Musk closes Twitter buy, dismisses top execs | How Greyston is pioneering the concept of open hiring | The quick rise, speedy exit of chief diversity officers
Exploiting Long-Term Inefficiencies in Today's Credit Markets Robert M. Almeida, Global Investment Strategist & Portfolio Manager and Henry Peabody, Fixed Income Portfolio Manager examine the shifting landscape across the US credit markets and how long-term active managers can try to exploit the market's short-term focus to add alpha. Learn more
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Recruiting & Retention
How Greyston is pioneering the concept of open hiring Greyston, a combination bakery and foundation, has become a pioneer in the concept of open hiring, which CEO Joseph Kenner says models "how business can elevate humanity through inclusive employment." "With millions of people unemployed and millions more on the sidelines, there is tremendous economic and social potential to be unleashed if business leaders would just have a mind shift in how and where they are sourcing their talent," Kenner says. Full Story: Forbes (tiered subscription model) (10/26)
Open enrollment questions? Get answers. Help your employees navigate the complexities of Medicare. Share the What Employers Need to Know about Medicare guide. Download the guide.
Alternative HRAs becoming more popular An HRA Council analysis shows that employers' adoption of individual coverage HRAs has increased by 350% since 2020, and qualified small employer HRAs have almost doubled during the same period. Council Board Chair Jack Hooper said small and medium-size businesses are spearheading innovation in this area to offer staff members greater choice and mitigate employer costs. Full Story: BenefitsPRO (free registration) (10/26)
The HR Leader
Why leaders should do more to watch their language Controlling language -- such as asking team members to "drive" performance or results -- can actually hamper motivation and lead to a toxic workplace, writes Susan Fowler. "Consider an alternative vocabulary that reflects justice and promotes optimal motivation based on values, a noble purpose and contributing to the greater good," Fowler writes. Full Story: SmartBrief/Leadership (10/26)
Good morning, Workforce readers! I want to share with you a note I got yesterday from reader Nancy Miller, executive director and CEO of VISIONS/Services for the Blind and Visually Impaired. The organization provides life and career support to people who are blind and visually impaired. Nancy wrote in response to my column about Proto M, the device that lets people beam themselves to others, in real time. Here’s an excerpt from her note: “Just a reminder that there are many workers who are blind. They will not be able to ‘see’ colleagues but they are a part of the workforce. We have many conversations at VISIONS about what is the best situation when you have a workforce of both blind and sighted staff. Like most conversations there are differences of opinion. But having the conversation is the important part. And understanding that seeing someone is not necessary to be a great leader or a great employee. There are other clues that blind people use to assess and interact with the person they are talking to or in a group with. Turning off your zoom cameras for everyone levels the playing field for someone who is blind. It encourages people to describe themselves, a definite benefit for people that can't see you. You don't have to see someone to determine if they are a professional. You find that out by how they speak, interact and behave.” I’m so grateful that Nancy emailed me. She reminded me that, even as our culture espouses diversity and inclusion in our workforces, it’s still easy to have blinders on. It’s still easy to overlook people with physical or neurological differences and not think about the talents they have or the contributions they can make to our organizations. I want to do better. Nancy’s note got me thinking about ways we can stretch our recruiting efforts and tap new talent pools for writers and editors. I’ll reach out later today to our hiring teams to discuss options and a way forward. What say you? How are you expanding your recruiting programs to fill your talent coffers? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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