HR under scrutiny, experience trumps location and closing the 50+ gender pay gap

Leaders voice doubts about HR and marketing effectiveness 

Nearly half (45%) of business leaders question professionalism in HR, marketing, and sales, according to the Chartered Institute of Marketing (CIM). Professional development is seen as key to improving perceptions. HR professionals must demonstrate their impact on productivity while balancing KPIs like attendance and turnover.

Training is essential, as staying updated on industry risks and best practices is expected in other fields. Short-term investments in training can prevent long-term costs and enhance team agility. HR should be principles-led, evidence-based, and outcomes-driven—while effectively marketing its value to gain well-deserved recognition and credibility in the business world.  

Work experience matters more than location 

Forcing employees back to the office won’t automatically boost productivity or engagement. A McKinsey study finds that work experience—not location—drives performance. Employees struggle with weak collaboration, poor mentorship, and a lack of growth opportunities, regardless of where they work. Business leaders should prioritise meaningful work, career development, and purposeful collaboration rather than enforcing rigid RTO policies.

Instead of office mandates, organizations should focus on reimagining work environments that inspire motivation and connection. True engagement comes from clarity, purpose, and opportunities—not just being physically present.

Closing the gender pay gap for women in their 50s 

Women aged 50 to 59 face the widest gender pay gap, largely due to unpaid caregiving responsibilities. Tailored HR support can help, including age-inclusive DEI initiatives, menopause policies, and flexible work options. Pay transparency and data-driven reporting are crucial for addressing pay imbalances.

The Employment Rights Bill aims to close the gap by mandating employer action and banning zero-hours contracts. Companies must also provide greater flexibility for caregivers. A one-size-fits-all approach won’t work—midlife women need targeted reskilling and career support to ensure life circumstances don’t hinder their progression.