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By supplying your CV to The Industry Club we are receiving personal data from you. We are required to hold and use this data in accordance with the General Data Protection Regulation 2016 and will ensure your data is processed in line with its requirements.

As you are supplying us your CV in the pursuit of a job we hold your CV for this purpose, which will include work on your behalf to find you the right job. We will hold your information for up to 6 years as we know that our candidates usually change jobs within that timeframe and that gives us the opportunity to advise you when suitable roles become available.

Our legal basis for this processing is something called Legitimate Interest, which means we believe you would be expecting to hear from us when we have relevant job opportunities to discuss with you. This is always done as a very personal, handpicked service. You always have the chance to request we delete your details. You can do this, and request any other information on how we process your data, by emailing: info@theindustryclub.co.uk.

Whilst we are pursuing a specific job role for you we will need to take some identity information, such as your passport details and other possible ID details. We do this in accordance with requirements placed on us by our clients to validate your identity and ensure your right to work. We will obtain your consent for this processing at the time we collect it.

If you would prefer we did not hold your details on record, further to a submission of your CV for a specific job, then please email us at info@theindustryclub.co.uk.

If you are intending on being engaged through a limited company, be it a personal service or umbrella company, then we provide this privacy information as matter of reference for you. Our basis for ongoing processing will be the contract between us and that company. You will need to ensure, independently, that you are comfortable with how your personal data will be processed as an employee of that personal service or umbrella company.

For full information of how we keep your personal data secure and on your rights, please review our comprehensive privacy notice, which is available here:
https://theindustryclub.co.uk/privacy/

Please note, that for the purposes of the General Data Protection Regulation, The Industry Club will be the data controller. The Industry Club is a trading name of The Work Club London Limited (Company number 07481831).

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Start 2020 with a vision for wellness at work

By Melissa Smith     

In this two-part blog on the importance of wellness at work, Melissa Smith crunches the numbers and shares a vision for the New Year.

 

Part 1: Wellness at work: where we’re at

How healthy are your colleagues?

Obviously, you’ll have records that show the amount of sick leave taken. You’ll know who the Trojans – the hardy types that butch it out when they’re unwell and make it in no matter what (even when they shouldn’t) – are.

And then there are those who are working while off sick, thinking they’re minimising the backlog they’ll be returning to when they get back to work.

All well intentioned, but it could be storing up trouble. Findings from the CIPD Health and Wellbeing at Work Survey 2019 tell us that:

  • employee absence is at an all-time low of 5.9 days per employee per year
  • 63% of employers say their staff work during their annual leave and / or when on sick leave

On the face of it then, great news for employers who would seem to be getting more bangs per payroll buck than ever before.

But…

The CIPD survey goes on to show that:

  • 37% of employees say that stress-related sick leave is on the increase
  • at 59%, mental ill health is the top single cause of long-term absence
  • in joint second place is stress at 54% along with musculoskeletal injuries – acute medical conditions come in at 45% and injuries/accidents account for just 19% of absences

So are we storing up mental illness problems – and are we equipped to deal with it?

The stats suggest that a) yes we probably are, and b) some great work has been done to tackle mental illness at work but more needs to be done. For instance, another look at the CIPD survey findings reveals that:

  • 50% of employers say that their managers are trained to manage stress, and that they understand its significance
  • 40% of organisations have trained managers to support staff who have a mental illness
  • 30% claim their managers are confident about discussing mental health with colleagues and directing them towards expert help. However,
  • only 18% of those taking part in the survey felt their managers were able to spot the early warning signs of mental ill health

Mental health, then, is clearly on the radar, but some organisations are well ahead of others when it comes to spotting it and dealing with it. So, in part 2 of this blog, we’ll look at some of the strategies that any business – no matter how large, small or complex – can put in place to deal with the top two causes of long term absence.