Month: April 2021

​Corporate America made strong public statements to support diversity, equity and inclusion (DE&I) during last year’s social justice protests and movements. Advocates are pushing companies to now provide real opportunities to underserved communities—in hiring, promotions, authenticity and salary. Increasing Opportunities   Following the 2020 protests against police brutality and racism, many companies released a flurry
0 Comments
​As corporate leaders commit themselves to increasing their diversity, equity and inclusion (DE&I) efforts in the wake of last summer’s Black Lives Matter protests, technology vendors are launching software tools to help HR managers better identify gaps, generate insights and take action. One interesting feature of these new solutions is that both experiential data gathered
0 Comments
​The COVID-19 pandemic has harmed a disproportionate number of women, minorities, older workers and people with disabilities, the president and chief executive officer of the Society for Human Resource Management (SHRM) told members of the U.S. Equal Employment Opportunity Commission (EEOC) during a hearing on April 28. Johnny C. Taylor, Jr., SHRM-SCP, said EEOC guidance
0 Comments
​As organizations prepare for a post-pandemic world, restructuring and reorganization to account for lost revenue in 2020 likely will be on the radar for many in 2021. Employers should be careful, though, not to backtrack on progress made last year toward diversity, equity and inclusion (DE&I). “Organizations have become increasingly vocal about committing to diversity
0 Comments
As if COVID didn’t present enough issues related to logistics of work, communication and employee engagement, it’s also led to increased workplace disputes, complaints and disciplinary actions against employees. The general state of the world tends to exacerbate this as extraordinary times have been bookended by the biggest public health crisis in generations. Locked in
0 Comments
​India will soon start enforcing a range of new labor codes, and companies are taking steps to prepare for them. The primary change is that the federal government has consolidated 29 existing federal labor laws into four codes in order to make it easier to do business in India. “The intent is to reduce the
0 Comments
​HR professionals looking to hire people who are trained in cybersecurity can turn to a new resource—graduates of NSITE’s Cisco Academy training program. The 40-week initiative works with job seekers who are blind or visually impaired and instructs them virtually on how to install, configure and troubleshoot networks using Cisco products. NSITE is a talent management
0 Comments
​British Columbia’s Employment Standards Regulation, BC Reg 396/95, has been amended to create an unpaid leave for employees who require leave to be vaccinated against COVID-19 or to assist a dependent who is being vaccinated against COVID-19. The length of the leave is not specified. The legislation simply states, “An employee is entitled to leave
0 Comments
On April 1, the government of Ontario activated its pandemic “emergency brake,” sending the entire province out of the five-tiered color-coded framework and into the shutdown zone, as COVID-19 cases surge in the province. Ontario implemented these shutdown zone measures on April 3, and they will remain effective for at least four weeks. Ontario added another layer of
0 Comments
​Editor’s Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and strategies. America — and American business — is undergoing much-needed soul searching about race and equity in the workplace. Corporations across America are affirming their commitments to diversity. Yet commitments have been made before, and to date, diversity
0 Comments
​As they grow older, women face more misperceptions about their dedication and productivity in the workplace. “Gendered ageism” is a type of sexism, affecting women in their 40s and beyond. A 2021 academic study found that “if ageism is undoubtedly problematic for older workers’ identity processes, ageism and gender-stereotypes represent a double risk for women
0 Comments