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The Covid-19 pandemic has altered the mindset of millions of workers. People are no longer interested in working where they feel unsafe, unhappy, and undervalued.
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Check out practical tips for embedding DEI approaches at critical junctures: in recruitment, advancement, and in retention.
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The last two years of uncertainty have taught us that chances are, things will continue to change. When it comes to the future of work, however, there’s at least one thing we can bet on – hybrid.
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Most of today’s organizations lack mature and effective diversity, equity, and inclusion (DEI) programs, according to our study*. The organizations that do have successful DEI programs tend to share a range of characteristics and practices.
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In an exclusive interview with HR.com, Sarah Rowell, CEO of Kantola Training Solutions, talks about the current state of DEI & more.
Featured in March 2022 Edition of Talent Management Excellence
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By being intentional about your DE&I program, adopting the necessary tools, and fostering connections, you can build a better and more welcoming workplace for all.
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Companies can no longer afford to put IE&D efforts on the back burner or shove them off to a committee or diversity council. To drive impact, IE&D must permeate every part of your business and reach every person in every role.
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Are you considering ways to create more inclusive, forward-thinking environments during turbulent times? Try these tips and you will be sure to be in a good position to retain talent.
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Good employers know the importance of offering their workers a strong compensation package. Check out four ways your organization can get started with incorporating pay equity.
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(200a.jpg) "Talent Management Excellence: March 2022")
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