Study: "Motherhood penalty" can cost $500,000 in earnings | To eliminate age bias in hiring, spell it out | HR leader: Bring your authentic self to work
Working mothers in the US earn significantly less than their male counterparts, with a 31% wage gap translating to a potential loss of $510,000 over a 30-year career, Bankrate's latest analysis shows. This 'motherhood penalty' is driven by women taking on more caregiving responsibilities and opting for lower-paying, flexible jobs.
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A study by the London School of Economics and the University of Essex found that subtle techniques are ineffective in reducing hiring bias against older workers, but that explicit diversity statements eliminated this bias. "While many firms try to increase diversity by changing their recruitment processes with nudging techniques or blinding applications, firms that choose to be explicit with recruiters about their diversity goals are more likely to achieve them," said study author Daniel Jolles.
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Executives say asking remote employees for their ideas on how to improve the remote-work environment and offering rewards programs can help alleviate loneliness, which a Ringover survey found is common among work-from-home employees in the US. "Employers should try to recognize and involve remote workers in every aspect of the workplace, having equal opportunities to develop and participate just like other employees," says Lotus Therapy and Counselling Centre's Niloufar Esmaeilpour.
Job scams rose 118% in 2023, driven by the use of AI to create realistic job postings and recruiter profiles, the Identity Theft Resource Center reports. With the goal of collecting personal data, scammers either pose as recruiters offering work with unusually high pay or post fake jobs for legitimate businesses on platforms like LinkedIn.
HR should confront new workplace challenges and disruptions such as incivility and AI by focusing on upskilling employees, embracing technology, fostering open dialogue and de-emphasizing college degrees, Society for Human Resource Management President and CEO Johnny C. Taylor Jr. said at the SHRM Annual Conference & Expo 2024. "Choose the courage to run into the storm," said Taylor, who added the next few years will be a major test for HR.
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HR departments have faced enormous challenges over the last four years, but more is coming, said Johnny C. Taylor during the opening session of this year’s SHRM Annual Conference & Expo in Chicago. “A storm is coming,” he said that will test HR professionals across industries. (The story in HR Leader is behind a paywall. HR Brew and HR Dive also reported on his keynote.)
Taylor called attention to three areas: the need to upskill our teams, manage the volatility of AI and addressing workplace incivility. What does this mean?
First, employers will have to spend time training their work teams, filling in the gaps left by pandemic-era education. “What education can’t do, HR is now going to have to do,” Taylor said.
Second, embrace AI. It’s time to get on the same page with other organizational leaders and engage in conversations about using AI in the company. Discernment is still key, but defensiveness may cost you.
And finally, workplace incivility. Workplaces have become increasingly tense, according to data from SHRM. HR leaders must get ahead of it, address incivility and set expectations for appropriate behaviour in their workplaces.
These are some weighty challenges, but isn’t that the role of HR? To tackle the big issues that come with managing people and teams? I know that’s not easy or simple.
But, I tend to view HR folks the same way I view educators: The work they do is a calling. And those who respond to the calling are those uniquely equipped to fulfill that mission.
What do you think about Taylor's words? Do you see the gathering clouds of an HR storm? How are you preparing? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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