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A recent report from the Integrated Benefit Institute highlights the positive impact of women's use of health benefits on workplace outcomes like attendance and retention. The study found that mental health benefits, reproductive health services, and maternity care were particularly effective in reducing missed workdays. Women between the ages of 30-39, especially in healthcare, education, and technology industries, were the highest users of benefits. However, barriers to benefit use, such as cost and time constraints, were reported by women in their 40s and 50s, as well as middle-income women. Employers are encouraged to offer comprehensive benefits packages to support women in the workplace and improve overall employee well-being and productivity. [Extracted from the article]

The article discusses the importance of promoting careers in construction, especially to the younger generation who may not consider it a viable option. The author, Joseph N. Merlino, shares his personal experience of starting his successful career in construction through an apprenticeship as an ironworker. He emphasizes the benefits of apprenticeships in providing secure careers with lucrative starting wages, and calls for continued support for such programs to bridge the skills gap in the industry. Merlino advocates for promoting technical training and trades at the middle and high school levels to offer young people more choices for well-paying and fulfilling careers in construction. [Extracted from the article]

The article discusses the implications of a second Trump presidency on HR management, compensation, diversity & inclusion, and talent. It highlights the quick call by The Associated Press declaring Trump the winner of the 2024 election and the Republican control of the U.S. Senate. The article suggests that employers can anticipate significant changes as the executive branch shifts to a GOP agenda, prompting HR leaders to stay informed and vigilant in the coming year. [Extracted from the article]

Accenture's research highlights that despite technological advancements, productivity has remained stagnant, with 4 in 10 companies globally experiencing negative growth. To address this, organizations are advised to redefine productivity in terms of innovation and knowledge creation, invest in technology that empowers rather than replaces workers, and foster a culture of continuous learning. The report emphasizes the importance of addressing barriers such as resistance to cultural shifts and inadequate training to enable successful organizational change and productivity growth. Additionally, Accenture underscores the need for a human-centric approach to navigating digital transformation, emphasizing the importance of integrating data, technology, and people to drive productivity gains. [Extracted from the article]

The article discusses the evolving dynamics between Generation Z's job preferences and companies' responses, highlighting key statistics in the HR field. It mentions that 94% of Gen Z candidates prioritize job stability, while 18% of managers have considered quitting due to stress from managing Gen Z employees. Additionally, AI tools were found to favor White-associated names in job candidate rankings, and there is a significant shortage of engineers in the U.S. despite a high demand for engineering roles. [Extracted from the article]

The article discusses the anxiety among workers in the manufacturing industry regarding the adoption of AI technologies. Research shows that more than four in 10 frontline workers fear AI could replace their jobs in the next decade. To ease worker anxiety, manufacturers are taking proactive steps such as involving workers in the process, providing effective training, and maintaining open communication. Companies are encouraged to adopt AI gradually, integrate new technologies with existing systems, and ensure employees understand that AI is meant to enhance their job, not replace it. [Extracted from the article]

A recent survey found that 18% of managers have considered quitting due to the stress of managing Generation Z employees, with 27% saying they would avoid hiring Gen Z workers if possible. Gen Z employees are noted for their strong technical skills but may lack traditional soft skills due to limited opportunities for development, leading managers to adjust their management styles to provide more guidance and coaching. Challenges in managing Gen Z workers include tension among different generations, poor work ethic, excessive phone use, and issues with reliability and divisiveness, highlighting the need for upskilling and training opportunities in the workplace. [Extracted from the article]

AI tools, particularly large language models, exhibit racial, gender, and intersectional biases when ranking job applicants' resumes based on their names, a recent study reveals. The research, presented at a conference on AI, Ethics, and Society, found that these tools favored White-associated names 85% of the time and female-associated names only 11% of the time. The lead author, Kyra Wilson, emphasizes the need for regulatory oversight of AI tools in hiring processes to prevent discrimination based on protected characteristics like race and gender. Recruiters are increasingly using AI tools for various tasks, but it remains their responsibility to review AI-generated summaries and ensure fairness in the hiring process. The Department of Labor has issued an inclusive hiring framework focused on AI tools, providing guidance on implementation, diversity, accessibility, risk management, and legal compliance. HR leaders are advised to take proactive steps to prevent algorithmic discrimination, such as establishing organizational standards, conducting impact assessments, reviewing vendor contracts, and staying informed about legislative updates. [Extracted from the article]

The article discusses strategies for handling election-related emotions in the workplace, particularly focusing on the impact on managers who are already stressed. It emphasizes the importance of open communication, providing managers with scripts to approach troubled workers, setting clear expectations and boundaries, and being prepared to support groups most affected by the election results. The article suggests that organizations need to be understanding and give employees some leeway during this time of heightened stress. [Extracted from the article]

Vice President Kamala Harris has pledged to eliminate unnecessary degree requirements for certain federal positions on her first day in office if elected president. This initiative aligns with a broader trend of states and companies, including IBM, Google, and Delta Air Lines, moving away from strict college degree requirements for certain roles. Harris aims to challenge the private sector to follow suit, echoing former President Donald Trump's 2020 executive order focusing on skills-based hiring over degree requirements. Despite these shifts, some experts suggest that college degrees will still play a significant role in hiring and compensation decisions in the future. [Extracted from the article]

A recent report from Symplicity highlights that Generation Z candidates prioritize job stability and work-life balance as essential factors when considering full-time roles. The survey of over 2,700 students revealed that 94% value job stability and 90% prioritize work-life balance. Gen Z workers are cautious of workplace cultures that label themselves as a "family," viewing it as a potential indicator of blurred boundaries and poor work-life balance. Additionally, these young talents expect a speedy hiring process, transparency around compensation, and proactive communication throughout the recruitment journey. [Extracted from the article]

The article discusses the high demand for engineering talent in the United States, with nearly a million engineering roles advertised in August. However, there is a shortage of new talent entering the field, with only around 141,000 U.S. students graduating with engineering degrees each year. Encouraging more women to join the industry could help address the talent deficit, as only around a quarter of the U.S. engineering workforce is made up of women. Women in engineering fields face wage and promotion barriers, with reports indicating that they are more likely to be passed over for career advancement compared to their male counterparts. [Extracted from the article]

The 2024 Workplace Wellness Survey by the Employee Benefit Research Institute and Greenwald Research shows that employees are less worried about their mental well-being compared to the previous year, with a score of 5.5 out of 10. However, concerns about financial well-being remain high, with half of the surveyed workers expressing worry and rating their concerns at 6.3 out of 10. Despite improvements in overall well-being, burnout is still a prevalent issue, with nearly 8 in 10 employees reporting experiencing burnout in the past year. Companies are increasingly offering expanded mental health and wellness benefits to address burnout and disengagement among workers. [Extracted from the article]

The 2024 Deskless Report by Axonify highlights the burnout experienced by front-line managers and workers in various industries due to understaffing, communication issues, and customer conflicts. Despite employers believing that professional development is the solution, both managers and workers expressed shaky job confidence, with many feeling like they are "making it up as they go." Front-line employees value small daily wins over big career development efforts, emphasizing the importance of higher pay, better staffing, and resources. While upskilling is still important, managers identified a need for training on AI, conflict resolution, and closing communication and technology gaps to address front-line concerns effectively. [Extracted from the article]

A recent report from isolved found that nearly 8 in 10 employees have experienced burnout in the last year, leading to lower engagement and reduced productivity. The survey of over 1,000 full-time U.S. employees revealed that burnout is a top factor preventing employees from going "above and beyond" in their roles, with Generation Z and millennial workers feeling this impact more than baby boomers. Flexible work arrangements and benefits dissatisfaction were key motivators for job changes, with many workers seeking better benefits and more flexibility in their roles. Despite efforts to address burnout, some employees still fear layoffs and are seeking more support for career growth and stability. Employers are encouraged to offer mental health tools, work-life balance perks, and consider workload-related changes to alleviate burnout and improve employee satisfaction and retention. [Extracted from the article]

In October, the U.S. Bureau of Labor Statistics reported a modest increase of only 12,000 jobs, with temporary disruptions like hurricanes and strikes impacting the job market. Economists advised against panic, noting a general slowdown in the market and a decline in temporary hiring. Despite challenges in blue-collar sectors, economists remain cautiously optimistic about a "soft landing" for the economy, with holiday hiring and growth above 2023 levels providing some stability. The true state of the economy will be revealed in next month's report revisions. [Extracted from the article]

The article discusses the recent firings at Ernst & Young due to employees taking multiple online training classes simultaneously, which was deemed an ethical breach by the firm. The demands faced by CPAs, such as understaffing and the need for continuing education credits, were cited as reasons for the multitasking practice. While some experts supported EY's actions, others felt the punishment may have been excessive, and there were discussions about the need for clearer guidelines on training practices in the future. [Extracted from the article]

A report by financial services firm WTW found that while employees prioritize pay when choosing and staying with a company, only about half of employers effectively deliver on their pay programs. The disconnect is attributed to talent shortages, generational shifts, new work models, the global pandemic, and high inflation. Ineffective communication about how worker pay is determined was also highlighted as a contributing factor. The report suggests that companies should update their compensation philosophy to address factors that impact pay program effectiveness, such as attracting and retaining workers, improving the employee experience, and enhancing pay transparency. [Extracted from the article]

This week's HR Dive article highlights workplace tensions as the election approaches. Companies are struggling to meet pay transparency standards, with only 12% of HR and total rewards leaders feeling fully prepared. Additionally, there has been a 27% increase in workplace incivility, and 33% of Americans feel guilty taking time off compared to 18% of Europeans. U.S. job postings are increasingly including pay information, with nearly 80% of midsize-to-large employers overpaying for retirement plan administrative fees. [Extracted from the article]

The U.S. Equal Employment Opportunity Commission has collaborated with tribal employment advocates from the Nez Perce Tribe and Lummi Nation to release public service announcements addressing discrimination against Native American and Indigenous talent. The PSAs aim to inform workers about their rights and how to file complaints with the EEOC. This partnership is part of the agency's commitment to protecting Native American talent and enforcing federal anti-discrimination laws, especially as National Native American Heritage Month approaches. The EEOC has identified Native Americans and Alaska Natives as a strategic priority group in its 2024-2028 enforcement plan, highlighting the importance of this partnership in advancing equal employment opportunities on Tribal lands. [Extracted from the article]

Companies are facing growing pressure to adapt to pay transparency legislation, such as the upcoming EU Pay Transparency Directive. A report from Syndio highlights concerns from organizations about the impact of these regulations on their operations. Despite this, only 1 in 8 organizations feel fully prepared for pay and career transparency, with inconsistent pay decisions being a core issue. While pay structures are evolving to meet equity and transparency needs, there is still a gap in disclosing data to individual employees. Salary transparency is increasing in the U.S., even in states without mandates, as employers prioritize transparency to attract and retain talent. [Extracted from the article]

Sheetz has become the first employer in Pennsylvania to participate in a state-funded program aimed at helping individuals with disabilities transition from earning a "subminimum wage" to competitive, integrated employment. The program, supported by job coaches funded by Pennsylvania's Office of Vocational Rehabilitation, will assist up to 10 individuals annually in pursuing economically stable career paths. This initiative aligns with efforts in several states to phase out the practice of paying individuals with disabilities less than minimum wage, with Pennsylvania's program focusing on achieving compensation at or above minimum wage for these employees. [Extracted from the article]

A recent survey comparing work cultures in the U.S. and Europe found that Americans work longer hours, feel more stressed, and are less satisfied with their work-life balance compared to Europeans. The survey also revealed that Americans are less likely to take longer vacations and feel guilty about taking time off. While both sides of the Atlantic report feeling pressure to work hard, Europeans seem to have a healthier work-life balance. The findings emphasize the importance of balancing work and personal life for overall happiness and productivity. [Extracted from the article]

LinkedIn has introduced an artificial intelligence hiring assistant that can source candidates and ask screening questions. The tool, called "Hiring Assistant," is designed to help recruiters outline job roles, find potential candidates, and personalize outreach messages. LinkedIn is focusing on using its vast data collection to differentiate itself in the AI technology market and has taken steps to address concerns about bias in the workplace. The company plans to continue refining the AI assistant based on feedback from initial users. [Extracted from the article]

A recent survey by Express Employment Professionals and Harris Poll found that 1 in 5 hiring managers are being asked about diversity, equity, and inclusion efforts by candidates and employees. The survey highlighted the importance of employers taking a stand on DEI and other issues, emphasizing the need to balance company values and customer demands. While some corporations have scaled back their DEI programs, others like Microsoft have reaffirmed their commitment to diversity and inclusion despite recent cuts. Congressional Democrats have called on CEOs to affirm their commitments to DEI in the workplace, citing the importance of such programs in reducing discrimination and ensuring employee and consumer safety. [Extracted from the article]

A recent report from Deloitte highlights workers' concerns about the future of human skills in the workforce. Many employees feel that their companies prioritize technical skills over essential human capabilities like adaptability and communication. Despite the growing importance of AI and technology, workers still value human skills for career advancement. The report suggests that organizations should focus on developing both technical and human skills to foster innovation and employee success. [Extracted from the article]

A recent survey by United Culture found that over a quarter of remote workers feel they have missed out on promotions or work opportunities due to working remotely. Younger workers, particularly those in the age groups of 25-34 and 35-44, were more likely to report being passed over for promotions. Despite employers calling workers back to the office, employees continue to value work-life balance and flexibility, with many indicating they would consider leaving their company if flexibility was reduced. The survey highlights a disconnect between what leaders and employees want in terms of remote work and office presence. [Extracted from the article]

A recent report by Gallup found that 2 out of 3 employees hired in the past year had a positive candidate experience with their current employer, with interviews being a crucial factor in their decision to accept a job offer. Employers are advised to approach interviews with structure, respect, and intention to showcase their culture and value to potential employees. However, HR may need to train hiring managers on conducting interviews effectively to avoid asking discriminatory questions that could lead to legal issues. Candidates prefer to discuss their skills, qualifications, and positive experiences in previous roles during interviews, while negative framing and questions about personal needs are less favored. Employers that fail to conduct interviews well may risk losing top talent, as a poor interview experience can lead to candidates rejecting job offers. Additionally, a short turnaround time between interview and offer is becoming increasingly important to candidates, highlighting the challenges in hiring for specific skill sets. [Extracted from the article]

The article discusses the importance of assessing character alongside competency when hiring and promoting employees, as character attributes can impact company culture. Mary Crossan, a professor at Western University, emphasizes the need for a science-based approach that covers multiple interconnected dimensions of character. The "Leader Character Framework" includes 11 character dimensions, and character assessments should be conducted separately from competency interviews to allow for more personalized conversations. Promoting from within should also consider character traits valued by leadership to promote a specific organizational culture. Other personality assessments, such as Slack's five personas, can help personalize workplace efforts and promote greater inclusion. [Extracted from the article]

The Consumer Financial Protection Bureau issued guidance warning companies about the use of third-party consumer reports to surveil workers without their consent. These reports can include predicting worker behavior, reassigning workers based on data, and analyzing social media accounts. The guidance emphasizes the importance of transparency and consent in compliance with the Fair Credit Reporting Act to protect workers from inaccurate information being used in critical employment decisions. Additionally, background checks, a common part of employment processes, may also contain inaccuracies, as highlighted by recent research and lawsuits against companies like ADP and TransUnion. [Extracted from the article]

Job seekers are increasingly interested in part-time seasonal work, particularly in the retail sector, according to a report by iCIMS. Applications for seasonal retail jobs have increased by 15% from September 2023 and 70% from September 2022. Younger generations, especially Generation Z, are a significant part of the applicant pool, with many seeking temporary jobs for financial reasons and flexibility. Women, in particular, show a preference for part-time positions, citing competitive pay, a pleasant work environment, and employee discounts as top motivators. However, concerns about inconsistent hours, inadequate compensation, and high stress levels persist among workers. Employers are advised to address these issues to meet the high demand for seasonal workers during upcoming holiday seasons. [Extracted from the article]

The article from HR Dive highlights key statistics in the HR space, including a 1% year-over-year growth of women on corporate boards, a 15% increase in seasonal retail job applications, and 72% of people with side hustles taking them on for financial security. Additionally, 84% of retailers plan to hire seasonal workers for the holiday season, a decrease from the previous year. The U.S. Department of Labor will require remote workers to return to the office by December 1, as stated by the president of the National Council of Field Labor Locals. [Extracted from the article]

The article emphasizes the importance of effective communication in succession planning, with HR leaders playing a crucial role in facilitating these conversations. McLean & Co.'s guide provides insights on identifying communicators, outlining their responsibilities, and addressing concerns about succession candidates to maintain team dynamics. The article highlights the significance of transparent decision-making in succession planning to build trust and reduce negative perceptions among employees. Additionally, it underscores the need for organizations to prioritize succession planning as part of effective talent management to ensure operational continuity and prevent disruptions. [Extracted from the article]

Retailers are facing challenges in hiring seasonal workers for the upcoming holiday season due to labor shortages. To address this issue, many are implementing cross-training programs and offering incentives to employees to pick up hard-to-fill shifts. While the majority of retailers still plan to hire seasonal workers, the percentage has decreased from the previous year. Labor shortages are impacting retailers' ability to meet customer expectations, with many reporting being understaffed several days a week. Reskilling workers through training programs and offering incentives like shift premiums are seen as effective strategies to address staffing needs. Target and Dick's Sporting Goods are among the retailers offering employee discounts and early access to wages to attract and retain workers. [Extracted from the article]

Generation Z workers are increasingly turning to side hustles to develop new skills and future-proof their careers, with 44% of Gen Z side hustlers specifically focusing on skill-building. Many individuals with side hustles enjoy the autonomy of working for themselves and managing multiple jobs, with 40% dreaming of leaving their full-time job to focus on their side hustle. Side hustlers report feeling more financially secure and less stressed, with Gen Z workers in particular considering additional jobs to bolster their finances in the face of economic challenges. However, Gen Z faces unique struggles in the workplace, including potential biases in hiring and difficulties in acquiring essential workplace skills due to the impact of the COVID-19 pandemic and remote work. [Extracted from the article]

The EY report reveals that technology workers are more likely to recommend their employers, with 73% believing that company culture has improved. However, despite positive workplace culture, many tech workers still plan to quit their jobs in the next year. This trend may be attributed to a shift in mindset among younger generations and the high demand for talent in the technology sector. Business leaders are advised to understand the job market and focus on clear internal communications to retain talent. [Extracted from the article]

The Department of Labor has released guidelines for employers on integrating artificial intelligence (AI) into the workplace, emphasizing the importance of supporting workers and ensuring transparency in AI use. The principles aim to protect workers' rights, data privacy, and job quality while providing support for those affected by AI-related job displacement. The document is part of the Biden administration's efforts to outline AI policy, with a focus on empowering workers and promoting ethical AI development. [Extracted from the article]