The HR Hero

Name: The HR Hero
Address: Bromsgrove, GB
Telephone: +447704037136

Supporting SME's, Charities and Early Years 1-100 staff with HR, employment law and people management 🦸🏻‍♀️ Book a discovery call today.

Hi, I'm Kate Bennett

I love business and I love people, which is why I love HR! With a Degree in Business, a Masters in Management and a Level 7 in HR, together with over 20 years working with all types of businesses in the public, private and third sector. I’ve seen and understood what works and more importantly what doesn’t. In all organisations, a great culture, a great business is because of

its people. In every business our people are our biggest asset but also our biggest risk. As an Business Owner you have worked hard to make your business successful. You are now ready to take your company to the next level and need to grow your team to get you there. There is complex employment law to understand and HR practice to implement, which can be overwhelming. You will have a lot of questions and will want to get things right. So if you are:

🤔 Worried about problems with your staff and don’t know how to deal with them

🤔 Unsure what you should or shouldn’t be doing to comply with employment law

🤔 Confused about what you can and can’t do

🤔 Struggling to recruit the right people for your business

🤔 Feeling isolated with no-one to bounce ideas off

Then I’m right behind you. I’ll explain what you can and can’t do, together with the risks to your business. Ways you can work with me:

😊 FREE Resources - join my Facebook Group 'The HR Hero' 🦸🏻‍♀️ for Business Owners. A place where all things people, HR and employment law for your business are explained and made easy

https://www.facebook.com/groups/thehrhero

Get a copy of my 5 Essential HR Tips today:

https://www.kbhr.co.uk/pl/2147552392

😊 Online courses: My online HR courses teach you how to implement effective people practices. Together with all the legal documentation you need when employing and managing staff. https://www.kbhr.co.uk/

😊 One to One: Let's talk about your business requirements. From resolving immediate people issues, employment law, management development and business strategy. https://calendly.com/kbhr/15min

18/06/2026

My five-action checklist for the second half of June, if you are wondering where to start during Pride month.
1. Audit HR policies for inclusive language.
2. Properly resource an LGBTQ+ employee resource group.
3. Get up to date on trans inclusion specifically.
4. Review recruitment and onboarding for inclusive language.
5. Ask LGBTQ+ employees what they need, privately, then act on it.
None of those require a marketing budget. All of them require commitment that lasts beyond Pride Month.
Which one of those would be most useful to make a start on in your organisation.
Book an SOS Call: https://www.thehrhero.co.uk/sos-call

17/06/2026

The Equality Act 2010 protects employees on the grounds of gender reassignment and sexual orientation. That is the legal position. It has been for fifteen years.

And yet a third of LGBTQ+ employees still hide their identity at work. Half of trans people do.

Legal protection is not the same as cultural safety.

The HR Hero monthly membership gives you the policy templates, employment law updates and good practice guides to build culture on top of compliance. Starts at only £98+vat per month (minimum of 12 months).
What is the gap in your organisation between the law and the lived experience?
Join the HR Hero membership: https://www.thehrhero.co.uk/hr-support

16/06/2026

Last week I delivered my members talk to the Sterling Education Group.

It’s a networking group bringing the two worlds of Education and Business together.

A great reminder that if you work with early years, schools, trusts, colleges and charities, firstly understand how the services you offer impact the outcomes of children and young people.

15/06/2026

A test I use when I review employee resource groups.
Does it have a budget?
Does it have a senior sponsor who actually attends meetings?
And does it have a clear mandate?

If the answer to any of those is no, the group exists for the organisation chart. Not for the people it claims to support.
In my experience, the difference between a network that works and one that decorates, is whether the organisation has put real resources behind it.

Sign up for practical guidance: https://www.thehrhero.co.uk/contact

12/06/2026

Section 28 was only repealed in England and Wales in 2003. For 15 years before that, schools and local authorities were prohibited from "promoting" homosexuality.

For some of your colleagues, their entire compulsory education happened under that law. Teachers self-censored. Support groups closed. A generation grew up without visible LGBTQ+ reference points in the classroom.

I sometimes meet leaders who treat this as ancient history. It is not. It is recent. And the effects do not disappear because the legislation does.

How much of that history do you and your team actually know?

Book an SOS Call: https://www.thehrhero.co.uk/sos-call

11/06/2026

Persistent deadnaming and misgendering can amount to harassment under the Equality Act 2010. I find that this is one of the most commonly missed points among employers I work with.
It is not just unkind. It carries legal risk. And it causes real harm to the person on the receiving end.
The lesson I take is that we need to treat persistent misgendering and deadnaming as conduct issues, not as awkward mistakes that everyone has to politely overlook.
How are these moments handled in your workplace, formally or informally.
Read the full blog: https://www.thehrhero.co.uk/post/pride-month-1-to-30-june-2026-more-than-a-logo-change

10/06/2026

Five things LGBTQ+ employees notice about your organisation, in my experience.
1. Whether the Pride logo appears everywhere or only where it is safe.
2. Whether the employee resource group has real resources or just permission to exist. Whether healthcare provision covers trans-specific care.
3. Whether leadership talks about inclusion in November as well as June.
4. Whether complaints are handled with confidentiality and seriousness.
Your staff are paying attention. For ongoing access to inclusive policy templates, employment law updates and good practice guides, The HR Hero monthly membership starts at 9£8 +vat per month.
How would your organisation score on those five?
Join the HR Hero membership: https://www.thehrhero.co.uk/hr-support

09/06/2026

I am often asked what employers can do that does not cost anything. Here is one. Add pronouns to email signatures, particularly for senior people.
The cost is zero. The signal is significant. When senior people share their pronouns unprompted, it makes it safer for everyone else to do the same, and it tells colleagues that the organisation treats gender identity as worth acknowledging.
I know some leaders worry about whether it is the right thing to do, or whether it might cause friction. In my experience, it is one of the safest, simplest inclusion actions available.
What is stopping your leadership team adding pronouns to their signatures?
Sign up for practical guidance: https://www.thehrhero.co.uk/contact

08/06/2026

I want to say something honest about rainbow-washing.
It does not just fail to help LGBTQ+ employees. It actively undermines trust. When people see the gap between the branding and the day-to-day, they become more disengaged, not less.
I have spoken to LGBTQ+ employees in organisations with very strong external Pride campaigns who feel less seen at work, not more. Being part of the marketing and excluded from the practice can feel worse than not being seen at all.
Before publishing any June content, what one substantive change can you point to that backs it up?
Book an SOS Call: https://www.thehrhero.co.uk/sos-call

05/06/2026

A case that I think every employer should know about. Taylor v Jaguar Land Rover, 2020.
A trans woman engineer was awarded £180k in compensation after sustained harassment by colleagues and a lack of support from managers. The tribunal was scathing about JLR’s diversity training. The company had policies, but had not actually communicated them to its workforce.
Aggravated damages were awarded, which only happens when behaviour has been aggressive, malicious or oppressive.
When was the last time your inclusion policy was actively communicated across the business, not just published on the intranet.
For more information about LGBTQ+ read our guest blog, written by Rose Ruggiero, who is not just the co-chair of the E.ON Pride Network, but has lived experience.

For Rose and her community, the stakes are their lives and livelihoods.

Read the full blog: https://www.thehrhero.co.uk/post/pride-month-1-to-30-june-2026-more-than-a-logo-change

Address

Bromsgrove

Telephone

+447704037136

Website

https://www.thehrhero.co.uk/

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