About half of employees -- especially younger ones -- want their company to take a public position on global issues, according to an Achievers Workforce Institute report, which surveyed 1,500 US and Canadian employees. "If you do choose to foray into global events, empower people leaders with tools and resources, create safe spaces, and support those who want to create space for life outside work in the workplace and for those that don't," says Hannah Yardley, chief people and culture officer at Achievers.

Employers should take note of the recent multimillion-dollar verdict against Novant Health, which fired a white man and replaced him with a Black woman, writes Zuckerman Spaeder attorney Jason Knott. Companies should avoid diversity, equity and inclusion policies that show any preference for one race or gender over another, advises Knott, who adds, "Thus, in adopting DEI programs, a central question that employers must ask themselves is whether their programs are designed to ensure an inclusive culture that values all employees regardless of background or identity and provides a level playing field for employees and job candidates."

Author Mark Mears advocates putting “human” back into human resources by helping team members find their purpose at work. That means rethinking concepts: Team members, not employees; community, not culture; like-hearted, not like-minded.

An Owl Labs report found 11% of employees feel excluded because of unequal flexible work policies, while 13% resent their employers for allowing others to have more flexibility. "To help foster positive feelings instead of confusion about flexibility, leaders should communicate why it's important that everyone can schedule their own task-based hybrid work so they can be most productive -- such as conducting meetings and brainstorms in-office and focusing on solo projects at home or in a 'third space' like a cafe," the report said.

Amy Dowden, corporate strategic planning and management head for Wells Fargo, offers tips on keeping employees engaged during the lengthy digital transformation process on the latest Payments Journal podcast. "Meet employees where they are and understand the different perspectives," Downey said, adding that "[t]here's no substitute for in-person" communication.