Operating without Borders - Building Global Resilient Supply Chains
16.05.2022
Just in time’ being replaced by ‘just in case’ as volatility becomes the norm and companies increase suppliers close to home
A major report by Make UK and Infor, ‘Operating without Borders – Building Global Resilient Supply Chains’, shows the stark impact on UK manufacturers from the economic shocks of the last two years and the knock-on effects to supply chains from increased energy, transport and raw material costs, as well as transport availability.
The findings indicate that the strategies manufacturers adopted of off-shoring in response to globalisation, operating a ‘just in time’ process with virtually guaranteed transport links and low-cost production, have been turned upside down with disruption and increased volatility fast becoming normal.
We may now be seeing the era of globalisation passing its peak, with disruption and volatility for global trade fast becoming normal. For many companies this will mean leaving ‘just in time’ behind and embracing ‘just in case’
The rules of supply chain are being re-drawn. Resilience trumps efficiency with winners being those who have been able to rapidly adjust their supply chain strategies to accommodate the succession of shocks.
Digital technologies play a part in building resilient supply chains and this survey by Make UK provides much needed insights from manufacturers on their response to this new norm and their use of digital to navigate the storm
If an employee has told you that they have a neurodiverse condition, such as Attention Deficit Hyperactivity Disorder (ADHD), Autism and/or Dyslexia, it is advisable to treat this information seriously and try to find out more from the individual about how their condition impacts them and how you can provide support.
From a legal perspective, it is possible that the individual’s condition may amount to a disability under the Equality Act 2010 (regardless of the fact that they do yet have a diagnosis) and, if so, you would have a duty to make reasonable adjustments to ensure that the individual is not placed at a disadvantage due to their condition. Aside from the legal implications, it is good practice from both HR and employee relations perspectives to try to understand how you can support your employee to manage their condition and achieve their potential at work.
While the absence of a formal diagnosis from a medical professional may make it harder for you as an employer to understand the employee’s condition, there are steps you can take to try to find out more. Depending on the circumstances, it may be appropriate to ask the individual to provide a letter from their doctor explaining the symptoms the individual is experiencing, so that you can better understand how you can support them in the workplace. Note, however, that it is unlikely that a general practitioner (GP) will be able to provide a formal diagnosis of a neurodiverse condition, as this is normally undertaken by a specialist (and there can be significant delays on the NHS to receive these kinds of diagnoses). Some employers therefore opt to ask the employee to meet with an occupational health practitioner, who can help the employer to better understand the individual’s condition.
In any event, it is advisable to meet with the employee – to discuss how their condition impacts their daily work, and how you can best to support them – and you should keep the situation under close review by meeting with them regularly.
If you are a Make UK subscriber, you can speak with your regular adviser and/or access further information about disability discrimination in our HRL Resources. If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources. Please click here for information on how we can help your business.