A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.
By The Editors
Making great hires is about recognizing great fit. Most companies aren’t just looking for candidates with the right skills; they want someone who aligns with their culture. In fact, according to a report by West Monroe Partners, 60 percent of organizations integrate a cultural fit evaluation or behavioral interview into their hiring process. But while this approach sounds great on paper, it could create an environment that stifles rather than encourages innovation.
A new tech tool uncovers ways organizations can eliminate bias during the hiring process.
By Judd B. Kessler and Corinne Low
A growing body of evidence suggests that hiring managers and recruiters display bias against underrepresented minorities. These findings have come from a research method called a “resume audit.” The idea is simple.
3M’s D&I program is driven by the connection between inclusion and employee well-being.
By Ann Anaya
Diversity and inclusion go together—one cannot exist without the other. And they are distinctly different sides of the same coin.
Understanding policy is only one part of an effective harassment training program.
By Andrew Rawson
Since the #MeToo and #TimesUp movements, one of the main challenges for HR leaders is how to implement an effective sexual harassment training program. Today’s programs need to be relevant to a diverse workforce, up to date with evolving laws, and part of the organization’s strategy to improve workplace culture.
A robust absence and disability management program can ensure even nontraditional workers remain healthy and productive.
By Melissa Oliver-Janiak
Maintaining the flexibility that today’s workers demand comes with many challenges for employers. In particular for HR, the competitive economy is putting more pressure on organizations to be prepared when nontraditional employees (remote and temporary workers) experience a disability or absence issue. Developing a robust absence and disability management program is a critical and cost-effective way to help organizations address all employees’ health needs.
A teaming environment fosters trust and collaboration among the workforce.
By Bellaria Jimenez and John F. Bucsek
Employers are facing more challenges today than ever before. Competition is now global, customer attention is in high demand, and technology can be a friend or a foe. In order to compete, employers need to find a new way to stay ahead of the pack. Organizations have an opportunity to outperform their competition by having a purposeful focus on diversity and attracting talented women to their rosters. This is not an HR exercise to check a box, but a true differentiating strategy to bring diversity of thought into the organization. By focusing on the human capital, a business can promote new ideas, service models, and creative approaches to sprint ahead of the competition.
Progress may be slow, but organisations are finding success with programmes that promote gender inclusion.
By Michael Switow
When Aliza Knox, a tech industry veteran with a track record of growing global brands in Asia-Pacific, applied for a job with the content delivery network Cloudflare, she did her homework. She went to the company’s website and came across a day-long forum it had sponsored. What struck her was that almost every discussion had at least one woman on the panel. There was even a session with two female professionals and no men—a rarity in an industry that is 80 per cent male.
By Debbie Bolla
Pay transparency has been making headlines in recent months—and is a good reason our Editor-at-Large Michael Switow reports on the progress of gender inclusion in organisations across the APAC region in Increasing Equality.
Pay transparency was also named one of 2019’s top four trends by this year’s LinkedIn Global Talent Trends survey. In fact, the survey found that 53 per cent of talent professionals rate it as very important trend to the future of HR and recruiting. Breaking down the feedback from more than 5,000 professionals in 35 countries further, the survey shows the importance of pay transparency by geography:
Faced with stricter pay reporting regulations, UK companies are implementing recruitment strategies to increase diversity.
By Simon Kent
The UK’s gender pay gap reporting regulations, which require organisations with more than 250 employees to publish their pay gap data, have revealed the significant and entrenched gender inequality that exists in the workplace. But on its own, the initiative is not enough to change the problems it highlights.
By Debbie Bolla
Pay transparency has been making headlines in recent months—and is a good reason our Editor-at-Large Simon Kent reports on the impact of the UK’s gender pay gap reporting regulations in this issue’s cover story Decreasing the Gap.
Pay transparency was also named one of 2019’s top four trends by this year’s LinkedIn Global Talent Trends survey. In fact, the survey found that 53 per cent of talent professionals rate it as very important trend to the future of HR and recruiting. Breaking down the feedback from more than 5,000 professionals in 35 countries, the survey shows the importance of pay transparency by geography, including Spain (64 per cent); France (50 per cent); UK (50 per cent); and northern Europe (44 per cent).
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