Pamela Dow explains how human resources captured the nation of Great Britain:
Until I started working in the Cabinet Office in 2020 I hadn’t paid much attention to human resources (HR). I had rolled my eyes at more time wasted circumventing another rigid recruitment policy, which, although introduced to make things better, was in fact making them worse. I assumed HR was unavoidable in large organisations, and mostly there to help.
My role was to restore relevance and rigour to civil service training, from entry to leadership. It brought me close to the gatekeepers of employee relations.
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Why were recruitment processes taking so long? To ensure fairness. Who decides what’s fair? The Public Sector Equality Duty, in precedents set by courts and interpreted or pre-empted by employment lawyers and HR advisers.
Why were so many employee grievances settled at such great expense, before and after employment tribunals? Because there were so many transgressions of HR policy, often by the very people who had codified the rules.
Why did every internal meeting start with a lengthy “emotional check-in”? For psychological safety. Where are people learning about that, and similarly subjective concepts? In acquiring vocational credentials from the Chartered Institute of Personnel and Development (CIPD) and other HR representative bodies, and attending their courses. In September, Sam Bowman, Ben Southwood and Samuel Hughes published their “Foundations” essay, which attracted significant attention in the national policy debate. It details how Britain is an outlier, lagging behind comparable G7 nations since the financial crisis, and struggling with growth, productivity, and weak state capacity.
The authors explain why, with clarity and precision: private investment is over-regulated and distorted by complex tax codes; infrastructure projects are stymied by lobbyists and lawyers; and the 1947 Town and Country Planning Act removed the incentive for local councils to permit building infrastructure.
The essay does not mention that Britain is also an international outlier in its dominant and expanding HR sector. We have one of the largest in the world, second only to the Netherlands. HR jobs have been growing steadily in most Western countries but the UK is top of the league* (turn over to see tables evidencing this). The British Labour Force Survey (LFS) shows a steady, 83 per cent increase, from just under 300,000 workers in 2011 to more than 500,000 in 2023. Might this also be an explanation for our national sluggishness?
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Alongside good pay and job security, in many organisations HR allows influence on high-status topics, incommensurate with position: global social justice and identity campaigns.
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In Britain the share of HR directors on boards has increased sharply, from 47 per cent in 2005 to 85 per cent in 2017. More than 70 per cent of FTSE 100 companies have a chief HR or people officer on their executive committee.
The UK legal and policy framework has also been fertile ground for HR growth over the past 20 years. The Equality Act assigns rights that have been interpreted well beyond their intent of fair opportunity, and definitions of “protected characteristics” are increasingly unhelpful. For example, graduates checking “disability” on their application to the Civil Service Fast Stream rose from 11 per cent in 2014 to 23 per cent in 2020. At the time, this allowed candidates to skip an assessment stage, perhaps an incentive to disclose an anxiety disorder. The civil service now is less certain how many people are blind, bipolar, using a wheelchair, or with self-diagnosed ADHD. It’s not a great leap to appreciate both the work this creates for HR, as well as the impact it has on productivity.
If we could track trends towards higher retention, happier workers, fewer grievances, this growth would be welcome. If there was a correlation with HR and improved outcomes it would be rational for leaders to invest more. There is evidence for the opposite. As HR roles have increased so too have the number of tribunals and days lost to work-related illness, while productivity has flatlined. HR expansion is not coinciding with desirable things and appears to be coinciding with undesirable ones.