Leaders should tell the workforce why they're launching anti-bias initiatives and seek advice from people of color, writes Ruchika Tulshyan, author of "The Diversity Advantage: Fixing Gender Inequality In The Workplace." "Leaders must do the tough work of identifying where bias shows up in their organizations right now -- hiring, retention, or advancement of employees of color -- and fix those issues before moving to grand gestures that could be misinterpreted as PR stunts," Tulshyan writes.
Employers want workers to use their vacation time, as a break can help employees avoid burnout as well as become an accounting liability on corporate balance sheets, says management professor Peter Cappelli. However, many workers aren't using their vacation days due to canceled summer plans or remote work-related stress, but Slack executive Robby Kwok expects a vacation spike once people feel safer to travel.
Too many job descriptions are written poorly, lack clarity or rely heavily on jargon and buzzwords, writes Neal Horwitz of executive-search and -coaching firm Henry Hale Maguire. Horwitz points out common errors and offers suggestions for creating polished pitches.
Cockroach Labs has adopted a work-from-home format during the pandemic and is focusing on transparency and recognizing when employees can be most productive, says Lindsay Grenawalt, chief people officer. "I think we really need to move away from the mentality that you need to be in the office to be successful," she says.
Adidas HR head Karen Parkin's resignation after reportedly referring to the racism issue as "noise" reflects major retailers' struggle with diversity and inclusion, writes Andrew Busby. Parkin's comments led Adidas employees to protest and call for an investigation into the way she handles bias.
Businesses have a better chance of recovering from the pandemic's effects if HR builds trust in employees by engaging with them, responding to their concerns and making their health a priority, says the Limeade Institute's Elizabeth Pavese-Kaplan. "Organizations are really doubling down on their commitment to people because they're seeing the fragility in the employer-employee relationship and it's putting them on the path toward stronger relationships between leadership and employees," Pavese-Kaplan says.
Leaders should not be afraid of making mistakes and feeling vulnerable, says Jimmy Etheredge, Accenture's CEO of North America. "What I'm interested to understand is someone's appetite for risk, but I'm also interested in whether and how they ask for help," he says.
Companies are offering fringe benefits related to food, technology improvements and wellness as more employees work from home. "I've also seen companies providing headphones and streaming services like Netflix or Disney+ for the kids," says Maria Clyde, HR director for BHI Insurance.
To collect employee feedback and keep an innovative workplace, organizations need to encourage and promote employees' voices, writes Kellie Wong. Leaders can use active listening to provide a channel for employee feedback at any time, rather than annual surveys.
As states pull back on reopenings and some stimulus packages are set to expire, Congress has a lot to look at for a possible second package, including another round of stimulus checks and unemployment benefits. "Sometime between the week of July 20 and the week of July 27, I expect a lot of pressure on Congress to get something done," says Ed Mills, policy analyst at Raymond James.
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