Musicality aside though, what might the return of Strictly Come Dancing have to do with SMEs and HR?

Starting with diverse recruitment through to quarrels over vaccine status, we think that there are a few helpful examples of people management of which employers might like to take note.

Leading with diversity and inclusion

Speaking directly to the diverse makeup of Great Britain, it’s clear to see that execs at Strictly Come Dancing understand the importance of representation.

The show has always featured a mixture of ages and gender, but this year welcomes its first deaf dancer and – for the second season in a row – a same sex couple to the dancefloor.

Racial and cultural diversity also contribute to the show’s make up. Professional dancers hail from a multitude of backgrounds, each bringing their own unique spin to classic dances.

For a business, equal representation in a workforce not only appeals to a broader range of clients, partnerships, and recruits; but it sets the scene for a fair and collaborative working environment.

Strictly Come Dancing shows that diversity isn’t just a checkbox exercise, but a chance for all types of people to be themselves at work, to collaborate, innovate, and strive for success.

Sidestepping vaccine status

Speculation that some dancers have refused a COVID-19 vaccine sent the media into a frenzy.

Since the first live show, one pair is reported to be self-isolating after testing positive for coronavirus, however individual vaccine status is unknown.

The show must go on, as they say, but the situation could cause HR issues behind the scenes if not handled with care.

In addition to maintaining the health and safety of workers and visitors, those in charge will need to make sure that discrimination does not occur against anyone because of their vaccine status. There are several reasons why someone might not be vaccinated, for example, a medical exemption.

How should employers approach vaccine status?

If you have identified a need to know the vaccine status of your employees or contractors, for example, because of a COVID-19 risk assessment, you’ll need to implement a clear vaccine policy which sets out your intentions.

This is Special Category Data and therefore must be handled and stored in compliance with UK GDPR and the Data Protection Act 2018.

Mandatory vaccines are soon to be legally required for care homes in England, and some large-scale events use vaccine passports for entry.

Whether or not you are planning to make vaccines mandatory in your business, the workplace still needs to be COVID-Secure.

https://www.hrdept.co.uk/exeter/blog/what-can-employers-learn-from-strictly-come-dancing

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