HR leaders and top executives talk about what companies sometimes do wrong in laying off workers. Avoid a mass message such as laying off workers via email, answer employees' questions while maintaining privacy for individuals, establish "objective" criteria for the layoff, and always be respectful of all involved.
In the remote work era, it's harder to engage employees with benefits than ever before. Explore the creative methods one startup used to reach 250,000 participants with their brand-new retirement perk. Get your free guide
Artificial-intelligence job postings in the US rose by 20% in May, according to Indeed. Skilled positions most sought are data scientist, followed by software engineer, machine learning engineer and data engineer.
Training Shouldn't Be "One Size Fits All" Everyone learns differently. Why leave it to chance that the professional development selected for you will meet your needs? Ensure your training fits your learning style, interests, schedule, and location. Explore SHRM Seminar topics, dates and virtual/online offerings.
A survey by Deloitte and Workplace Intelligence found up to 60% of employees said they are considering switching to a new job that better supports their well-being, up from 57% last year. The survey found 75% of employees said their health has declined over the past year even as 75% of C-Suite executives said they believed workers' health had improved.
Making religion part of your company's diversity, equity and inclusion strategy will strengthen employees' engagement and performance and help them serve customers better, write Interfaith America's Megan Johnson, Amber Hacker and Eboo Patel, and the Chautauqua Institution's Michael Hill. Let employees talk about religion at work, be clear about the need to respect each other's beliefs, offer floating holidays, provide workplace prayer spaces and establish interfaith employee resource groups, they advise.
Athletes often make good leaders in the workforce because of the skills they learned during competition. These attributes include the ability to be flexible, understand the big picture and demonstrate discipline and emotional stamina.
When it comes to conversations about promoting diversity, equity and inclusion, we focus almost exclusively on race, ethnicity, sexual orientation and gender. We want people, regardless of their background, to feel accepted and included in their workplaces.
And yet, often missing from these DEI conversations, is the topic of faith and religion. It’s been my experience that workplaces are less concerned about protecting employees who practice faith. I’ve been in several meetings and discussions with colleagues during which flippant comments are made about churches, Christians and members of the clergy. These comments always surprise me. We would never be so cavalier when talking about people of a certain race, sexual orientation or gender. But for some reason, faith and religion have become fair targets of casual disrespect.
That has to change, say Megan Johnson, Amber Hacker, Michael Hill, and Eboo Patel in today’s HR Leader story. All employees should feel safe in their workplace, regardless of their faith affiliation. Organizations can foster this by including religious identity in their DEI initiatives. A good first step is establishing policies that protect the dignity of all employees and guard them against anti-religious or interreligious bias.
What do you think? Have you encountered bias on the basis of your faith or religion? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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