Diversity, equity, and inclusion (DEI) initiatives are a major focus in today's social and corporate worlds. As part of employer brands, corporations have recognized the importance of demonstrating a commitment to social impact.
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As diversity and inclusion rise to the top of workers' priorities, a new Randstad USA Workmonitor survey sheds light on a crucial, yet often overlooked, aspect of workplace inclusion: the LGBTQIA+ experience.
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In addition to partnering with recruiting agencies knowledgeable on lowering access barriers to improve diversity and inclusion, corporations can also use the services of diversity and inclusion consulting agencies.
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Each year many large corporations issue what is know as a DE&I report for shareholders. The latest to do so is U.S. Steel which has released their 3rd such report (below).
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In current times, the general public frequently discusses income inequality across demographic factors such as race, disability, and socioeconomic background. Within this discussion is a need to address the rising trend of poor retention rates for higher education students.
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Within the field of diversity, equity, and inclusion (DEI), the ethical use of robust artificial intelligence tools can improve the human experience in the workplace. Ongoing criticisms of DEI have remarked on the field’s focus on feel-good initiatives rather than data-driven initiatives. Under the greater umbrella of human resources, People Operations has grown in leaps and bounds as the answer to this desire for data to guide decisions.
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Emphasizing inclusion for mostly and fully bedbound disabled talent in a company’s employer brand can create a mutually beneficial situation. In a review of an often-overlooked talent group, this article will address the intersectional group of the millions of positionally disabled working-age women with spinal leaks in the US.
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Currently, the field of diversity, equity, and inclusion (DEI) has come under fire. As an opinion piece in HR Dive noted, poorly structured DEI initiatives have presented a liability to companies, particularly with claims of discrimination in the workplace when one group of employees is supported and other groups are inadvertently disadvantaged.
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The current economic climate remains characterized by instability and unpredictability. In response to the need for direction on how to best prepare organizations for the uncertain future of work over the coming year, McLean & Company, one of the world's leading HR research and advisory firms, has published its annual HR Trends Report for 2024.
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