Workforce blog

February 2020: Do you have a “Martini” approach to smart working?

Naomi Cooke, Head of Workforce, explores what is needed for local government to truly get the benefits from smart working.

January blog: Return to Social Work programme

The LGA has teamed up with the Government Equalities Office to reignite the Return to Social Work programme following its success in 2017.

November blog: NGDP diversity

Helen Reeves, Programme Manager for the LGA’s National Graduate Development Programme (NGDP), gives us an insight into how they ensure the programme to recruit our future local government leaders is as diverse as possible.

October blog: Supporting mental health at work in the public sector - on World Mental Health Day and beyond

Mental health problems affect one in six British workers each year. Faye McGuinness, Head of Workplace Wellbeing Programmes at Mind, examines how local authorities are starting to look more closely at how they can support the wellbeing of their people on an ongoing basis.

September blog: Managing the menopause

Mandy Baughurst from the Learning and Development team at Leicestershire County Council tells us about attending a menopause event and introducing guidance on it into their organisation.

August: Smarter working

Naomi Cooke, Head of Workforce, talks about smarter working - challenging what we think we know about work and how it gets done in our organisations.

June: The numbers game

Jon Sutcliffe writes about the importance of data in workforce development and LGA plans for the future.

May: The new local government pay spine

Last month saw the new local government pay spine introduced, to meet the challenge to pay arrangements in the sector resulting from the introduction of the National Living Wage (NLW). The new pay spine was part of a two-year pay agreement reached in the National Joint Council for Local Government Services (NJC).

March: The gender pay gap isn’t really about pay

A bit of a contentious statement? Yes, of course it’s about pay in the sense that it measures the difference in pay between male and female employees, but actually it’s really a measure, or sign, of wider gender inequalities in the workplace.