Young workers want companies to take public stand | What employers can learn from recent verdict tied to DEI | What to say to a colleague who needs to step up their game
About half of employees -- especially younger ones -- want their company to take a public position on global issues, according to an Achievers Workforce Institute report, which surveyed 1,500 US and Canadian employees. "If you do choose to foray into global events, empower people leaders with tools and resources, create safe spaces, and support those who want to create space for life outside work in the workplace and for those that don't," says Hannah Yardley, chief people and culture officer at Achievers. Full Story: Human Resources Director (4/4)
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Recruiting & Retention
What employers can learn from recent verdict tied to DEI Employers should take note of the recent multimillion-dollar verdict against Novant Health, which fired a white man and replaced him with a Black woman, writes Zuckerman Spaeder attorney Jason Knott. Companies should avoid diversity, equity and inclusion policies that show any preference for one race or gender over another, advises Knott, who adds, "Thus, in adopting DEI programs, a central question that employers must ask themselves is whether their programs are designed to ensure an inclusive culture that values all employees regardless of background or identity and provides a level playing field for employees and job candidates." Full Story: Reuters (4/5)
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How to humanize human resources Author Mark Mears advocates putting “human” back into human resources by helping team members find their purpose at work. That means rethinking concepts: Team members, not employees; community, not culture; like-hearted, not like-minded. Full Story: Training magazine (4/3)
Benefits & Compensation
Unequal workplace flexibility causes strain, report finds An Owl Labs report found 11% of employees feel excluded because of unequal flexible work policies, while 13% resent their employers for allowing others to have more flexibility. "To help foster positive feelings instead of confusion about flexibility, leaders should communicate why it's important that everyone can schedule their own task-based hybrid work so they can be most productive -- such as conducting meetings and brainstorms in-office and focusing on solo projects at home or in a 'third space' like a cafe," the report said. Full Story: Human Resources Director (4/5)
The HR Leader
Keep employees engaged during digital transformation Amy Dowden, corporate strategic planning and management head for Wells Fargo, offers tips on keeping employees engaged during the lengthy digital transformation process on the latest Payments Journal podcast. "Meet employees where they are and understand the different perspectives," Downey said, adding that "[t]here's no substitute for in-person" communication. Full Story: PaymentsJournal (4/8)
Taking a public stand can be perilous today -- sort of like walking a tight rope over a pit of alligators. Companies that do this know there can (and likely will) be repercussions -- internal conflict, workers exiting, media blacklash. And yet, according to our top story today, pressure remains for organizations to choose a side in global issues. So how do you do this, without winding up alligator chum? Hannah Yardley, chief people and culture officer at Achievers, advises organizations to “empower people leaders with tools and resources, create safe spaces, and support those who want to create space for life outside work in the workplace and for those that don't.” Does that really work? Do “safe spaces” truly make all workers feel secure sharing their perspectives with their peers? I’m not convinced. The last eight years -- the elections, social issues, pandemic protocols -- have shown that workplaces can become tense when colleagues disagree. In some places, people who were formerly friends became awkward strangers. Ideally, folks should be able to hear perspectives different from their own and still behave as professionals. I think we’re getting there, but we’ll see what happens after this November. How are you handling this? Do you ban talk of politics and social issues in the office? Has your organization take a public position on issues? Has there been backlash? How have you handled it? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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