What you can learn from the Best Companies to Work For | How to incorporate inclusivity into the hiring process | What popularity of remote work means for Manhattan
Cisco, Hilton, Wegmans, Salesforce and Nvidia have taken the top five spots, respectively, in Fortune's 2022 Best Companies to Work For ranking, which is created in partnership with Great Place to Work. One of the common traits among these companies is an emphasis on employee experience, writes Great Place to Work CEO Michael Bush, who outlines four ways employers can emulate the best.
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To truly hire "inclusively," write job descriptions without too many requirements, advertise the job where it will reach underrepresented communities and confine interviews to elements of the role, writes Cynthia Owyoung, Robinhood's vice president of inclusion, equity and belonging. "Creating and executing an inclusive hiring process involves a great deal of intentionality and consistency," Owyoung says in an excerpt from her book.
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Zalat Pizza calls its employees Zealots and measures its success on how well the company cares for those staffers, said Khanh Nguyen, founder and CEO of the 20-unit Dallas-based chain. In addition to offering a 401(k), stock options and benefits, the company lets Zealots pick the music playing in their locations and pays for staffers to get tattoos based on the brand's logo.
Studies indicate that girls comprise 30% of high-school computer science students in California, and research suggests that many students who score well on STEM aptitude tests do not pursue careers in STEM fields, Melissa Jenkins of YouScience and Trisha Oksner, an educator at two California high schools, write in this commentary. Cultural biases are often to blame for these discrepancies, they assert, noting that offering girls the opportunity to explore these topics earlier in their education could help draw more of them to STEM fields.
As some employees return to the office, tension can arise between these workers and employees who are allowed to continue working from home. To keep ill feelings at bay, management should establish transparent rules about who must come in and should consult employees about decisions.
My cousin, Kailee, has long been one of my favorite relatives. He’s sweet, friendly and down-to-earth. Whenever we hang out, it’s a good time.
I noticed something the last time I saw him. He and I were at a sushi restaurant waiting for the rest of his family to join us for dinner. It had been some time since we had seen each other in person (we live in different states) and were catching up on life, kids and work. I was telling him about Kiaha and Kawai when I realized he was looking at me intently. People were walking around us, but he ignored them. He did move us out of the way at one point, but he never moved his eyes from mine. I had his full attention.
Kailee’s family arrived a few minutes later and our conversation broke off as I smothered my nieces and nephews with hugs and kisses. But I didn’t forget what Kailee did and throughout the night, I noticed he did the same thing with his wife and children. When they spoke to him, he gave them his full attention. It dawned on me that this is part of the reason he’s so well-liked by his family and peers.
Deep listening goes a long way with people, as we see in today’s top story. Employers that practice this build trust with their teams and have lower attrition rates. They can deliver tough news and still maintain relationships with their teams.
Deep listening. It’s a skill I plan to improve on, in my work life and my home life.
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