Life was alright, not a lead guitarist in a band, but ok.  I liked it.

I had a job at a really cool pub, started behind the bar and then after six months became a bar manager along with a few others.  The pub owner had other bars so there were opportunities for development and promotion.  I got paid a bit more for the manager position, managed to get a car and moved out to live with some mates. Then the pandemic hit, to begin with I got furloughed, which wasn’t brilliant but just about doable, then a few months’ later, when everyone realised it was going to be long term, I got let go.  I hadn’t been there for 2 years so no redundancy, just a month’s notice and that was it.  I had a look around to see what else I could do, but my only work experience was in a bar and no one was hiring obviously.

I sold my car, moved back in with my parents and started looking outside hospitality.  I applied for anything and everything but then, so did everyone else. 

Eventually, I got a delivery job, I borrowed some money from my parents, got a bike and rode around town delivering meals. I literally rode around all day just to stand still financially.

Here we are 2021, with the pubs about to reopen their doors for inside trade, but still I can’t get a job.  I guess those who were lucky enough to be furloughed, will get first dibs.  Even if I do get a job, I’ll have to start at the bottom again.

I’ve sort of lost my confidence too, I can’t really see the way forward now.  It seemed quite clear before but now I’m not sure.  Some friends seemed to have managed, others are in the same boat and I haven’t seen any of them anyway, so I feel like I’m living in my own parallel universe, separate to everyone else and who I used to be.  I don’t know how to get across the hole that the pandemic has left.  If I could just get a job that would pay for me to resume my life.  I don’t mind working hard, I don’t mind working unsociable hours.  I just want the chance to get my life back.  Why does it feel like an impossible task?

Setyourworth:  Had enough of sending gazillions of CVs and applications into the abyss?  Let employers come to you…

Create your profile today, get your attributes and experience out there, try something new, it might just turn your situation around….

Employment challenges of a young person and outlook of the future

Many young people struggle to visualise their career path, trying to figure out what they want to be at a young age, and of course, many of us change our minds over the years. During my last year of school, there was a degree of pressure indicating that the only way to be successful, allowing for a well-paid job, was to attend university. I disagreed.

I had the feeling that university life wasn't for me. I wanted to get on and work and pursue other interests without the obligation and debt of university. I started a small business, working for myself and enjoyed my success and experiences.

Bumping into one of my old teachers, I found myself disheartened by our conversation; and her overall reaction to the fact I continued my pursuit of a different path to the one she had placed upon me. For a moment, the teachers' response made me feel unsupported by my decision.

With the pressures of life and the traditional norms, it is increasingly hard for young people to find work. The lack of or the wrong experience to fit a specific job role is often the barrier young people encounter. However, with the help of 'set your worth,' young people are inadvertently recognised for more than just their skills and capabilities, meaning new opportunities and fairness.

I believe this will give young people the chance to be paid their worth in a role that can show off how incredible they are.

'Set your worth' does not discriminate against individuals, which I like. They put the power, for want of a better word, in the employee's hands, which allows them to reach their full potential and self-worth. I certainly think this will benefit many young people as they'll get on the employment ladder easier and be rewarded more fairly.

According to an article on the World Economic Forum, there will be 97million new roles in 2025. The division of labour between humans, machines and algorithms is changing at a fast pace and research suggests that the pandemic has catapulted this trend forwards.

As a result of those shifts, 85 million roles will be disrupted. So, what roles are on the increase and which ones will decline, in this new economic environment?

The article indicates that there will be an increase in digital roles like information security specialists, IT analysts, software and app designers and programmers. It also cites business development as an area of expansion and the continuing importance of sales and marketing. Those roles that are likely to disappear, however, are factory assembly workers, general managers, stock keeping and data entry clerks.

Interestingly, on the back of the pandemic, workers are reported as increasingly wanting to develop and learn more self-management skills; to include such topics as mindfulness and meditation. Whilst those currently unemployed are concentrating on technical skills in emerging sectors.

It could be argued, therefore, that the pandemic has catapulted two areas to the fore: the increasing importance of online digital business and the associated rise of new digital roles and the importance of self-management. Did the radical change to our daily lives give those in work the pause to contemplate what new self-development techniques will help us cope with our evolving world and in the same way, give those looking for work, the space to really consider what skills would be required for them to secure employment post pandemic.

Google, famously provide innovative working conditions for their employees, but what may not be as well known is that they also offer 20% of creative free time during the working day. This is gold standard motivational theory, put in practice and led to, not only, significant new business ideas like ‘Gmail’, but also the successful and popular implementation of internal courses on mindfulness. The latter, devised, by all accounts from a senior technical engineer.

So, whilst we are exploring and experiencing this rapidly changing economic situation, it is clear that employers need to promote not only the learning of new technologies and systems but incorporate wide ranging self-management and development strategies to help their employees adapt to the new economic world.

With the Tokyo Olympics and Paralympics likely to happen this August and September, we can look forward to the ‘much missed’ exhibition of elite human endeavour.

The rise and rise of the Paralympics to the 3rd biggest sporting event globally, has certainly showcased the extraordinary level that elite athletes with a disability, can achieve.

But will this demonstration have a genuine impact on how disability is viewed in daily life?

When Dr Gutmann first opened the special injuries centre at Stoke Mandeville hospital, which instituted, first the rehabilitation programmes, then recreational sport and finally competitive sporting games, little did he realise that his belief in human potential, would evolve into the global event the Paralympics Games is today. His unwavering determination and support for those men and women, to prove what they were capable of, is genuinely inspirational but perhaps his real legacy was helping others see the value of human life.

Last year ‘Rising Phoenix’ premiered on Netflix to outstanding reviews. Not only was it beautifully filmed, entrancing the viewer from the outset, but the unflinching humanity, the unapologetic reality of the athletes’ stories, made it compulsive viewing.

According to Dame Tannie Grey-Thompson, the accessibility of ‘Rising Phoeix’ through Netflix, will have a far greater influence on changing perceptions of disability than the Paralympics themselves. The fact that the viewers can connect with, learn and understand the personal histories of these elite athletes, makes it a powerful tool in diminishing the negative bias against disability.

Jonnie Peacock, GB’s double Gold winning 100m sprinter, says in ‘Rising Phoenix’ that he wants to be known as a sprinter, an elite athlete not someone with a disability.

It is 25 years since the Disability Discrimination Act but with only 52% of disabled people in work compared to 76% of the population as a whole, there is clearly work to be done.

Richard Kramer, Chief Executive for ‘Sense’ explains that ‘Disability policy has been focused on what benefits or services disabled people do or don’t have access to, rather than the lives they want and have a right to lead.’

Employers need to be open to those with disabilities, to include and encourage the recruitment and development of a diverse workfoce, that not only represents the whole community but also capitalises on all the talent that community has to offer.

Ultimately, seeing someone for who they are and what they can achieve, is the key to breaking down the barriers for disabled people. Expertly crafted films like ‘Rising Phoenix’, drive that message into the hearts and minds of the viewers.

….and just so you know… the Para from Paralympics, means ‘parallel’.

Paralympics, 24th August - 5th September

Organisation & Productivity with work

Being organised is key to being productive and getting one step closer to being successful. Have you ever heard of the phrase: 'Clear space, clear mind'? It's true, having a messy, disorganised space can leave your brain feeling cluttered and busy and all over the place.

There are many ways to organise your space but also organise your mind at the same time. Writing down your 'to-do's can benefit both the jobs you manage to get done and your mentally ticking something off can make you feel good about yourself. Knowing you've managed to achieve something no matter how big or small will make you feel some form of achievement.

Everyone is different in how they do things, but I think the following tips can benefit anyone, even if you tweak it to suit the way you work.

1. Declutter your surroundings - free up space around you. Throw or put away things you don't need. If you haven't used something in the last three months, decide if you need to keep it.

2. Establish work zones - you should have a different space for eating, sleeping and working. Never mix these things up. For example: doing work in bed, as much as it is cosy and comfortable when it comes to then going to sleep, your brain will still be wired as it will associate it with the last time you were in the space, in which; you were working so then your brain doesn't want to shut off and go to sleep.

3. Plan ahead - set aside time either the night before or the first task you do in the day and write a to-do list that you aim to achieve. Something that can help you feel productive is ticking off something you have achieved. To do this, even writing the first thing on your list as being 'get out of bed' or even 'make a to-do list' sets you up with a positive drive straight away.

4. You can't add hours to the day - the goals you set yourself each day need to be measurable and realistic. Writing ten essays in a day might be possible, but it is not sustainable; you could be exhausted and run down after it. Giving yourself measurable tasks with achievable deadlines such as 'finish reading the last 100 pages in my book by 5 pm' allows you to know what you want to achieve and then set yourself a deadline to hopefully complete it.

5. Don't be too hard on yourself - You do not want to get to the stage of feeling burnt out. The last thing you want to feel is exhausted, lifeless or demotivated. Now I'm not saying don't work hard, not at all. Working hard and putting in the time to achieve your goals is vital as you can't sit back and expect success; you have to work for it. However, be mindful of pushing yourself too far. Take a breath and think.

I have mentioned two keywords; these are are 'achieve' and 'success'. They are as self-explanatory as they sound; to achieve success, you need to work for it. Nothing is free. Nothing comes easy.

The effort you put in, I promise you, will be paid back in a rewarding way of some kind, whether that be with a reward of money or a promotion or even a high level of praise for your hard work. Your hard work should not go unnoticed, and if it is, then speak up. Your worth is profoundly important.

How is the unprecedented global recognition of racism in 2020 going to help create diversity in the workplace in 2021.

As the world watches the George Floyd trial unfold, it has been argued that the ‘Black Lives Matter’ movement amplified the awareness of bias and catapulted the need for action to the fore. As corporates rushed to pledge their allegiance to the movement and a singularly positive sense of unity reigned across the nations, how will this desire translate into active change and what can be done to eliminate bias and promote diversity in the workplace.

A plethora of articles have argued that diversity and inclusion will be in the top challenges for companies in 2021, but what is required is more than a policy change, it is suggested. An actual understanding and acknowledgement of bias in the recruitment process, unconscious or otherwise, is needed. Research has shown that one of the key areas that fall prey to unconscious bias is, ‘company fit’. This results in the same kind of people being recruited.

To combat this and restrict the influence of bias, it is key to have a diverse hiring team. The more diverse the team, the more inclusive the workforce will become and a recent study by The Wall Street Journal illustrates that companies that are more diverse and inclusive have competitive edge over their peers.

Another way of reducing bias during recruitment, is to ensure that candidates are measured by the same ‘yardstick’. To do this, the criteria by which they are measured needs to be skills and abilities based and role specific.

Bafta chair, Krishnendu Majumdar, speaking to The Guardian this week said that ‘the whole world changed last year and we wanted to step up.’ Given the criticism surrounding he lack of diversity last year, it is encouraging to hear influential people stand up for change. Majumdar continues by stressing that people do not want to, ‘be there because they’re from an underrepresented group. They just want the opportunity to have their work seen.’

The hauntingly beautiful voice of Celeste captivates our souls in the exit music for ‘The Chicago 7’, but it is her words that need to inhabit our minds.

‘Hear my voice, hear my dreams, let us make a world in which we believe’

Women, the same as men but cheaper!

With women more likely to have been furloughed, lost their jobs, increased their burden of domestic drudgery and done the home schooling, many are worried that progress to greater equality is sliding in the wrong direction.

A poll on mumsnet illustrated that 50% of women thought that gender equality had reversed during the pandemic. A worrying one out of five women said they had to decrease their hours to cope with childcare and a staggering one out of three confirmed that their career had been affected in a way that their partners’ hadn’t.

The CEO of The Fawcett Society, a UK charity campaigning for gender equality and women’s rights at work, at home and in public life, states that more diversity is required at senior levels for the situation to change and the gender pay gap to close. ‘Without women in positions of power, it’s not going to happen.’

An article in The Independent in November 2020 illustrated that 78% of companies in the UK reported differences in their gender pay. The Office of National Statistics reports that the gender pay gap in the UK is 18% and that it increases with both seniority and age.

It is 50 years since the Equal pay act of 1970 and the situation now is not so much about the same role being paid differently but work of equal value being compensated differently. It is a complex problem that requires a multi-faceted solution.

Organisations such as the Equality and Human Rights Commission (EHRC) offer positive solutions to rectify the situation.

• Increasing the opportunities for women within an organisation

• Ensuring that flexible working conditions are available at all levels of seniority

• Encouraging employers to tackle bias in recruitment and introducing a national target for diversity in senior and managerial position.

Only 5% of the CEOs in the FTSE 100 are women, the highest paid male CEO earns significantly more than the highest-paid female.

Actively ensuring women are represented throughout an organisation will combat stereotypes, realign bias and ultimately diminish prejudice. It’s time to put this into working practice!

It’s all too easy for the stereotypical negatives of getting older to preside in social opinion and it’s well documented that people over a certain age face greater barriers in the job market. Acts, policies and procedures abound to prevent it, but what about promoting the advantages of a multi-generational workforce.

Let’s look at what actually gets better with age and why these attributes are a positive force in the working environment.

Decision-making – Research suggests that you make better decisions as you get older, that our minds better understand the ‘weight’ of each decision. Experience gives us understanding about the ramifications and implications of a decision. Much is made of the impetuous nature of youth and whilst the drive to put ‘your head above the parapet’ can be admirable, there are situations where a more considered approach leads to a better outcome.

Self-confidence – As you age, you become more comfortable with yourself, less likely to compare yourself to others and try and be someone you are not. Much more likely to understand that some people will only like you if you fit in their ‘box’. As you get older you are much less afraid of shoving that box….well you get the idea…

Memory – Contrary to popular opinion, some forms of memory actually improve with age; semantic memory, which is your knowledge of the world, experiences, facts and figures, resists aging. The ability to retain and recall key information is an invaluable skill in virtually every sector.

Empathy – Some research has suggested that late middle-aged adults demonstrate more empathy than other age groups. The more empathetic we are, the more likely we are going to understand a situation and be able to assess and decision make off the back of it. This is surely, a hugely underrated skill in the workplace.

Positive mindset - Less stress and worry. Various studies have illustrated that older people focus on the positives rather than the negatives. Therefore, having a multi-generational workforce, creates a balance that could be skewed to the negative without it.

Wisdom - Is something that only develops with age, immortalised in the quote by Robert Frost

The afternoon knows what the morning never suspected.