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We are emphasizing on the benefits of a coaching culture and we forge new partnerships and enrich existing relationships,” says Hala Dean.
Featured in January 2021 Edition of Leadership Excellence
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As the Covid-19 pandemic continues to progress, so have new workplace challenges: employees are working with complex technology, expectations for employees are changing, and education institutions are competing to stay on the leading edge.
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Where hiring processes are concerned, this means running the risk of unintentionally excluding neurodiverse talent, whatever the organization’s intentions; of missing out on substantial, high potential talent pipelines; and even risking legal issues further down the line.
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These times of historic economic and societal upheaval have created a resounding call for organizations to address the issue of diversity, equity and inclusion (DE&I) head on.
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If you ask us, there’s no better time than the present to start working toward a better, more equitable future. As member of the HR industry, you are in a unique position to help implement the most impactful diversity efforts for your organization.
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With more teams working virtually due to the lasting effects of the pandemic, staying connected now is key to building camaraderie, trust, and care amongst team members. While we may not think about it too much, over a third of our lives and a fourth of our week are spent working.
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Frontline workers and other low-income individuals often rely on public transit to commute to work, but the cost and difficulty of scheduling often adds an additional layer of complexity to managing work schedules.
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October is National Disability Employment Month which is a very important month to take note of since the unemployment rate of a person with a disability is twice as high as the rate for those without a disability (US Bureau of Labor Statistics).
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Despite a company’s best intentions, having a diverse workforce doesn’t happen overnight. In fact, it can take hundreds of hours of work to get even one great hire through the door.
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ORBIS corporation operates globally with multiple Manufacturing plants ans a corporate headquarters. Its 2900 employees were used t working in different Locations, with mutiple locations throughout North America.
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