Event summaries, slides and recordings

Workforce Resilience: A Cross-Sector Perspective

Author WIG Date 5 May 2022

A recording of the WIG Webinar: Workforce Resilience - A Cross-Sector Perspective with Andy Goodman, National Head of Share Plans & Incentives, BDO, and Geraldine Mills, HR Director, University of Warwick.



The way in which organisations approach workforce management has been affected by the pandemic in many ways - from implementing remote and hybrid working, to restructuring employee value propositions and addressing the impact of the 'great resignation'.

We were delighted to invite you to hear from a cross-sector panel of HR, Reward, and Talent experts as they discuss their approach to workforce resilience, and share examples of how they have addressed staffing challenges presented by the pandemic.

Join us online for your opportunity to:

  • Understand the impact of high employee attrition rates on organisations
  • Explore how HR and Talent experts from across the sectors are having to reassess their employee value proposition

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Andy has worked at BDO for 13 years. He advises on share schemes, long term incentives and management’s pay and equity packages. A member of the Chartered Institute of Tax, Andy specialises in the design and implementation of tax efficient long term incentives and equity and reward structures as well as advising executives and senior management on their tax position on corporate transactions such as management buy-outs, secondary buy-outs and trade sales. Andy also advises on the implementation of multi-jurisdictional international incentive schemes. Andy’s experience ranges across a wide spectrum in terms of size of company, from small private companies to FTSE 100. Prior to joining BDO, Andy spent four years at Ernst & Young working in the areas of expatriate taxation, Pay As You Earn and National Insurance, executive compensation and equity incentives.

Geraldine heads up the University’s HR department, which is responsible for HR strategy, HR services, policy and practice, institution wide.

This is achieved through proactive line management support and staff engagement, advice and delivery of HR solutions, promoting positive employee relations, organisational development opportunities plus recruitment, academic processes, reward, benefits and talent management.