How can HR plan a response to the Keep Britain Working review?

I'm Charlie Mayfield.

I'm lead reviewer for Keep Britain Working.

So there's lots of relevance in the report for HR professionals.

I think if I speak to some of the issues that we've discovered, first of all, there's a lot of fear in this whole arena.

And so anything you can do culturally to actually encourage safe and early sharing of information and sort of concerns, both from employees and line managers, plays, hugely into the prevention agenda.

It's much more helpful to prevent things from becoming acute rather than dealing with them afterwards.

Secondly, the level of support across the workplace is highly varied.

You need to be thinking about how do you provide effective support for individuals and for line managers.

And I think one of the critical aspects of that is ideally that support should be available directly to people rather than necessarily always having to go through an HR process to get to it.

And then finally, for people with disabilities, for disabled people, they are facing some really acute challenges in terms of being able to get into and to stay in the workplace.

So really thinking about how you make your workplace as inclusive as possible is of enormous importance, outsized importance for that audience.