The Walt Disney Company corporate headquarters in Burbank, California. (AaronP/Bauer-Griffin/Getty Images)
Starbucks and Disney are among companies that have prevailed in court against challenges to their diversity and inclusion programs from groups like American Alliance for Equal Rights and Do No Harm. Other organizations are adjusting their initiatives to withstand potential legal scrutiny with changes that include opening fellowship programs to all applicants, dropping race-based eligibility and modifying grant programs.
Supporting pet ownership = happier employees Attracting, retaining and engaging quality employees of all generations are three leading challenges that companies face in today's employment landscape. Luckily, supporting pet-owning employees improves their work experience—and positively affects these key metrics for employers. Find out more.
Gen Z workers, who could make up 27% of the workforce by 2025, are changing employee expectations with more personalized recommendations and year-round benefits. MetLife's Jamie Madden recommends year-round communication on benefits and continuous education, which results in increased employee well-being.
A British study published in the Industrial Relations Journal suggests that workplace wellness programs may have little to no actual effect on people's mental well-being. The only exception noted was that employees who performed volunteer or charitable work appeared to experience a greater sense of well-being.
Artificial intelligence tools will help recruiters post job openings, review resumes and reduce hiring bias, say HR leaders, who emphasize the importance of making sure the technology is used responsibly. "As AI continues to evolve in the workplace, let's not forget that it's more important than ever for business and talent leaders to reinforce that the future of work is still human," says Teuila Hanson, chief people officer for LinkedIn.
Make all your employees excel by getting to know them and what makes them more productive, writes Daniel Todd, founder and CEO of Influence Mobile. "How we treat one person sends a message to everyone about the value in which they are held, particularly in smaller companies where close bonds are prevalent," Todd writes.
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SmartBreak: Question of the Day
The 1755 Lisbon earthquake inspired which famous literary work?
I’ve been an editor for nearly 20 years. Initially, as a line editor, I focused on the beat. I spent my days covering how colleges and universities used technology for instructional and operational purposes.
Fast forward 20 years. I am now an editorial director. I still cover education, but my role has expanded beyond the beat. I now have to create products, develop partnerships and look for ways to scale our content reach.
I thought about this as I read Amy Webb’s story in Leadership & Development. She talks about why organizations need to get back to the practice of true strategic insight. There was a time when I would have skipped the story, thinking it didn’t apply to me. “I’m an editor. I report on my market. This stuff is for the folks in the corner office.”
Not anymore. Decision-making is no longer siloed at the top. More organizations are leaning on their middle managers to provide insights, make predictions and help shape strategy. I am spending more time trying to expand my knowledge of the education and HR markets, what matters to my readers and what trends are affecting their work. I am also keeping my eyes open for external disruptors that could bring sea change.
What about all of you managing your workplaces? How has your HR role scaled? I know many of you are sitting at the influencer and/or decision-making tables. HR professionals, once relegated to the back offices, are now actively shaping organizational strategy and mission (yes!). Tell me about your experiences. And if you enjoy this brief, tell others so they can benefit also.
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