CHRO Jeanie Heffernan’s people-first strategy drives an 89 percent employee engagement rate at Independence Health Group.
By Debbie Bolla
Some relationships have what it takes to stand the test of time, and the 20-year partnership between Independence Health Group CEO Dan Hilferty and the organization’s Executive Vice President and CHRO Jeanie Heffernan is a prime example. The pair began working together in 2000 and they have successfully navigated the complex and ever-changing health insurance industry ever since.
TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.
By Marta Chmielowicz
A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.”
Three important steps in implementing an effective diversity and inclusion training program that aligns with company needs.
By Aaron Lincove
In recent years, diversity and inclusion (D&I) have become top priorities for all businesses—and for good reason. Research by McKinsey & Co. reports that ethnically diverse companies outperform industry norms by 35 percent, and Bersin™, Deloitte Consulting LLP indicates that inclusive organizations are 1.7 times more likely to be innovator leaders in their respective markets. Given these benefits, it is no surprise that organizations of all sizes are realizing the value of D&I when it comes to employee engagement, financial performance, and brand recognition.
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.
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