Older workers who left due to pandemic aren't returning | Suit accuses Twitter of bias against women in layoffs | What companies should consider before pursuing layoffs
While older workers who left the workforce because of the COVID-19 pandemic have almost entirely returned in many other countries, the employment rate of those older than 55 in the US remains below pre-pandemic levels. Officials cite growth in the stock market due to governmental rescue efforts as well as the higher COVID-19 death rate among older adults, and they say it will be difficult to lure retired workers back into the workforce.
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A lawsuit seeking class status alleges that Twitter discriminated against women in the far-reaching layoffs that occurred after the company was purchased by Elon Musk. The lawsuit says Twitter laid off 57% of its female employees and 47% of its male employees, and it also alleges that women faced a disproportionately negative impact due to Musk's requirement for employees to sign a pledge to do "extremely hardcore" work or lose their jobs.
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Short but intense bursts of physical activity during the day, such as climbing stairs or running for a subway train, may add up to better health. A nearly seven-year study published in the journal Nature Medicine examined fitness tracker data from more than 25,000 people and found that those who engaged in one- or two-minute bursts of physical activity three times daily could see a nearly 50% reduction in cardiovascular mortality risk and a 40% decrease in death due to cancer and other causes, compared to people who did not exercise.
A Mercer survey of over 2,000 employers found that health benefits costs climbed by 3.2% this year, down from 6.3% cost growth in 2021, but respondents anticipate health costs to climb by 5.4% next year due to inflation-driven increases. "One reason cost growth lagged inflation this year is because health care providers typically have multiyear contracts with health plans. ... So although employers did not feel the full brunt of inflation immediately, it's very likely that inflation-driven cost increases will phase in over the next few years as contracts are renewed," said Mercer Chief Health Actuary Sunit Patel.
More sports programs are pushing back on "old-school coaching" methods -- characterized by demanding and intense behavior -- in some cases, calling those who practice them abusive and bullies. Geoff Bond, who coached rowing at the University of California at San Diego, left his post in January amid accusations by some former athletes that he routinely used aggressive language with them and shamed those who sought help to manage stress.
Damon’s* attitude stunk. Dragging through drills. Muttering under his breath. Not paying attention to directions. The final straw came when he talked back to Coach Ray after getting corrected on a drill.
“That’s it. Get out,” Coach Ray said calmly but firmly. His posture and tone of voice left no room for argument. The gym fell quiet as the players stole glances at their teammate.
“Go on. Get outta my gym,” Ray said, sweeping his arm toward the doors. “Ain’t no room here for that attitude. Go home.” Damon, realizing his coach was serious, gathered his belongings and left. Practice resumed.
Damon’s disposition improved the following day. He walked over to Coach Ray at the beginning of practice.
“I’m sorry about my attitude yesterday, Coach,” he said, ducking his head.
Ray studied his lanky center. "Damon, you may not like the things I say when you screw up,” Ray said. “But I’ll be your biggest fan when you do right.” Damon nodded his acknowledgement then jogged over to the baseline to warm up.
Effective leaders know how to give constructive criticism that corrects errors and generates respect among team members. They seek to build the individuals they lead.
Toxic managers, however -- like the coaches featured in today’s HR Leader story -- thrive on bullying. Ego drives them. They believe their abusive tactics work and dismiss those who voice concerns about such strategies.
People like this have no business in leadership. How are you protecting your workplaces from these poisonous personalities? Let me know! And if you enjoy this brief, tell others so they can benefit also.
