Latest news and developments

---

I am excited to be speaking at UNLEASH World in Paris next week! Join me and over 7,000 HR professionals for a 2-day experience like no other this 16-17 October. From world-leading speaker sessions on stage, to product showcases from the next wave of breakthrough technologies, this is the must-attend event of the year. Buy a pass and join me there: https://lnkd.in/eBYF48Qt

As the leading body for HR and people development, the CIPD understands the critical importance of EDI to the world of work and organisational success. Like me they see EDI as an integral part of our values and purpose: championing better work and working lives for everyone. To do this they are continually seeking fresh insights and approaches on effective leadership and delivery of EDI to support their members and influence policy and practice.

Their research has shown that while much progress has been made, inequalities still persist in society and also the world of work. This is underscored by speculative reports of anti-EDI rhetoric and fatigue within organisations – the so called backlash. Debates have also become politicised and polarising as demonstrated by recent awful acts of violence, anti-immigration, and discriminatory behaviour in many parts of the UK. The CIPD’s research has identified the growing complexity of the EDI landscape, with protected and personal characteristics and intersectionality (multiple disadvantage or discrimination) and weaknesses in EDI leadership and ownership. 

Which is why I am thrilled to be a part of the CIPD's Future of EDI Project which aims to examine the key challenges to delivering EDI including if the current focus of EDI has become too complex and whether there is a case for reframe and reset. Most importantly we will evaluate the most effective EDI approaches and equalities performance measures and make recommendations to employers and policy makers aimed at improving equalities and business outcomes delivery - so watch this space!

 On Thursday 19 October 2023 I took a leap of faith and launched my own business after being an employee for my entire working life. I had only stepped down from my multi-award winning long tenured role as Chief People Officer of the Financial Services Compensation Scheme twelve weeks earlier. I had never been self-employed or an independent consultant.

So this week's announcement by HR magazine that I had been recognised as the Number Two Most Influential HR Practitioner 2024 was especially meaningful and incredibly special. I will shortly be ending my current assignment as the Interim Executive Director of People at Mencap and so if you would like to explore how I can help your business please do reach out for a conversation, connect or visit our website 😊 

 What defines a great partnership is a question I am often asked? How do you move a supplier relationship from the tactical and operational to the transformative and strategic? How does the partnership create value for your company, your partner and most importantly your customers and colleagues? As FranklinCovey UK & Ireland (another great partner!) highlight in the 7 Habits of Highly Effective People 4.0 when we synergise 1 + 1 = 3, 10, 100! If you are not creating greater value together than you could alone, then where is the value in the partnership?

We all know that companies of all sizes are facing some daunting challenges in digital transformation, globalisation, and the constant pressure to do more with less. Today companies seek out partners to gain skills and access innovation which is why I am thrilled to working alongside SHL on evolving our partnership. I hope you can imagine my excitement this week when I met with Lucy Beaumont, CPsychol AFBPsS, Ana Carolina Dollevedo, David Evans and Alison Hartwell at SHL Headquarters to discuss ‘…The David Blackburn Project…’ – I cannot remember a time when I was so delighted to see my own name on the screen!

I have worked with SHL for over a decade, and we have a shared passion for people analytics, driving insight from assessment and using data to build lasting, impactful people and talent acquisition strategies for the future of work. It is this shared mindset that fosters great collaboration, a successful partnership, builds trust and values differences as opportunities to create value. To quote from the 7 Habits again – we think Win Win.

So over the coming months watch this space for exciting announcements and opportunities to get involved, share experiences and learn from our partnership journey.

In my almost thirty years of experience in all aspects of human resources, I have been drawn time and time again to organisation's that make a real difference to people's lives and in which I can also make a difference.

Whether that be Metropolitan Thames Valley, Shepherds Bush Housing Group or more recently my multi-award winning decade at the Financial Services Compensation Scheme helping people get back on track when their financial firm has gone out of business - these are all organisations supporting people at crucial moments that matter in their lives.

Which is why I am absolutely thrilled that on Monday I joined Mencap as their interim Executive Director of People. Mencap's vision is for the UK to be the best place in the world for people with a learning disability to live happy and healthy lives. Founded in 1946, today the organisation is one of the largest and most well known charities in the UK and I am genuinely excited to be joining Jackie O'Sullivan, FRSA and her incredible team at this next stage on their organisational journey. 

Today’s human resource leaders and people managers are being called upon to make decisions that enhance both people and business outcomes. Most HR leaders do not have access to employee data and the analytical tools that help to derive insights, to optimise and align decisions with strategic corporate objectives. 

This week marks the conclusion of eight weeks of study at the Cambridge Judge Business School and The Psychometrics Centre for David R. Blackburn as part of the Global Chief People Officer programme which he will complete next month after a year at the University. This means that we are equipped to bring the very latest, most up to date thinking and research in the world of people management and Human Resources to your business.

The Cambridge Dictionary defines a leap of faith as: an act of believing something that is not easily believed. For example - It took a big leap of faith to decide to quit my job and try something new. The Oxford English Dictionary and the Collins Dictionary share similar definitions: if you take a leap of faith, you do something even though you are not sure it is right or will succeed.

Three months ago, today on Thursday 19 October 2023 I took a leap of faith and launched my own business David R. Blackburn Consulting Limited. I had been an employee for my entire working life. I had only stepped down from my multi-award winning long tenured role as Chief People Officer of the Financial Services Compensation Scheme twelve weeks earlier. I had never been self-employed or an independent consultant. Like the dictionary definition I had decided to quit my job and try something new.

I know from my conversations with all the friends, colleagues and partners who have been on this journey it is both exciting, exhilarating and energising and incredibly scary at the same time: how will I pay the mortgage, what happens when I no longer have a guaranteed monthly income, what do I do about my cash-flow? I will be honest and tell you that in the run up to Christmas I was genuinely worried.

Which is why I am so thrilled to be able share that three months in I have worked with or am working with: Riverside, the CIPD, SHL, the Bank of England and as of this week English Heritage. As one of my clients said: what I really want is an experienced HR Director that I can trust. So, if you have a thorny issue or challenge that you simply need some expert help with to progress of resolve – you know where I am!

Sometimes taking a leap of faith is exactly what you need to do!