we have supported a number of good causes this year with donations from the Union’s charitable reserve, including the Haiti Earthquake Appeal and, closer to home, Julia’s House – a hospice in Corfe Mullen near Bournemouth. We donated £1,000 to Julia’s House as part of the fund-raising efforts of employees working in BAC this summer. See more in our story opposite. Seasons Greetings to all
AT HOME AT JULIA’S HOUSE Julia’s House supports over 100 families across Dorset and cares for the whole family in many different ways. Children like Seren, for example, who has a congenital heart defect and attends sessions at the hospice either on her own to give her family some respite, or with her mum and baby sister to enjoy one of its toddler sessions. Seren is a very happy little girl despite the severity of her illness but she does need 24-hour care. When she is at Julia’s House her mum, Catriona, can spend time with her four other daughters and do everyday activities that most of us take for granted. Seren has twin sisters and they really enjoy the house’s sibling days out, which are designed to make sure that the children have fun and get to socialise with other children in a similar position. There are also specially trained sibling workers to chat to if they want to. Parents also benefit from mum and dad events, including theatre trips, making chocolates, shopping trips and going to the dogs! They really enjoy meeting parents in the same situation to share experiences but above all, they have space and time to enjoy themselves. Without Julia’s House, many families say they would not be able to cope; as one parent explains: “At our lowest we were so tired, but those few hours of respite gave us back the balance in our lives that we so desperately needed.” To find out more information or to make a donation to Julia’s House, visit www.juliashouse.org or telephone its fundraising team on 01202 607400.
SEREN
QUICK READS Quick Reads are brilliant, short books by bestselling writers and celebrities. These exciting, dramatic and funny stories are ideal for people who’ve stopped reading or find reading tough, and for regular readers who want a short, fast read. Quick Reads have helped hundreds of thousands to pick up books and enjoy reading again. Eleven new titles have been announced for 2011. The books, to be released on 3 March, include titles by Monty Python’s Terry Jones, best selling crime writers James Patterson and Linwood Barclay, poet and novelist Benjamin Zephaniah and former footballer now Brighton and Hove Albion coach Charlie Oatway. Find out full details at www.quickreads.org.uk
For more book suggestions see page 19
WELCOME TO DUNFERMLINE MEMBERS We are delighted to welcome members from the Staff Union Dunfermline Building Society (SUDBS) to NGSU. SUDBS members voted to transfer engagements to NGSU earlier in the Autumn and the transfer should take place on 1 January 2011. Tim Poil, NGSU General Secretary, said: “We are delighted to welcome our colleagues from Dunfermline. It makes sense to combine our resources at a time when we are all facing huge challenges and pressures in the workplace and for employees across the Nationwide Group to be united.” Tim and other union officials will be visiting Dunfermline to talk to members about issues impacting on them and to explain about union services. A new Dunfermline region will be established as part of the Union’s structure and elections will be held for a National Regional Officer to represent Dunfermline members on the National Executive Committee (NEC).
A fond farewell to Vera We’d like to extend a big thank you to Vera Miller, our Individual Cases Officer (ICO), who retired at the end of October. Vera joined NGSU in August 1994, bringing a wealth of experience from her previous role with the BiFu union and quickly became a key member of our team and a familiar face in NAC. Vera has made a fantastic contribution to the Union and been an invaluable source of help to many members over the years. We won’t be losing Vera’s valuable experience completely as she’s agreed to help us out occasionally and will still step in to represent members when needed. We’ll all miss her but send our very best wishes for a long and happy retirement.
NEW EQUALITY RIGHTS The Equality Act 2010 which came into effect in October brings together previous discrimination legislation into one act and introduces some new requirements and definitions. The law now extends to discrimination based on an individual’s perception and by their association with another person. A new aspect of disability discrimination will occur if a person is treated unfavourably because of something arising in consequence of their disability. For example, an employee who is dismissed because of absences arising from a disability can claim discrimination unless the employer can show an objective justification. The new act also makes employers liable for harassment by third parties in the workplace. They must take reasonably practicable steps to prevent the third party from harassing an individual and are liable if the harassment occurs on more than two occasions. A claim for ‘equal pay’ can now be made even if there is no direct comparator but where it can be shown a person is receiving lower pay because their sex. The act also prevents the use of secrecy clauses that prevent employees discussing pay and provides protection from victimisation.
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70 DEC 10 INTERVIEW
Workforce s e i r r wo Tony Prestedge, chair of the Employee Involvement Committee, responds to NGSU concerns posed by General Secretary Tim Poil.
business volumes lower and competition fiercer than ever with new entrants wanting to attack our balance sheet and attract our customers. During this period our members will value service and financial strength as key differentiators. It is also important to remember we entered the current recession with a business which was not sufficiently commercial in its approach and a business model which was overreliant on mortgages and savings. However, we will emerge from this period strong and in a great position to challenge our competitors. We are not out of the woods but things are gradually improving and I would urge everyone to remain focused and help us deliver on our strategy. We’ve been concerned about the rising level of disciplinary and grievances cases over the past couple of years – sometimes with hearings being called inappropriately and action being disproportionate to the circumstances. How can we return to an environment where issues can be resolved in a more constructive and less threatening way? The actual number of grievances and disciplinary cases have actually dropped over the last year. This is a positive step forward and the result of a number of initiatives instigated by the HR and NGSU teams – for which I am grateful. These include working with people managers to upskill them on our Fair Treatment at Work Policy, and a new approach which challenges our people to ensure that they have, at the very least, given their manager the chance to informally resolve issues. This is why we are continuing to invest heavily in our ongoing leadership development.
Q The past couple of years have been very tough for our members with rapid change which has made Nationwide a very different place to work. While many members recognise that some change was necessary there is a strong feeling that the working environment has become too austere and many are concerned about job security, preserving terms and conditions and the stressful working environment. What is your assessment and how would you reassure union members about the future prospects for Nationwide? The past couple of years have been very challenging and Nationwide has not been immune. Many of our competitors have failed, with a number of them turning to the government for funding, and we have seen mergers and job losses at a number of financial services organisations. Throughout this period, Nationwide has had to take some tough but right decisions which have impacted us all, including our members. Our key desire has been to preserve our position, both now and in the future. We have seen change within large areas of the business, some of which has involved job losses, and, where this happened, we have worked hard to minimise the number of jobs lost. We have also modernised many of our people policies and changed our approach to both pay and performance management. These changes are all designed to ensure the long-term success of Nationwide when our market will be even more heavily regulated,
Q
Tim Poil
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Tony Prestedge
A
We’ve seen the recent re-launch of PRIDE. What would you say to our members to convince them that this is more than just a rebranding – how will PRIDE make a practical difference to the working environment? PRIDE has for the first time connected our internal values with the external brand, reinforcing each other and ultimately strengthening them both. And, importantly, PRIDE now unites all the key elements – how our leaders behave and role-model high performance, Nationwide’s commitment to be a fair employer, what’s expected from each of us in
Q A
terms of our own behaviours and how this translates to our brand promise. However, it is down to absolutely everyone within Nationwide to live and breathe our PRIDE values and ensure they are not just a set of words. Many of our members are concerned that the drive towards sales has taken the Society away from its traditional emphasis on customer service. There is a concern that this approach is impacting on customers, leading to more complaints and driving a performance culture where good customer services skills are devalued. How can the business move to a better balance between sales and service? There are not many industries that help their customers in such a meaningful way by supporting them to buy their homes, save for their holidays and pay for Christmas, get that new car they have dreamed of, marry the love of their lives, pay for their children’s schooling and plan for a comfortable and enjoyable retirement. I constantly hear stories of the great customer service and sales our people are delivering over the length and breadth of the country and it is a constant source of inspiration to me. I accept, however, there is a balance to be made between our ambitions to develop ever stronger relationships with our members and strengthen our members’ cross product holdings and the need to ensure we exceed the basic service expectations every time our members engage with us. This is why we have been working extremely hard to develop our infrastructure, through significant investment in our systems and processes as well as our reward mechanisms, which are currently being redesigned to achieve this better balance between sales and service. PRIDE is also designed to provide a more balanced framework in which to encourage, reward and celebrate superior levels of customer service.
Q
A
NGSU members are proud to work for a building society because of its mutual status and are naturally concerned when corporate behaviours feel more like that of a bank. Is the ‘mutual bank’ model the direction Nationwide is heading in? A traditional model of the building society is not sustainable in the long-term, which is precisely why we have driven our strategy
NATIONWIDE LAUNCHED IT’S FIRST TV CAMPAIGN FOR NEARLY THREE YEARS, STARRING CHARACTERS FROM POPULAR BBC COMEDY 'LITTLE BRITAIN'.
What are the key challenges for the next 12-24 months? We are still in unprecedented times, operating in a continued low interest rate environment and the latest predictions indicting this is set to continue for some time to come. This has a huge influence on our business and makes the need to reduce our cost base while improving revenues even more important. However, the business has to operate through these times and plan for the future at the same time. The transformation of the business continues at pace and over the next 24–36 months many of the big transformation programmes will deliver real benefit to the business, colleagues and members. Our challenge is to see these programmes over the line and realise the benefits. The business is already planning for the next ISA peak season in March/April of next year and this is a challenge that I am confident we will rise to. We have learned some valuable lessons from this year and put a team in place to ensure we are absolutely focused on delivery.
Q A
Q A
to focus as heavily on current accounts, consumer lending and pension and investment planning as we have traditionally invested in savings and mortgages. We are seeking to put the current account at the heart of our relationship with members and ensure that the more our members contribute to the society the more they benefit. The ‘mutual bank’ strategy is simply about retaining the values of Nationwide for which we are famous and coupling them with a more diversified product relationship with our members.
THE FULL INTERVIEW IS AVAILABLE TO READ ONLINE:
www.ngsu.org.uk
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70 DEC 10
Exchange@Rapport magazine, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT
Farmhouse on et dl id M m fro w vie e Th og Bl ’s Tim
KC PHOTOGRAP HY
Tim Poil, General Secretary
An outcome of the Nationwide Pension Fund review draws closer and as I write this we are in the middle of pension ‘forums’ as we consult with members about the Society’s proposals. The one thing I am certain about e is the passion that members hav about this issue. Debates at forums have been lively and challenging and we’ve faced some tough questions from
members about how we are protecting this important benefit. This is how it should be – members have the right to expect the Union to work on their behalf and I’ve really welcomed the opportunity to have this active engagement. I hope that we have been able to demonstrate that we’ve listened to members’ views and that we have made a difference in preserving a sustainable, defined benefit scheme. Our negotiations with Nationwide are normally carried out behind closed doors. It is important to conduct proceedings in a spirit of trust and confidence as this allows for a proper debate of issues. Often the final outcome from negotiations is quite different to the early discussions and so it would be wrong to disclose initial proposals as they
could lead to unnecessary concerns and rumours. With this in mind, I was extremely frustrated a few weeks ago when rumours started doing the rounds that the Union was ‘holding up’ a pay rise for Mortgage Consultants (MCs). The thing that angered me most was the suggestion that we were in some way preventing our . members from receiving a benefit we In fact the reverse was true – were challenging proposals that would have resulted in many MCs being worse-off! It was a disappointing turn of events but I hope it’s has shown one thing – that regardless of whether issues are opened up to consultation, as with the pension forums, or conducted more privately, the Union is doing all it can to protect the interests of our members.
BANK LEVY
TUC SLAMS ‘GREED IS GOOD’ CULTURE A levy on banks’ balance sheets has been described as pathetic and a return to the 1980’s ‘greed is good’ culture by TUC General Secretary Brendan Barber. He hit out following the government announcement that a levy on bank balance sheets would be made permanent, raising about £2.5bn a year. The levy is not expected to affect smaller banks and building societies but the UK operations of foreign banks will have to pay the levy. Said Mr Barber: “This is a pathetically small amount to demand from the banks. Ministers have come up with the smallest number that they think they can get away with, even
though the banks are carrying forward £19 billion of tax losses to offset against future tax bills – losses that have been bailed out by the taxpayer. “Those who caused the recession will be cracking open the champagne, while the full extent of the attacks on the living standards of poor and middle income Britain are starting to sink in. “With government MPs cheering cuts (during the comprehensive spending review debate) in support for some of the most vulnerable in society, it looks like we have gone back to the 1980s greed is good culture.”
FINANCE NEWS
FSA – TO FOCUS ON CULTURE AND ETHICS It’s crucial to address the role that culture and ethics play in shaping behaviours and judgments if the finance industry is to restore public trust. That was the warning from FSA’s Chief Executive, Hector Sants, in a keynote speech at a Mansion House Conference about trust and ethics. Mr Sants set out the role that the regulator will play in facilitating the right culture within financial institutions. While not advocating a ‘tick-box’ approach to regulating culture he said it was realistic for regulators to intervene and modify culture and that the regulator will focus on the outcomes that the culture delivers. He noted: “It will be for an organisation to demonstrate that it has a framework for assessing and maintaining that culture.” Mr Sants identified remuneration packages as an important part of defining the appropriate culture and called for the industry to exercise sensitivity and restraints. Although his comments were probably directed towards the massive bonuses of the city bankers he made some interesting points about the approach of organisations to its staff. “Financial institutions too often see themselves as ‘renting human capital’ over the short term. It should be the other way round: the human capital is being entrusted with the firm’s capital and brand over the long term.” These comments are supported by NGSU as much of Nationwide’s good reputation has been built on the loyalty of its long serving employees who are proud to work for the Society and are important advocates for the business and the brand. A return to a culture that restores the way employees are valued would be an extremely good thing.
NEWS
WHERE THERE’S A WILL Not having a will can lead to problems for families and can potentially lead to inheritance tax being due before an estate is released. Despite this fact research suggests that more than 30 million adults in Britain do not have a will even though 92 per cent of them know how they want their assets to be distributed when they die. Apathy is the main reason for not writing a will, with a third of people saying that they just haven’t got round to it or its never occurred to them that they should. Nearly a fifth of people don’t think they have anything to value to pass on to family and friends. NGSU members can get help with preparing a will from the Union’s solicitors, Russell Jones and Walker, and are entitled to a 30% discount using the online will writing service or a 21% discount if they choose to have their document checked. To find out more and to get the discount code, log onto www.ngsu.org.uk/benefits/yourlegalrights/htm or call us on 01295 710767 for more information.
We welcome views from our readers on any subject, so if you have something to say, write to us at the address above marking your envelope ‘Letters’.
What is your name? Chris Palfrey What is your Job Title? Fraud Analyst, Special Investigations Department What is your role in the NGSU? I am a National Executive Officer within the National Executive Committee. I am also a Department Rep for Special Investigations within Business Protection as well as a Disciplinary Officer and Chair of one of the Swindon Regional Councils. What are the websites you most commonly use? Knowledge is important! I use a range of websites, mainly – You & Nationwide (HR) intranet, NGSU, TUC, as well as Google! Especially, where I am not sure where I need to start! What papers do you read? I read the papers online! The majority of them are free! What do you like about your union work? The diversity of consultation with the business, resolving issues/problems as well as ensuring people are treated with fairness, dignity and respect. How do you relax? I love listening to music, eating out and going to the cinema!
Christian Palfrey
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70 DEC 10 SPEAK OUT
f a s to As Nationwide launches its Safe to Speak campaign an online poll suggests members do not feel confident about blowing the whistle on bad practice. The Society’s It’s safe to speak campaign is ANY MEMBER FACING an initiative designed to raise awareness of the DISCIPLINARY ACTION SHOULD CONTACT THE Whistleblowing Policy and to encourage UNION IMMEDIATELY employees to ‘speak up about any act where you TO SEEK ADVICE genuinely believe there is actual or potential AND ARRANGE FOR criminal activity, there is an intention of REPRESENTATION AT THEIR HEARING. misleading people, or it may endanger people’s health and safety or the environment.’ Whistleblowing is the popular term for a disclosure made under the Public Interest Disclosure Act (PIDA). This Act also provides You c protection for a person a your n make a disclo making such a disclosure. It union b y a sking sure to to an is intended to encourage to sp I ndi Offic the exposure of unlawful er (IC vidual Cas eak es O) them acts and breaches of you w and advis ish to in compliance or health disclo make g sure & safety rules and a u Whis tleblo nder the is something that wing Policy regulators, such as . Call 0 the FSA, expect 1295 7107 organisations to 67 promote through
internal policies. It is not intended to cover complaints about the treatment of an individual - issues which would more normally be pursued via the grievance procedure. But while the Union welcomes the campaign, it also wants to enable employees to speak-up about workplace issues, raising concerns and challenging decisions on a range of issues from managing relationships at work, discussions about workloads, asserting rights such as start and finish times, booking holidays and participating in performance reviews and not allowing oneself to be a victim of bullying. “Our experience is that people are afraid to do this,” says Assistant General Secretary Tim Rose.
‘In some cases we see people adopt a “victim” approach – that they’ve brought all the bad things upon themselves’
“In some cases we see people adopt a ‘victim’ approach – that they’ve brought all the bad things upon themselves,” says Assistant General Secretary Tim Rose. An online poll conducted on the Union Forum called ‘Do you think it is safe to speak at Nationwide?’ seems to suggest that less than 10% of respondents think it is. “If this is the general view let’s hope the current campaign is effective in restoring confidence in this process – but it might take a bit more than a communication and a few posters,” says Tim Rose.
DISCIPLINARY UPDATE There were more than 1,000 formal hearings relating to performance and conduct issues at Nationwide in 2009 and this year’s trend remains high. In the first six months of 2010 the number of hearings was still high – 500 formal hearings, impacting on 462 employees. The year-on-year comparison for the same period last year show a small reduction in the number of hearings but the overall level still gives cause for concern. In this period the Society dismissed 100 employees for a variety of reasons including fraud and poor performance – see the table below. Reason Absence & Timekeeping Behaviour/Conduct Breach of Data Protection Breach of Security Procedures Theft & Fraud Immigration Status Negligence Pers Financial Mis-management Poor Performance (Capability) Procedural Non-Compliance Total
Dismissal 11 19 1 7 29 1 1 1 18 12 100
employees
Bullying and harassment at work
HELP If you would like help with challenging behaviours at work or speaking out, visit www.worksmart.org.uk/rights/harassment_and_bullying for suggestions on what behaviour is classed as bullying and victimisation and how to stand up for yourself at work. And visit www.acas.org.uk/index.aspx?articleid=797 for a downloadable leaflet called Bullying and harassment at work: Guidance for employees. Ref: AL05
fespeak
Guidance for
THE LEAFLET: • gives employees basic information about bullying and harassment • summarises the responsibilities of employers • outlines some of the options open to you • points you to sources of further information and advice.
One of the most common issues that members contact the Union about is the approach to performance management and they often express a fear of being managed out. Statistics show that there were 176 hearings held about poor performance in January to June. Of these, 18 ultimately led to dismissal; 57 related to new starters and resulted in the extension of their probation; 92 ended in either a written warning or a final written warning and in 9 cases no action was taken. Just over 60% of the cases involved staff from the branch network (just under 50% of the Nationwide employees work in the network). Staff in the age group 18–29 and who have less than three year’s service are most likely to face disciplinary action with around 60% of hearings related to this age group. “The Union is concerned about the level of hearings and our individual cases team believe that many are still inappropriate or simply unnecessary. In many cases the issues could be addressed locally without the need for formal action. We believe that many managers would also prefer to deal with issues this way, but either through inexperience or from pressure elsewhere, feel pressured into instigating formal processes,” says Assistant General Secretary Marian Dean. “This is an issue we continue to pursue with the Society. We hope that in future issues of Rapport we will be able to report an improving picture.”
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70 DEC 10 EQUALITY
Cassandra Campbell
Kieran Moss
EQUALITY OFFICERS Sue’s post is supported by a team of Regional Equality Officers whose role is to promote the importance of treating all members equally by ensuring all members are consulted fully in relation to any issues and in particular those that may be specific to minority groups. Equality Officers for 2010/11 are: West – Vacant East – Kieran Moss North – Kieran Mullan South – Mehdi Najafi London – Octavius Max-Lino NAC – Karen Hauley & Cassandra Campbell NH (Products, Service and Sales) – Rebecca McKenzie (Maternity Leave) NH (Support Services) – Tony Gabb Bournemouth – Vacant At least one of the Equality Officers attend each of the Advisory Committee meetings.
Equ New National Equality Officer Sue Clark plans to ensure the issue gets top priority among members at all levels. Sue, Delivery Manager, Transformation Delivery at NAC, has worked for Nationwide for 19 years and first saw the benefit of her Union when a departmental restructure highlighted the work it did supporting people through change. Her work with various regulatory acts, such as discrimination, also gave her a background in the area and she says her interest developed from there. Sue, who also has experience as the mother of a disabled son, decided to stand for the post and was successful. Her role makes her a member of the National Executive Committee (NEC) and she is responsible for coordinating the work of Regional Equality Officers and monitoring the Union’s policy about diversity and equality of opportunities. Sue says while much equality work has been done there is still far to go and she plans to spend the next months building up a strong,
uality PRIORITY
coordinated communications network with her team of Regional Equality Officers. She wants to see all the officers getting out and meeting members to hit home the message that there is someone to talk to and advisory committees working to support minority groups. The Equality Officers will also help with a mapping exercise of issues being brought up by members to feed back to Nationwide. “I’d like everyone to be aware of the rights they can expect, where those rights end and how people should be treated,” she says. Sue says her pet hate is the arrogance of people who feel they are better than someone else just because of who they are.
DIVERSITY & EQUAL OPPORTUNITY COMMITTEE (DEOC) The committee was set up to recognise the importance of diversity and is made up of senior managers across the business areas together with the General Secretary of the Union, Tim Poil. NGSU has currently withdrawn its support for the DEOC following the decision by Nationwide to change its approach to relocation assistance. The Union believes that the Society’s new discretionary approach to relocation undermines a commitment to support the development and career progression of all employees and its own Equality of Opportunities policy.
“I’d like everyone to be aware that there are laws to protect them and there are people who are on their side and those rights can benefit team members and create a happy team rather than a miserable team of people who are miserable because they are missing out,” she says. Sue also hopes to see more people step forward to play their part on the advisory committees (see separate box) and help ensure equality at Nationwide. And she wants to see members use the Forum to debate equality issues raised on a quarterly basis such as the issue of dyslexia (see feature on page 12).
ADVISORY COMMITTEES NGSU has four advisory committees to ensure that it represents the views of all members. The committees were set up to enhance the work of the Union’s structure of Representatives, who have helped establish a comprehensive set of terms and conditions of employment that benefit all members. These committees are a valuable forum for groups of members to share experiences and they are an important source of information and feedback. Advisory Committees are made up of union members from minority groups. The Committees provide a forum for members to discuss specific issues relating to their group and to share experiences across all groups. As an Advisory Committee member you are entitled to five paid days off to attend meetings and carry out your duties. The Advisory Committees normally meet three times a year and are: • Disability Advisory Committee • Ethnicity Advisory Committee • Lesbian, Gay, Bisexual and Transgender Advisory Committee • Members over age 55 Advisory Committee. If you feel there is a contribution you can make to the Advisory Committees by becoming involved or suggesting items for discussion please let your Union know.
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70 DEC 10 DYSLEXIA
Mixed
messages With Orlando Bloom among the famous people with dyslexia NGSU’s Joann Foy is in good company. Joann works for the BAA Team at SOME SIGNS OF Nationwide House and acknowledges that she DYSLEXIA IN ADULTS: has always had problems with reading, writing • May hide reading problems. and spelling. • May spell poorly; relies Despite difficulties at school it was not until on others to correct spelling. she was at college that she received a diagnosis. “I always felt a bit confused and worried and found • Avoids writing; may not be able to write. it difficult to know what to do. I was too worried to • Often very competent in push myself because I didn’t think I could do it so oral language. • Relies on memory; may I went into retail work and then hair dressing.” have an excellent But when she decided to get on the housing memory. ladder Joann says she decided to push herself and • Often has good ‘people’ ‘get a serious job’. skills. “I realised I was going to have to come to terms • May be very good at ‘reading’ people with it and found ways to adapt, “ she explains. (intuitive). But Joann’s dyslexia led her into problems at • In jobs is often working work when she faced disciplinary proceedings well below their after making mistakes earlier this year. intellectual capacity. She explains that she came through that period • May have difficulty with planning, organisation with the support of her Union and her ICO and and management of has since worked with supportive managers, one time, materials and of whom has a son who is dyslexic. tasks. Her advice to others in her situation? “Don’t put yourself down and speak up about what’s happening. It’s not an For m ore in illness or something to be ashamed forma a nd su tion of. It’s just that some people struggle pport w w visit w.bei but are good in other ways and can ngdys l e learn to adapt. And i xic.co f you .uk “The Union really supported t hink y are d ou me so don’t hide away but ask yslex ic don f o for help.” rget ’t to ge suppo And for managers Joann t the rt of your urges:” Don’t expect too much. Union Not everyone can do the same . thing. Treat the members of
your team as individuals and support them as individuals.” Karin Mckenzie, Individual Cases Officer (NH), said: “How people like Joann deal with their condition at work and how they are treated should not be down to the luck of whether an individual manager is sympathetic to the issue but because there is acknowledgement and understanding at all levels.”
THE DIAGNOSIS Dyslexia is mainly perceived to be a problem with literacy skills, ie reading, writing and spelling; although it is now widely accepted that dyslexia can affect a number of areas, including memory, organisation and concentration. Many people with dyslexia require little in the way of support beyond the acceptance that they will need to approach some tasks differently. When dyslexic people understand their dyslexia they are more able to participate in their continuing education and succeed in their areas of choice. Experience suggests that the majority of dyslexic adults are relieved to discover their dyslexia. It enables them to understand their educational history and put past experiences into context. As the severity of dyslexia varies so do the strategies that help people overcome problems in employment. The majority of these are inexpensive and uncomplicated. However, should additional costs be incurred, for example a voice activated computer or reader the employer can apply for funding through the Government’s Access to Work scheme.
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70 DEC 10 MANAGEMENT
Managing feelings Anyone who doubts that managers need to understand their own and others’ emotions need only watch the first episode in the latest series of the TV series The Apprentice. Dan Harris, team leader of the all-male team, alienated his colleagues by his aggressive attitude and a management style which consisted of standing around, swearing and shouting orders. Not surprisingly the team lost and Dan was ‘fired’. “A touch of emotional intelligence may well have helped him to create a more cohesive team and delivered the success he clearly craved,” says Tim Rose, NGSU Assistant General Secretary. “We’re not advocating that managers should become ‘agony aunts’ but there is a place for understanding your own emotions and those of others and valuing feelings in business.” Tim adds: “I was contacted by a manager recently who had been admonished for showing too much emotion and understanding in responding to his teams concerns. He was told that there is no room for emotion in the workplace; rather that he should focus solely on business results and not allow feelings to divert attention from sales. “Attitudes like this are very disappointing and frankly show a lack of understanding about effective leadership styles and qualities. Having a strong emotional intelligence is important in developing self-awareness and also helps to inspire, influence and develop others – all key factors that help to drive business forward not hold it back.”
BBC/TALKBACK
Learning to employ emotional intelligence rather than focus solely on targets can help managers build better teams. THE CE INTELLIGEN EMOTIONAL K POCKETBOO Chapman By Margaretstone
Ei coach, supervisor and author of the Emotional Intelligence Pocketbook Margaret Chapman, carried out case studies to research her book. She explains one situation where a large banking organisation appointed a team leader in its IT department with the candidate selected for the job seeming the ideal choice. John left university with a first-class degree in computing, followed by a master’s in systems analysis. He was very bright and focused on his job and quickly gathered expertise at systems problem-solving. John was soon promoted to team leader of a group of 12 people, even though he had never managed people before. But John’s lack of people skills soon created tensions within the team and his inability to control his temper made his team feel and behave very negatively towards him. The head of HR decided to refer John for coaching for Emotional Intelligence. With coaching and ongoing support, John was made aware of how his emotional and social intelligence could help him manage and lead his team more effectively, with positive outcomes. The assessment was carried out again after nine months and the comparison showed particular shifts in the areas of enhanced interpersonal skills and impulse control – which meant fewer angry outbursts.
Phil Hail tions in ways to use your emo will be inspired practicality; you e productive." k. "Loaded with pier and mor lligence at Wor healthier, hap Inte you al e tion mak Emo that singer, author fulfilling Dr. Hendrie Wei mmended and a highly reco snack, this is d her EI well." ket use poc has t a "More than feast. Margare life-enriching Performance. appetiser to a Coaching for or auth re, tmo Sir John Whi
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The Emotional Intelligence Pocketbook, defines Ei and explains why it is important. It provides a framework for understanding Ei and illustrates how to develop Ei capabilities. The book aims to stimulate managers to reflect on the changing nature of organisations and the roles that they have to fulfil.
YOU CAN FIND IT AT www.pocketbook.co.uk/ display.asp?K=9781870471954
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70 DEC 10
Update@Rapport magazine, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT
A colleague has been on long term sick leave and her manager and senior manager want to visit her at home. She’s a bit concerned about this – can they insist she meets them at her home? A home visit is something that should be arranged by agreement and managers do not have a right to demand entry to your home. Our experience is that such meetings are generally well intended and form part of the support and ongoing communication between the Society and employees who are unwell. Provided that they are conducted in a sensitive and compassionate way there should be nothing to be worried about. However, if your colleague is concerned she can ask to meet somewhere else, for example, a local café, if attending a meeting on Society premises isn’t appropriate. If she’s a Union member we can arrange for a Union Representative to attend the meeting with her and provide support.
Q A
My son was off school with a sickness bug and my manager said I couldn’t take the day off work to look after him because the staffing levels in the branch are so low. Fortunately my mum was able to help but she’s not always around and I’m worried about what to do if he’s ill again. Can I take the time of work? The Society’s Domestic Leave Policy is in place to provide time-off for unexpected emergencies such as
Q
burglary; flood or problems with childcare arrangements or when your child is ill. The Policy allows you to take one day’s paid leave with the agreement of your manager to resolve the problem. The leave is intended to allow you time to make necessary arrangements so that you can return to work as soon as possible. We would expect your manager to agree for you to have the time-off and to support you in your hour of need! If you still can’t get agreement talk to your Union for more help. I had real difficulties getting into work last year when it snowed. If we have another bad winter what should I do – is there an official policy about bad weather? There is a general expectation that you should make every reasonable effort to get into work. There is no official policy about this but the Society publishes guidance to managers about the appropriate approach depending on the circumstances at the time. There is some general health & safety advice about adverse weather on the Society’s intranet site.
Q A
Cert no. SGS-COC-003377
EDITORIAL CONSULTANT Astrid Stubbs
UNION CONTACTS PRESIDENT Bill Blumsom Middleton Cheney 01295 710767 GENERAL SECRETARY Tim Poil Middleton Cheney 01295 710767 ASSISTANT GENERAL SECRETARY (MEMBERS) Marian Dean London Office 020 8900 9127 ASSISTANT GENERAL SECRETARY (SERVICES) Tim Rose Middleton Cheney 01295 710767 ADMINISTRATION MANAGER Juliet Harris Middleton Cheney 01295 710767 INDIVIDUAL CASES OFFICERS (Swindon) Derek Richards & Karin McKenzie Union Office NH 01793 657720 INDIVIDUAL CASES OFFICER (North) Carol Hunter Cheshire Office 0151 336 7184
INDIVIDUAL CASES OFFICER (South & BAC) Diana Pitman Eastleigh Office 02380 696257
If you have a work or union related question you need answered write to us at the address at the top of the page marking your envelope ‘Q&A’.
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INDIVIDUAL CASES OFFICER (Central England) Jo Thomson Middleton Cheney 01295 710767
A
EDITORIAL BOARD Bill Blumsom, President Jo Thomson, Union ICO Tim Rose, Assistant General Secretary
UPDATE
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1st 113832 £12,304 Dawn Finney Hinckley (The Borough) 2nd 093226 £5,000 Janette Sanderson Horley 3rd 076908 £2,000 Kenneth Campbell Edinburgh 4th 107820 £500 Sean Woods Logistics 4th 119641 £500 Debbie King Purley 4th 120846 £500 Joanne Daglish Northampton (Moulton Park) Prize Winners on Wednesday 4 August 2010 Prize Chance Sum
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HEALTH AND SAFETY
ACT F.A.S.T ON STROKES A stroke is a ‘brain attack’ caused by a disturbance of the blood supply to the brain. There are two main types of stroke, which require different types of treatment. Why you must act F.A.S.T. A stroke is a medical emergency that requires immediate medical attention. So recognising the signs of stroke and calling 999 for an ambulance is crucial. The sooner somebody who is having a stroke gets urgent medical attention, the better their chances of a good recovery. Rapid diagnosis of TIA (mini-stroke) allows urgent steps to be taken to reduce the risk of having a stroke. FAST is a campaign from the Stroke Association aimed at helping spot the signs of and acting on a stroke. Fast stands for Facial weakness – are there signs? Arm weakness – are there signs? Speech – are there problems? Time – to call 999 if you spot these signs. Reducing your risk Some people are more at risk of having a stroke if they also have certain other medical conditions. These include high blood pressure, high cholesterol, irregular heartbeat and diabetes. It is important that these conditions are carefully monitored and treated. The risk of having a stroke is higher amongst people in certain ethnic groups, including South Asian, African and Caribbean. This is partly because high blood pressure and diabetes are more common in these groups. There are also lifestyle factors that may increase the risk of having a stroke, including smoking, being overweight, lack of exercise, poor diet, and exceeding the recommended daily alcohol limit. For more help and information visit www.dh.gov.uk/en/publications andstatistics/publications/publicationspolicyandguidance/DH_094239
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70 DEC 10 POVERTY
, R I A F Y A L P FAIR PAY Waging war on poverty also means the Olympics are conducted in a spirit of fairness says NGSU. Rapport has teamed up with War on Want in support of its campaign to fight poverty in developing countries. War on Want champions human rights and fights against the root causes of global poverty, inequality and injustice. It has worked with the British labour movement for almost 60 years. Trade unions at all levels have been key supporters of War on Want and have developed strong and lasting links. Support has included unions offering practical help, such as support for War on Want partners in Western Sahara by the FBU (fire fighters’) union,
which took fire tenders out to Algeria loaded with materials to help build air-conditioned warehouses so that those living in exile in refugee camps would be able to store food. Many unions have also signed up to War on Want’s Love Fashion Hate Sweatshops campaign, which demands a fashion industry that respects
THE IDEAL
‘Olympism seeks to create a way of life based on… respect for universal fundamental ethical principles’ THE OLYMPIC CHARTER, 2007
workers’ rights and calls on the government to act now to protect the people who make our clothes. Millions of workers around the world suffer poverty wages and exploitation, producing cheap fashion for our shops and War on Want is demanding a fashion industry that respects workers’ rights. The charity is leading a call for the government to regulate companies and put an end to the exploitation of overseas workers. It is asking people to add their faces, names and voices to its campaign against sweatshops.
WAR ON WANT CAMPAIGNS AT HOME AND ABROAD
HOW CAN I HELP? You can make a difference. Through your society, union branch or just by yourself, you can take action and support those in developing countries who are struggling for their rights. Find out how at www.waronwant.org.uk
The T union UC, indivi d s and many ual organ other isatio suppo n s rting a the c re ampa ign. Find out w h at ww w.play at you can fair2 do 012.o rg.uk
THE REALITY
‘We are so exhausted trying to get the Olympic bags done in time! Every one of us works till very late. And the following day we still go to work at 7.30am! What sort of life is this?’ WORKER AT A FACTORY PRODUCING MERCHANDISE FOR THE 2008 OLYMPICS
BACKING THE GOLD MEDAL IN FAIRNESS NGSU has also given its backing to the The Playfair 2012 campaign, which is calling for organisers of the London Olympics and companies to aim for gold and ensure that workers producing sportswear and goods with the Olympic logo have their rights respected. Millions of people are employed in the global supply chains that produce kits for Olympic teams, and the sportswear and Olympic souvenirs available on our high streets. These, mainly women workers, help to make the Olympics possible. But, evidence shows that the sportswear industry and Olympic movement have a poor track record on workers’ rights. Playfair 2008 research found workers employed by spot company suppliers in China earning £20 per month for glueing sports shoes that sell for £50 plus, and others working 80 hours a week stitching footballs. In another factory producing stationery, children as young as 12 years old were being forced to work 15 hours a day. Playfair 2012 says that together we can demand an ethical Olympics providing decent work. London can learn from the successes and failures of previous games. This means taking a firm approach with companies and sponsors supplying the 2012 Games, and being transparent about the supply chains that produce sportswear and Olympic goods. The Games organisers have engaged with Playfair 2012 and committed to taking some steps, but the campaign says it wants them to go much further.
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70 DEC 10 HEALTHCARE
When it comes to healthcare, the feeling’s mutual NGSU members can now take advantage of a range of discretionary healthcare services offered by the mutual healthcare provider, Benenden Healthcare Society. Previously, membership of the Society was open only to past and present employees of public sector organisations but a rule change means that those people who work for other approved likeminded organisations, such as building societies, can now join the Society’s membership of around 930,000 – for only £1.50 per week. This means NGSU members, as employees or former employees of Nationwide, can join. The Society is a mutual, not-for-profit organisation, where members club together to get the best healthcare they need, when they need it most. It really is a family affair at Benenden Healthcare. Founded in 1905 by Post Office workers, the Society is run for the benefit of members rather than shareholders. For members of Benenden Healthcare Society, sound advice, short waiting times and treatment in first class medical facilities are often just a ‘phone call away. Members can access a range of quality services and there are no restrictions or extra charges if you have a pre-existing medical condition; your monthly contributions don’t attract insurance tax and don’t increase, regardless of how many times you use Benenden Healthcare’s services. Jean Scott, Member Services Director at
BENENDEN HEALTHCARE – THE BENEFITS OF BEING A MEMBER • 24 hour GP telephone consultation service • 24 hour GP Stress Counselling Advice Line • Up to £1,500 for diagnosis, tests and minor outpatient treatment • Medical treatment and surgery for a wide range of conditions • Up to £300 towards physiotherapy costs recommended by your GP • Up to £300 towards counselling/psychology recommended by your GP • Financial help if you’re living with cancer or TB Some services are subject to a six month qualifying period
Benenden Healthcare said: “We’re currently achieving member satisfaction rates of 97 to 98%. While the NHS has improved its quality of care and waiting times, personal circumstances can influence the need for someone to have tests, see a consultant and receive treatment in as short a timescale as possible. “We’re not in the market to compete with the NHS, we see ourselves as complementing the NHS and we’re there to help when our members are having problems solving their healthcare needs elsewhere.” Benenden Healthcare membership costs just £1.50 per person per week and represents an affordable alternative healthcare option. Benenden Healthcare has a current membership of around 930,000 and everyone has access to a wide range of services which currently include a 24 hour GP advice line, 24 hour stress counselling advice line and a long term care advisory service (providing advice on helping to find suitable long term care arrangements for you or your family), which are all available as soon as you become a member. Other services, such as local diagnostic services, treatment services, help towards physiotherapy costs and financial assistance for members suffering with cancer and TB can be requested once you’ve been a member for six months. And when it comes to treatment, every member has access to a selected range of treatments at Benenden Hospital in Kent – renowned for its exacting standards of healthcare and cleanliness – or one of a number of carefully selected, Regional Treatment Centres across the UK. Currently Benenden Healthcare aim for members to be seen by a Consultant within three weeks and where required, to have begun treatment within eight weeks.
FIND OUT MORE We’ve included a leaflet in this issue of Rapport to give you more information about the Society, you can also call 0845 052 5731* or visit www.benenden.org.uk and quote ‘NGSU’. A representative from Benenden Healthcare will be joining NGSU at our roadshow events at the Administration Centres during December. And don’t forget, you can include family and friends on your own membership. *Calls cost a maximum of 4p per minute for BT customers. The price of calls from non-BT lines will wary. Calls may be recorded.
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70 DEC 10 BOOKS
COFFEE BREAK Inform and entertain with one of these books in someone’s stocking this Christmas.
WHOOPS! JOHN LANCHESTER With massive cuts in the wake of the comprehensive spending review starting to impact on all our lives it’s timely to read this book about the global financial meltdown. John Lanchester sets out a clear understanding of the roots of the crisis, attributing the crunch to a perfect storm of factors: “a climate” (the triumph of free-market capitalism with the end of the Cold War); “a problem” (sub-prime mortgages); “a mistake” (bankers’ maladroit risk calculations); and “a failure” (on the part of governments, which let it all happen).
WHY JOIN A TRADE UNION JO PHILLIPS AND DAVID SEYMOUR The Labour Party was built on them; Margaret Thatcher set out to destroy them. Trade unions, who needs them? The answer is quite simply, anyone who goes to work and who cares about pay and conditions, equal rights, safety and training. In a world of portfolio jobs and economic austerity, will people need unions even more for protection or have they had their day along with sheepskin coats and picket lines? Jo Phillips and David Seymour take a witty look at the pros and cons of unions and why you might need them more than you think.
CONVERSATIONS WITH MYSELF NELSON MANDELA This book gives readers access to the private man behind the public figure: from letters written in the darkest hours of his 27 years of imprisonment to the draft of an unfinished sequel to Long Walk to Freedom. In these pages, he is neither an icon nor a saint but one of us. An intimate journey from the first stirrings of his political conscience to his galvanizing role on the world stage.
Please note: Gift contents may vary from the shown picture.
THREE CUPS OF TEA GREG MORTENSON In 1993, after a disastrous attempt to climb K2, mountaineer Greg Mortenson drifted, cold and dehydrated, into an impoverished Pakistan village in the Karakoram Mountains. Moved by the inhabitants’ kindness, he promised to return and build a school. Three Cups of Tea is the story of that promise and its extraordinary outcome.
WI N
Visit www.northdown-gifts.com for a great range of cosmetics, gifts, printer cartridges all at reduced prices. PRIZE WORDSEARCH
CHRISTMAS SONGS If you have a few minutes spare, why not try your hand at our wordsearch. See if you can find all the titles and bands of Christmas songs that are listed below. Northdown cosmetics have donated this cosmetics gift set to the lucky winner. Completed entries should be sent to Middleton Cheney by 16 January 2010. DW G J M I S N I G L L E E N B T E N L I L G S H G T E R X G K
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