Month: October 2020

In cross-border employment relationships, the COVID-19 pandemic has led to a large number of employees being unable to physically perform their work in their country of employment (i.e. due to Covid-19 measures such as travel restrictions) and having to perform their activities in their home countries instead. This exceptional situation has evoked questions regarding the
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​Employers can take steps to make their organization safe and welcoming for people who identify as transgender or nonbinary, attendees learned at the recent Society for Human Resource Management’s INCLUSION 2020 virtual conference. People are transgender when their gender identity does not match the sex or gender assigned at birth. People who are nonbinary experience
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​SHRM has partnered with ChiefExecutive.net to bring you relevant articles on key HR topics and strategies. When President Trump called out Goodyear Tire in a tweet, “canceling” the company for not allowing employees to wear “Make America Great Again” hats, CEO Rich Kramer was no doubt surprised. “To be clear,” Kramer tweeted soon after, “Goodyear
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​Conducting job analyses and making sure your organization’s formal and informal systems support values such as respect, responsibility, integrity and community are ways workplace leaders can create a more inclusive culture, according to two members of the Society for Human Resource Management’s (SHRM’s) Blue Ribbon Commission on Racial Equity. Eden King, Ph.D., professor of industrial-organizational psychology
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​The government in British Columbia, Canada, passed a law in August to improve the province’s workers’ compensation system, as well as to make several modifications in direct response to the COVID-19 pandemic.  The changes took effect immediately. They include fast-tracking compensation and benefits for workers in at-risk industries in the event they contract the coronavirus
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​Ageism hinders recruitment, retention, innovation and performance in workplaces, many of which have five generations working alongside each other, said Sonia Aranza. The president and chief executive officer of Aranza Cross Cultural Strategies, based in Alexandria, Va., shared best practices to combat this form of bias during a Smart Stage presentation Wednesday at the Society
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Like many organizations, the National Association for Stock Car Auto Racing (NASCAR) had big choices to make this summer beyond the typical business decisions. NASCAR leaders had to manage safety precautions for holding races during the COVID-19 pandemic and respond to public outcry for social justice following the killing of George Floyd in late May.
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The pandemic has created a variety of obstacles for employers to overcome in keeping people safe at work or even knowing what is an appropriate way to do so. Being a public health crisis, this situation opens up a range of issues regarding employee privacy and compliance with regulations regarding the safety of health information.
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​This article is part of a series reviewing the similarities and differences between the two presidential candidates’ positions on workplace issues. Other topics covered include labor relations, paid leave, minimum wage, health care and retirement assistance. “Night and day” was the phrase most used by experts interviewed for this article to describe the stark differences
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​HR and business leaders shared what their companies are doing to attract, hire and retain military veterans, transitioning service members and military spouses at the Society for Human Resource Management’s (SHRM’s) INCLUSION 2020 virtual conference. Chris Cortez, vice president of military affairs at Microsoft, said that to help veterans succeed, companies must shift from a
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​When was the last time you mentored a Black woman? That is the question Chelsea Williams urges workers and managers to ask themselves. Because the answer, she says, might provide perspective on just how sincere their diversity, equity and inclusion (DE&I) efforts are. “We can have this big DE&I glossy vision statement, but if we’re
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​Conducting listening sessions with employees. Using data to uncover career growth disparities among racial minority groups. Working with bilingual staffers to reach out to underrepresented client communities. Those were among the practical strategies shared by a panel of executives for bringing diversity, equity and inclusion (DE&I) to organizations. Sean Sullivan, SHRM-SCP, chief human resources officer at the
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Uncovering data that reveals if employees are being treated unequally—and tracking and analyzing discrimination claims—hold the key to combating bias in the workplace, said Deb Muller, CEO of HR Acuity, at SHRM’s Inclusion 2020 virtual conference on Oct. 19. “For creating inclusive workplaces, there is no substitute for data and analytics,” said Muller, whose firm,
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​The Legislative Council of Hong Kong has passed the Employment Amendment Ordinance 2020, which extends female employees’ statutory 10 weeks of maternity leave to 14 weeks. The amendment will take effect Dec. 11. While 14 weeks is relatively short compared to other developed countries, this is still a welcome change for many. Under the current
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​Identifying and removing obstacles that prevent access to opportunity in the workplace is one of the focus areas at the Society for Human Resource Management INCLUSION 2020 virtual conference being held this week. Leaders from Kelly, The Dow Chemical Co., Kenzie Academy and Lumina Foundation will address how employers can create a more inclusive environment
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