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Since Harvey Weinstein's alleged sexual misconduct story came to light, several powerful names have been exposed, leading to nationwide discussions on sexual harassment – particularly in the workplace. A new study conducted by HR.com confirms that sexual harassment not only remains a major issue in the workforce but that there may be more claims of sexual harassment in the near future. It found that over a third (38%) of respondents—primarily HR professionals — forecast an increase in complaints over the next 12 months.
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Over the last year, claims of sexual harassment by Hollywood personalities and politicians have made many headlines. Sexual harassment allegations have also shaken many parts of the business community. Uber engineer Susan Fowler, for example, has said that Uber’s HR team systematically ignored her reports of sexual harassment when she worked there. Subsequently, Uber has fired of over 20 people as part of an internal investigation.
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Traditional talent management challenges, such as training and recruitment, now take place in the context of constantly improving HR technology, the growing importance of contingent workers, and a shift towards more project-based work.
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Today’s professional services firms manage talent differently than the average organization and, by extension, are having a positive impact on engagement, growth, and culture within the broader field of Human Capital Management.
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Whether you’re a business leader or an HR professional, you know that the employee experience relies heavily on managers. You can’t create a top-notch employee experience without having stellar managers who can effectively train and coach employees, share sensitive information about compensation and performance and recognize employees for their contributions.
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No one is quite sure how the phrase “silence is golden” came about, but thankfully, 2017 may be remembered as the year when the silent spoke up. They’ve spoke of unacceptable behaviour, mistreatment and abuse in the workplace, and of powerful individuals misusing their position and authority.
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When business leaders hear the term “contingent worker,” many call to mind the traditional “temp”: a worker brought in from an outside agency to perform administrative or clerical tasks in a non-critical, temporary role. Historically, hiring a contingent worker was a quick response to an immediate need; a way to get the job done when there was no time to conduct a formal recruiting and hiring process.
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While it’s essential to build solid bonds with your team, defining areas of respect, authority and productivity can be challenging when navigating the line between boss and friend. Instant Offices looks into the implications and shares some tips on how to be a boss and a friend.
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Research shows that gender diverse companies are more likely to outperform than their less diverse peers, and a lack of a gender diverse workforce can also impact employer brand. Yet global gender parity is still over 200 years away (World Economic Forum).
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