UHR 2019 > Programme > Workshop Synopses

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Workshop Sessions

Within the programme for UHR 2019 we have an exciting line up of workshop sessions offering stimulating discussion around issues affecting the culture and success of organisations. There are three blocks of workshops running throughout the programme, each delegate will be able to choose one session from each block. 

Please note that exhibitors are unable to attend the plenary and workshop sessions, unless they have booked a non-member delegate ticket for the event. 

Please see full session synopses in the table below. 

Workshop Session A

Speakers and Synopses

Workshop A1

Please note this session will be duplicated in Block B of the workshop sessions.                                                                                                                                                                                                           

Communications: External and Internal

Andy Fryer, Head of Communications and Membership, UCEA; Sally Sykes, Director of Communications and Marketing, University of Manchester and Rachael McGraw, Head of Engagement, University of Manchester

 

In 2018-19 The University of Manchester embarked upon a process to reshape its 2020 strategic vision for the next stage in its evolution - looking at the world beyond 2030. Working with University Faculties, HR and strategic planning colleagues, and with employee and stakeholder engagement at its core, The University had over 4000 contributions to its vision development in an initiative called 'Our Future'. The task of developing the plan vision content and the process were mutually reinforcing ways to engage and involve staff, alumni, local businesses and schools.

This case study will look at how the topic, a vision which will lead to a new strategic plan, benefited from bold, creative treatment and from meaningful and extensive staff involvement on a project that is still evolving and benefiting from engagement.

 

Workshop A2

Please note this session will be duplicated in Block B of the workshop sessions.

 

 

 

5 Things You Can Do Tomorrow to Start Building Your Employer Brand

L. Valtteri Happonen, Employer Branding Specialist, Academic Media Group

 

Employer branding has become a billion-dollar industry that helps companies attract and retain top talent, and the academic sector is starting to take notice. Most universities now understand that academic achievements and rankings alone are not enough to attract stellar researchers. In working with thousands of universities, we've seen many struggle to figure out how to use employer branding to remain internationally competitive. Universities face several hiring obstacles, and to overcome them they want to creating engaging content,communicate in relevant channels, and reach the right candidates. Changing the culture can take years, but engaging the right people is something that can be done tomorrow. This workshop will teach participants how to actually build their university’s employer brand and give them five easy things they can do tomorrow to start developing it. Leave the “post and pray” method of recruiting behind and make way for “post and score”.

Workshop A3

Please note this session will be duplicated in Block B of the workshop sessions.

 

Putting you in the Driving Seat of Your Brain

Stuart Paviour, Client Account manager, Maria Paviour Company Ltd.

 

The session will provide an introduction to the basic brain functioning and why it is important to understand. We will explore the basic concept of threat and reward on the brain: its role in driving behaviour and how to apply it to change. We will consider mindset and its impact on performance, learning and personal growth. We will share some fun and easy to use techniques called BENDS - Brief Emotional Non-verbals Displays that everyone can use to drive their brain for the better.

Workshop A4

Please note this session will be duplicated in Block B of the workshop sessions.

 

Anti-Casualisation – How do we meet the differing needs of both Institutions and Individuals

Bettina Rigg, Partner, VWV and Imelda Rogers, Interim Director of People Services, University of Exeter

 

There is much national interest in casual and zero hours contracts and Higher Education often makes the headlines as being employers that offer a lot of casual contracts. This is one of the key TU manifesto pledges so how do we resource and contract effectively?

This workshop is a cautionary tale that ‘Doing the Right thing’ is not always want staff and Faculties want! University of Exeter have recently introduced a range of flexible PTA annual contracts alongside a range of other flexible employment options. This workshop will look at how to implement, what are the pitfalls as well as the benefits and what are the legal considerations?

Practical guidance, shared experience and a round table discussion on better resourcing and contracting in Higher Education.

Workshop A5

Please note this session will be duplicated in Block B of the workshop sessions.

 

Pensions Challenges - no end in sight?

Mike Harrison, Partner and Head of Mercer's Higher Education Group, and Rebecca Dodd, Director, Mercer Limited

 

2018 was a huge year for Higher Education pensions with the USS triennial valuation shining a bright light on pension costs and risks and sparking a debate that has reverberated across the sector and the pensions industry. At the very heart of this is the psychological contract of pensions for HE sector colleagues and a debate about what benefits (public vs private sector style?) fit best with the developing 21st Century culture of UK universities.

As well as USS, universities are facing massive cost increases for the Teachers’ Pension Scheme whilst uncertainty continues to dominate for LGPS; and the local schemes many universities have for professional support services staff are also under pressure.

Mike and Rebecca will bring colleagues up to date with the latest sector pensions thinking and will share what they have learned from dozens of pensions change projects and from listening to hundreds of sector employees.

Workshop A6

 

The Way of the Productivity Ninja

Hayley Watts, Productivity Ninja, Think Productive

 

Learn the 9 Characteristics of the Productivity Ninja® to improve focus and combat overwhelm.

Be Inspired, Form Good Habits, Transform the Way You Work. Overwhelmed? Feeling under pressure with constant distractions, information overload and a rapidly changing business environment? Struggling to juggle productivity and wellbeing? Need help managing expectations? Challenging time ahead? We’re here to help.

Our approach turns traditional time management on its head. Time is not your most precious resource: your attention is. We help you manage attention and focus, projects and actions, as well as choices and habits.

A Productivity Ninja is calm and prepared, but also skilled and ruthless in how they deal with the many enemies of productivity and wellbeing.

We’ll share with you the 9 Characteristics of the Productivity Ninja, and help you identify specific ways you can implement them.

Workshop A7

 

HR's Role in Handling Extraordinary Events

Sally Cowen, Director, B3sixty and Carrie Birmingham, Director, Carrie Birmingham Consult

 

Extraordinary events are always unexpected and come in many forms. They have the capacity to rapidly affect institutional reputation, incur financial liability and damage employee engagement. Yet when they happen, they need to be dealt with quickly, decisively and professionally. HR has a pivotal role to play, and rarely has any consideration been given about how to respond, so mistakes are made in live situations.

Using, sadly, a now all-too-familiar scenario of allegations of sexual misconduct, the speakers will draw on their own experiences of extraordinary events to walk workshop participants through what needs to be considered from a legal and employment relations’ perspective, and what practical action can be taken. They will address issues such as personal and organisational resilience, business continuity, and ensuring that, throughout, the values of the institution are not only upheld, but advanced.

Workshop A8

 

Game Changer – Revolutionise your HR Service with a New National Planning Tool from UHR, UCEA, Jisc and HESA

Myles Danson, Service Director, Jisc; Adam Green, Senior Data and Visualisation Officer, Jisc and Sophie Haworth, Customer Success Manager, HESA

 

As part of a national service to UK Higher education https://www.hesa.ac.uk/services/workforce-explorer, HESA, Jisc, UCEA and UHR collaborated to develop tools supporting Higher Education HR activities. Our new suite of ‘interactive dashboards’ allows simple interaction with a range of metrics, providing a visually appealing and highly engaging ‘deep dive’ into workforce planning:


• Ageing Workforce Productivity & Performance - including costs/income per staff FTE for teaching & research Productivity (teaching /research);
• Staff costs Staff Demographics – including female staff in senior roles, percentage staff with disability, national averages; staff ethnicity, contract type;
• Recruitment & Retention - turnover analysis including early leavers, loss of talent (voluntary), estimated staff replacement cost;
• Demographic Capacity Risk - academic subject areas with high student growth and high percentage staff over retirement risk age; and
• Sickness Absence.


This workshop will provide a hands on opportunity for the audience to explore the dashboards for themselves.

Workshop A9

Please note this session will be duplicated in Block B of the workshop sessions.

 

Current compensation packages are not fit for purpose and increments should be a thing of the past

Julia Roberts, Practice Lead, Not for Profit & Education, GatenbySanderson and  Jayne Billam, Director of Human Resources, Nottingham Trent University

 

The HE sectors pay structures and approach to reward and outdated and in urgent need of review. This session will provide a summary of what other sectors offer as well as sharing an insight into how Nottingham Trent University are changing their approach to pay and reward.

 

Workshop A10

Please note this session will be duplicated in Block B of the workshop sessions.

 

Job Crafting - the science and art of personalising our work to foster thriving people, teams and organisations

Robert Baker, Founder & Chief Positive Deviant, Tailored Thinking

 

Job Crafting encourages people to proactively tweak and tailor tasks, foster relationships and harness strengths and interests, to make work more meaningful, productive and fun. It encourages us to explore how we act, interact and think about the purpose of what we do.

Research into job crafting is both growing and compelling and it is linked to increased levels of well-being, engagement and performance across both teams and individuals.

This session will explore:

  • what is meant by job crafting?
  • the benefits of thinking custom-made in terms of our work;
  • why we should be destroying rather than perfecting job descriptions;
  • how we can all craft a more personal approach to our work (and encourage others to do so); and
  • a case study from the University of Melbourne of how they have applied job crafting to improve the employee experience involving technicians, cleaners, academics and senior leaders.

 

Workshop session B

Speakers and Synopses

Workshop B1

Please note this session will be duplicated in Block A of the workshop sessions.

Communications: External and Internal

Andy Fryer, Head of Communications and Membership, UCEA; Sally Sykes, Director of Communications and Marketing, University of Manchester and Rachael McGraw, Head of Engagement, University of Manchester

 

In 2018-19 The University of Manchester embarked upon a process to reshape its 2020 strategic vision for the next stage in its evolution - looking at the world beyond 2030. Working with University Faculties, HR and strategic planning colleagues, and with employee and stakeholder engagement at its core, The University had over 4000 contributions to its vision development in an initiative called 'Our Future'. The task of developing the plan vision content and the process were mutually reinforcing ways to engage and involve staff, alumni, local businesses and schools.

This case study will look at how the topic, a vision which will lead to a new strategic plan, benefited from bold, creative treatment and from meaningful and extensive staff involvement on a project that is still evolving and benefiting from engagement.

Workshop B2

Please note this session will be duplicated in Block A of the workshop sessions.

 

 

 

5 Things You Can Do Tomorrow to Start Building Your Employer Brand

L. Valtteri Happonen, Employer Branding Specialist, Academic Media Group

 

Employer branding has become a billion-dollar industry that helps companies attract and retain top talent, and the academic sector is starting to take notice. Most universities now understand that academic achievements and rankings alone are not enough to attract stellar researchers. In working with thousands of universities, we've seen many struggle to figure out how to use employer branding to remain internationally competitive. Universities face several hiring obstacles, and to overcome them they want to creating engaging content,communicate in relevant channels, and reach the right candidates. Changing the culture can take years, but engaging the right people is something that can be done tomorrow. This workshop will teach participants how to actually build their university’s employer brand and give them five easy things they can do tomorrow to start developing it. Leave the “post and pray” method of recruiting behind and make way for “post and score”.

Workshop B3

Please note this session will be duplicated in Block A of the workshop sessions.

 

Putting you in the Driving Seat of Your Brain

Stuart Paviour, Client Account manager, Maria Paviour Company Ltd.

 

The session will provide an introduction to the basic brain functioning and why it is important to understand. We will explore the basic concept of threat and reward on the brain: its role in driving behaviour and how to apply it to change. We will consider mindset and its impact on performance, learning and personal growth. We will share some fun and easy to use techniques called BENDS - Brief Emotional Non-verbals Displays that everyone can use to drive their brain for the better.

Workshop B4

Please note this session will be duplicated in Block A of the workshop sessions.

 

Anti-Casualisation – How do we meet the differing needs of both Institutions and Individuals

Bettina Rigg, Partner, VWV and Imelda Rogers, Interim Director of People Services, University of Exeter

 

There is much national interest in casual and zero hours contracts and Higher Education often makes the headlines as being employers that offer a lot of casual contracts. This is one of the key TU manifesto pledges so how do we resource and contract effectively?

This workshop is a cautionary tale that ‘Doing the Right thing’ is not always want staff and Faculties want! University of Exeter have recently introduced a range of flexible PTA annual contracts alongside a range of other flexible employment options. This workshop will look at how to implement, what are the pitfalls as well as the benefits and what are the legal considerations?

Practical guidance, shared experience and a round table discussion on better resourcing and contracting in Higher Education.

Workshop B5

Please note this session will be duplicated in Block A of the workshop sessions.

 

Pensions Challenges - no end in sight?

Mike Harrison, Partner and Head of Mercer's Higher Education Group, and Rebecca Dodd, Director, Mercer Limited

 

2018 was a huge year for Higher Education pensions with the USS triennial valuation shining a bright light on pension costs and risks and sparking a debate that has reverberated across the sector and the pensions industry. At the very heart of this is the psychological contract of pensions for HE sector colleagues and a debate about what benefits (public vs private sector style?) fit best with the developing 21st Century culture of UK universities.

As well as USS, universities are facing massive cost increases for the Teachers’ Pension Scheme whilst uncertainty continues to dominate for LGPS; and the local schemes many universities have for professional support services staff are also under pressure.

Mike and Rebecca will bring colleagues up to date with the latest sector pensions thinking and will share what they have learned from dozens of pensions change projects and from listening to hundreds of sector employees.

Workshop B6

Please note this session will be duplicated in Block A of the workshop sessions

Job Crafting - the science and art of personalising our work to foster thriving people, teams and organisations

Robert Baker, Founder & Chief Positive Deviant, Tailored Thinking

 

Job Crafting encourages people to proactively tweak and tailor tasks, foster relationships and harness strengths and interests, to make work more meaningful, productive and fun. It encourages us to explore how we act, interact and think about the purpose of what we do.

Research into job crafting is both growing and compelling and it is linked to increased levels of wellbeing, engagement and performance across both teams and individuals.

This session will explore:

  • what is meant by job crafting?
  • the benefits of thinking custom-made in terms of our work
  • why we should be destroying rather than perfecting job descriptions
  • how we can all craft a more personal approach to our work (and encourage others to do so)
  • a case study from the University of Melbourne of how they have applied job crafting to improve the employee experience involving technicians, cleaners, academics and senior leaders

Workshop B7

 

How to be a social media savvy HR professional

Gemma Dale, Policy and Engagement Manager, University of Manchester

 

Social and digital technology continues to disrupt traditional approaches to work, communication, and the activities undertaken by Human Resources.  Social media presents organisations with new ways to recruit, engage, communicate, listen to employee voice and learn.  HR professionals need to understand the benefits and challenges of social media – as well as how to maximise its potential whilst balancing any risks.  This session will provide you with what you need to know about social media both personally and professionally.  This practical session will equip HR professionals to support their organisations with developing their approaches to social media, as well as understanding for themselves how to use social media to network, learn and develop their own careers.

Workshop B8

 

No-one said anything about culture change?!

Cathy Korn, Mayvin Associate & Lead Facilitator, King’s ELP and Anna Lees, Director of Organisational Development, King’s College London

 

We didn’t want to scare people away, so King’s’ flagship programme for emerging leaders never made a big play of its ultimate purpose, culture change. But look beneath the title, to the nuts and bolts of the programme, the intention behind conversations, activities and participant experience and you start to see a different story. The programme is about developing emerging leaders to lead differently, adapt to challenging times ahead and by shifting mindsets, become the catalysts for change.

Mayvin is known for an Organisation Development approach to Leadership Development, working with the wider organisational system, politics and relationships. Within the conventional clothes of this programme, participants took radical journeys changing the way they worked, related to teams, and wider King’s community. We’ll look at participant experiences, the drivers for culture change and adapting to the changing context at King’s, with tales of transformation in the making.

Workshop B9

Please note this session will be duplicated in Block A of the workshop sessions.   

Current compensation packages are not fit for purpose and increments should be a thing of the past

Julia Roberts, Practice Lead, Not for Profit & Education, GatenbySanderson and  Jayne Billam, Director of Human Resources, Nottingham Trent University

 

The HE sectors pay structures and approach to reward and outdated and in urgent need of review. This session will provide a summary of what other sectors offer as well as sharing an insight into how Nottingham Trent University are changing their approach to pay and reward.

Workshop B10

 

 

 

Transforming Culture: Challenging Times

Clare Roberts, Managing Consultant & Leadership and Culture Expert and Bethan Nottingham, Behavioural Change Consultant, both of PA Consulting

 

Embedding any kind of change or transformation in an organisation invariably requires employees and leaders to think and behave differently to meet stakeholders’ expectations, address competitive pressures and deliver the full potential of new organisation models. However, current behavioural norms can often be deeply rooted in an organisation’s history, and the mindsets and assumptions that people hold to be true. These norms are often difficult to change and people resist or easily revert back to the familiar.

It is possible to influence and shape culture, by taking a closer look at how people think, behave and make decisions. You can shift behaviours and habits by using techniques borrowed from nudge theory to achieve better results.

 

Workshop session C  

Speakers and Synopses

Workshop C1               

 

 

 

Changing Cultures: Collaboration & Partnership vs Merger & Acquisition

Allan Howells, Leadership Consultant & Head of Education Practice and Tracy West, Leadership consultant, both of Wickland Westcott

 

The session will explore the changing nature of the HE landscape and the impact on organisational cultures. With resources shifting from institution-funded grants to student-led fees and the replacement of HEFCE with a student-focused Regulator (OfS), there is increased responsibility on HEIs to adopt different cultural practices. Future leaders will need to operate in a commercially driven yet realistic and pragmatic manner, adapting their own and their team’s perspective from a traditional educational mindset to one which is responsive to commercial drivers and risks.

The session will explore how leaders should prepare for this environment of increased competition rather than collaboration. It will consider practical steps required to shift from partnership working to one where merger and acquisition is more frequent.

Participants will discuss whether the various stakeholders who lead an organisation through cultural change have the necessary skill mix and offer the type of support needed in the future.

 

 

Workshop C2      

               

 

 

 

Championing Coaching in HR

Kathy Ashton, Head of OD and Claire McBrien, HR Business Partner, both of Leeds Beckett University

 

During the 2017/18 academic year we trained ten of our fifty HR colleagues in an ILM 5 coaching qualification, in order to shift our HR culture from a more directive one to one which enables managers to make decisions for themselves. The ten colleagues were from different teams and have become coaching 'champions' within their teams, supporting and challenging others to take this approach too. In addition, they have worked to develop practical materials for wider institutional use, such as coaching questions to ask during appraisal and performance conversations.

Workshop C3               

 

 

 

Implementing Pay Equity in a University setting

Indi Seehra, Director of Human Resources, London School of Economics and Political Science and Sigrid Fisher, Transformational Strategic Equality Diversity & Inclusion Consultant, Gender Insight

 

We will cover LSE's experience of carrying out an equity pay exercise in 2017 of its academics comparing pay to the CV of the academic. The intensive exercise involved a department process followed by a School process. We will share the background on the decision to carry out this unprecedented exercise. It required sensitive management of expectations, good communication to staff on the purpose of the exercise and careful handling on outcomes, particularly for staff where pay did not change. Of the 752 staff reviewed 108 received an increased salary adjustment. There were no grievances and the process was seen widely across LSE as being as fair and transparent as possible. The work involved HR professionals working closely with senior academic leaders with in-depth training on the interpretation of pay, the consideration of market supplements and other forms of additional pay to basic salary and the UK legislative framework.

 

 

Workshop C4                  

 

 

 

Using international to encourage diversity and to drive talent to create a culture of diversity and inclusion within internationalisation strategies

Marie Green, Director and Katy Bennett, Director, both of PricewaterhouseCoopers LLP

 

Education in the 21st century requires a global presence. With increased demands of international experience from students and academia's need to interact and collaborate with people from all over the world, HEIs have been developing their internationalisation strategies to fitting into today's world. On one hand, HEIs are developing international teaching and research programmes providing

overseas experience to attract talent; on the other hand, HEIs are encouraging diversity and promoting inclusiveness and diversity in the campus to retain talent.

In this session, we will share our insights from our broad experience across the private and public sectors around using international to encourage diversity and to drive talent.

We will look at:

- How does international form part of your talent and people strategies?

- What strategic priorities can international support?

- What business benefits do people with international experience bring to you?

- Fostering a culture of Diversity & Inclusion.

Workshop C5      

 

 

 

‘Building Inclusivity’ - Lessons and Insights from CUPA/USA

Rashmi Patel, Head of HR Operations, Nottingham Trent University

 

With a significant lack of diversity and inclusion in HEIs the workshop will explore way in which we can increase equality, diversity and inclusion in our institutions, especially in relation to BME recruitment and progression. It will look at how we can more positively nurture more inclusive, engaging and collaborative environments to work and study. The workshop will share lessons and insights from a cross section of the 9 US university study visits and the CUPA conference looking at initiatives, practices, ideas and thoughts they have adopted and seeing what works well, why and what we can learn from to address historic under representation and how we can take a more strategic approach to advancing diversity and inclusion in HE. Workshop will aim to raise awareness of EDI in our institutions in creating a change for the advancement of the importance of diversity and inclusion in representation and progression in HE.

Workshop C6               

LGPS: Diffusing the Pensions Timebomb

Ian Blachford, Chief Operating Officer, Staffordshire University

 

Attendance at this workshop is essential for any Universities currently considering the affordability of existing pension provision at their HEI in the current climate and who wish to hear and learn first-hand from Staffordshire University’s experience of closing its Local Government pension scheme to over 500 existing professional support staff, introducing a new defined contribution pension scheme and TUPE transferring the affected staff to a new subsidiary company.

The workshop will provide an opportunity for delegates to gain an insight into the University’s journey in managing and achieving this transition within a six-month time frame whilst retaining an affordable benefit for staff and the Institution. Delegates will hear about the essential communications, support and guidance that were provided to the affected staff in order to successfully achieve the implementation timescale and how the University has managed the employment relations challenges and industrial action that has been experienced along the way.

Workshop C7              

 

Employer Brand – How To Attract The Best Talent

Alex Albone, Consultant for Higher Education; Gin Bhandal, Principal for Higher Education; Elizabeth James, Partner and Head of Education, all of Berwick Partners

 

In June 2012, McKinsey and Co. (who authored the seminal 1997 ‘War For Talent’) wrote “global organisations need to strengthen aspects of their employer brands to succeed in the talent marketplace”. In the highly competitive landscape we find ourselves in, it is not enough for Universities to assume that candidates will be driven by the same motivating factors from years gone by.

So just how can a University improve its employer brand to attract candidates from across the world and from other sectors? This session will cover this critical question in detail giving delegates the opportunity to discuss this critical topic with the UK’s number one executive search firm. Points covered will be;

• Competitive compensation;

• Attractive working conditions;

• Managers who develop, engage, and support their staff; and

• Good communication.

Workshop C8      

 

Pay gaps – what have we learned and what do we do next?

Roshan Israni, Deputy Chief Executive and Researcher and Laurence Hopkins, Head of Research, both of UCEA

 

Theresa May announced in October 2018 a consultation on the publication of ethnicity pay gaps by organisations with 250 or more employees. The consultation follows the first UK-wide publication of gender pay gaps by the same employers in March 2018. The HE sector has a strong track record of equal pay auditing with the majority of HEIs covering ethnicity and gender, yet pay gaps are still significant. This workshop will highlight up-to-date information and analysis by UCEA on gender and ethnicity pay gaps including intersectionality, action planning to reduce gaps, and where progress has been made. The workshop will provide an opportunity for delegates to share their own approaches to reporting and identify interventions that have been effective. Each table group will produce an idealised action plan for institutions and the sector that incorporates the most effective interventions and steps that should be taken at national level to improve outcomes. These plans will be published by UCEA following the conference.

Workshop C9                  

 

 

 

Transformational Change: Don’t forget how it feels

Jody Goldsworthy, Executive Director, Leadership & Talent Consultancy and Barry McNeill, Lead Partner, Leadership & Talent Consultancy, both of GatenbySanderson

 

Working with some of the UK’s most influential leaders, our work centres around preparing public service organisations to be future ready as they aim to accelerate change delivery. Transformation, for many, is central to success, yet according to McKinsey, 70% of transformation programmes fail. In our session, we will focus upon the factors that increase the chances of success and what causes change programmes to fail? We will consider the context of Higher Education specifically, the critical role that HR and OD leaders play and what can be learnt from similar, complex and public led organisations?

Based on research undertaken over the last two years, we will explore the changing demands on leaders in HE and assess how effective leadership is in managing both the rational and emotional reaction to disruption. In this interactive session, we introduce engagement strategies that attend as much to the feelings underpinning organisational change as to its structural, systems and service impact.

Workshop C10    

 

 

Creating new myths and legends - A story of total reward

Emma Sprawson, Reward & Recognition Specialist, University of Salford

 

This session will walk through the University of Salford's story about how it is engaging its people through the development and introduction of an innovative and forward-thinking total reward platform. You will learn how Salford engaged their stakeholders, built the content and dealt with the twists and turns to create a platform which is helping to drive a culture change programme across the University.

Please note that these sessions are subject to last minute changes due to speaker alterations. 

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