Depending on the size of your organization, holiday scheduling can be a bit of a nightmare. As the weather warms up, more requests are sure to follow, but how do you decided who gets to use their time off and who doesn’t? Hopefully, you’ll put some serious consideration into approving them all, and here’s why…
While you may not know the reason why every employee is requesting time away, it’s worthwhile for you to find out. In most cases, you’re legally required to provide religious accommodations for your employees. Click here to read more.
When searching for a job, a company that recognizes the benefits of diversity and inclusion should be on the top of your list. Look for a place where diversity is encouraged and a person’s values are respected. A place where older workers understand the needs of their younger counterparts, and managers give people of all ages the flexibilities of personal life.
An obvious sign of diversity is a company that has a diverse workplace. Many organizations talk about inclusion and boast about diverse celebrations, however when you look closely its people they are not diverse at all. Click here to read more.
With an estimated 4,200 different religions in the world, it can be challenging for an organization to accommodate religious observances. Most religions can be categorized into several main faiths, such as Christianity, Catholicism, Islam, Hinduism, Buddhism and Judaism.
According to the “Civil Rights Act” businesses are required to accommodate their workers’ religious needs, as long as doing so won’t impose more than a minimal cost to their business. Yet many businesses are failing their obligation under US law to provide time off for employees with religious needs.
In fact, according to the Office of Research, Information and Planning, there has been approximately a 33 percent increase in the number of charges filed under Title VII of the Civil Rights Act of 1964 alleging religious-based discrimination in the last decade. Click here to read more.
“I might think it is a good idea to spend a day at the beach,” Marshall Cannon explains in a poignant Huffington Post article, “but unless I make a plan and find a way to get there, I’ll never magically appear at the beach just because I thought about it.” Mr. Cannon was alluding to the impossibility of creating racial diversity in the workplace without ever planning a way to make it happen.
“You watch teams draft players to create player diversity for their particular sport’s positions, but that philosophy is somehow missing in the workplace,” he adds. Click here to read more.
If you’re in the market for a new job, finding the right fit can be a bit of a challenge. If you’re a go-getter, you’ve probably got your ear to the ground and fresh copies of your resume ready to go. However, as you increase your visibility, your prospects rise as well, and that means heading to some networking events too. Not a natural when it comes to networking? That’s ok. Use these tips to get started.
Talent acquisition teams from numerous companies will likely be at the event. Click here to read more.
Each generation is shaped by unique events and therefore carries somewhat differing values. Because of this, gaps in behavior and expectations emerge and can cause friction in the workplace. However, these differences also add value. They help organizations innovate, as well as reach larger audiences. Glossing over the differences or pretending they don’t exist can lead to decreased morale and additional struggles between the groups, so it’s better to celebrate the benefits different generations bring as part of cultivating a positive workplace culture.
Boomers were raised by the disciplined traditional generation. Click here to read more.
As HR professionals, we talk about diversity in the workplace a lot. However, most discussions surround race and religion. Seldom do we discuss gender diversity anymore. After all, most of us operate on fairly progressive firms and women have been integrated for decades, right? Not so fast. The latest “Women in the Workplace” study by McKinsey indicates that for every 100 women who are promoted into management positions, 130 men rise in the ranks. Additionally, women hold just 20% of the positions in line for CEO, counting SVP roles and above. Click here to read more.
Whether you realize it or not, your compensation philosophy speaks volumes about your company. It can predict turnover, demonstrate how much you value your employees, and express what your overall corporate philosophy is as well.
Your company’s compensation philosophy is a broad term that encompasses all aspects of rewarding employees for their work. It should cover how compensation works, as well as why it works that way.
Most employees won’t be familiar with the term, but they will certainly know how it relates to them. Click here to read more.
By William (Bill) Shackelford
The U.S. National Bureau of Economic Research says the last big U.S. recession began in December 2007 and ended 18 months later. The economic downturn that accompanied the recession impacted every sector of the U.S. economy (both public and private). During those tough economic times, organizations were forced to focus on their “core business”. Projects (like diversity) that resided in their support area were delayed or cut – often with trepidation about the potential impact that decision would have on efforts to build an inclusive culture.
The plans of the new U.S. Click here to read more.
Having an established salary structure not only makes HR’s job much easier, but can provide employees with the transparency they need to feel confident, and help save a company money. However, designing a comprehensive salary structure is a complex process that can feel overwhelming to those who have not done it before. If you’re preparing to get a plan down on paper, be sure to keep these four components in mind.
Companies that are not organized well often set wages based on feelings or what they perceive to be fair on a case-by-case basis, but what this really does is set the organization up for pay inequality issues and can be an expensive mistake to make in the long run. Click here to read more.