THE EXTRA D: HR WKLY BRIEFS

U.S. Adds Jobs in November The U.S. economy created 199,000 jobs in November & the unemployment rate fell

to 3.7 %, according to data released Friday by the Bureau of Labor Statistics, reflecting a gradual slowdown in the labor

market. Industries less sensitive to interest rate hikes, like health care & government, are now fueling job growth &

keeping the economy firmly out of a recession that analysts had feared just a year ago.“Employers aren’t willing to close

their eyes & pay for labor anymore,” said Drew Matus, chief market strategist at MetLife Investment Mgmt. “But they’re

paying attention to who & what they need. They’re thinking: what if everything gets so much better & I’m understaffed?”

Pollak, the Zip Recruiter economist, said that the rate of workers entering the labor force may be too fast “to keep

unemployment this low” going into the new year. She expects more gradual labor market cooling at the start of 2024,

but said that “many industries are in a fantastic position” to expand again when the Fed begins cutting rates.

(Washington Post)

Workers With Disabilities Are Growing, But Face Pay Gap The average American worker saw their wages

increase more than 5% over the past year, but for workers with disabilities in the U.S., a large pay gap remains. Recent

data from Atticus—a co. helping connect people in crisis with various forms of government aid & insurance—finds that

U.S. workers w/ disabilities earned an average of 42% less than their counterparts w/out disabilities. However, data from the Bureau of Labor Statistics shows that more people with disabilities are employed (up 21%) & 1/2 of workers w/ a disability are over 65. 32% of seniors btwn 65 & 69 had a job as of early 2023 & are now more likely to be working than the typical American teenager. Leen added: “the largest untapped source of skilled labor in the workforce is people

w/disabilities,” & that those workers could be a new hotbed of talent “It’s important to do right by those who are disabled,” he says. “This is something that companies should really invest in.” (Fast Company)

HR Can Encourage Employees of Color to Bring Their Full Selves to Work Studies suggest that many people of color mask their true selves at work. “When people feel like they can bring their true selves to work, they’re more productive, more engaged, and stay at their jobs longer,” Grayson Riegel told HR Brew. “[These] are tremendous benefits for the organization, & for the individual.”Workplace experts share how HR can encourage employee

authenticity.Check yourself. HR pros don’t know what they don’t know, said Janice Gassam Asare, Workplace equity

consultant & founder of consulting firm BWG Business Solutions, & should educate themselves about non-white

experiences. (HR Brew)

Help Employees Deal w/the Demands of ‘Holiday Spirit’ Check in with workers re: year-end work responsibilities, managers should be “ruthlessly prioritizing only the things that really matter for end of year” and “taking some things off someone’s plate if it’s not super urgent,” said Dookchitra. Assess meetings & ask if they’re really necessary. “If there’s a way to remove meetings so people can get things done, it will probably feel like a big relief for people,” she said. Lean into year-end employee camaraderie. Despite these stresses, and some workers feeling

disconnected from holiday cheer, they may still be feeling grateful about work. (HR Executive)

How Can HR Pros Escape the Hire-layoff Cycle in Tech? Tech execs predict a hiring spree may be on the horizon. According to a new report from General Assembly, the for-profit coding academy & tech talent company, execs predict an upswing in hiring—the “boom” portion of what the report dubs the “boom-bust” approach to hiring tech talent.The report found that 55% of tech leaders predict hiring will pick back up in the next 6 months. It surveyed 500 data & software engineering senior leaders in the US. AI-enabled platforms & tools are foundational for companies

across all industries, & IT & tech employees need a specialized set of skills to leverage it. It’s on companies to reskill

and upskill their employees to meet the AI & tech needs of the moment, said Catie Brand, who runs General Assembly’s

employer solutions business. Rather than searching in a tiny talent pool for the skilled workforce your company may

need, check out the capabilities of your own workforce & develop current employees to meet your needs.(HR Brew)

HR Can Contribute to Business Growth & Help Envision Future Success With the resurgence of Human Resource Management, companies are actively investigating how HR teams can contribute to business growth. For

years, HR teams have largely been delegated to admin tasks & rote hiring activities, but there are innumerable ways by which HR can contribute to business success. HR strategies for business growth focus on the hiring & retention of the right talent, but they can also involve active participation in key business decisions by bringing in a grounded angle to the discussion. According to Gartner, 47 % of HR leaders prioritized employee experience as the top priority for 2023.

HR teams that have room to experiment with and reorganize company priorities other than business success are better

able to help the company grow. 

(HR Digest) 

From Empathetic Leadership to EI – How Safe Your Employees Feel is Linked to Innovation

Psychological safety & inclusivity are becoming increasingly recognized as pillars of a successful organization. A recent study from Wiley found that just 53% if employees ‘feel safe’ taking risks at work – for managers that figure rose to

64%, 71% for directors and 76% for executives. The disconnect here is where seniority seems to correlate with bravery

to the detriment of innovation. Wkly check-ins & regular communication can help facilitate comfort & trust btwn

employees & their leaders & ensure that the difficult conversations aren’t so difficult anymore. While empathy is a key

defined by those that can influence, inspire, an impact the workplace, humor has been shown to boost productivity.

(HCA Mag)

HR’s Role in Delivering Ethical AI HR professionals are familiar with the complexities of managing a diverse

workforce, recruiting top talent and ensuring a positive employee experience. AI has the potential to enhance these

processes by automating routine tasks, improving candidate sourcing and providing data-driven insights for strategic

decision-making. As AI becomes increasingly integrated into HR, it raises important questions about compliance with ethical and legal standards. Leading organizations will strike a balance between leveraging AI’s capabilities and

adhering to ethical guidelines and legal regulations. (HR Executive)

Employee Wealth-building Tool Helping Companies Attract and Retain Talent  

In a challenging business environment, companies are looking for any competitive advantage they can get. Employee stock ownership plans 

(ESOPs) could be one way to gain an edge. An ESOP is a benefit plan that gives employees an ownership interest in their company in the form of stock shares. “There is massive new interest in employee ownership from prospective employees, especially younger workers, and from government and political leaders,” said Jim Bonham, president and CEO of The ESOP Association. Experts say companies that offer ESOPs tend to have higher customer loyalty, produce higher quality products, and provide better service.“If properly structured, an ESOP can become a very successful vehicle for highly diversified businesses and can operate without the burden of corporate taxes,” Bonham said. “Employees gain the benefit of sharing in the value they create without putting any cash into the system themselves. This results in dramatically higher retirement savings and wealth. ” (CNBC)

New 2024 FSA and HSA Limits: What HR Needs to Know 

Ahead of the new year, the IRS has announced new contribution limits to Health Savings Accounts (HSAs) & Flexible Spending Accounts (FSAs). FSA and HSA accounts are 2 popular options to help employees pay for qualified medical expenses. For FSAs, the employee contribution limit will increase by 5% – $150 – going from $3,050 to $3,200. There will also be an increase in the carryover limit from year to year, which is optional for employers.On the other hand, HSA contribution limits are at a record high. In 2024, HSA contributions limits are set at $4,150 for individuals and $8,300 for families, a 7% increase from 2023. Catch-up contribution limits will stay at $1,000. It’s imperative for HR pros to stay up to date on new limits and regulations for these tax-saving benefits to ensure your employees can get the most out of their funds as employees make their benefit elections. (HR Morning)

 The Most Productive Ways to Spend the Last 2 Weeks of the Year  

Clean out your contacts. Update your social media accounts. Get your planner ready for the New Year. Do a mini-HR audit. Organize your reading. Clean and dust your office. Delete electronic files that you no longer need.This is also a great time of year to get out of your office and talk with employees. Find out what’s going on. Schedule one-on-ones with managers.  Use the slow time to listen to an online seminar or take a MOOC (massive open online course).  

(HR Bartender)

Starbucks Workers United Stages 2nd ‘Red Cup Rebellion’ Strike 

Starbucks Workers United launched what it called its largest national strike this week. Workers at 30 stores took strike action on Wednesday, with “hundreds” of location to follow on Thursday.Thursday is Red Cup Day, a yearly event where Starbucks gives out free reusable red cups as part of a holiday promotion. In 2022, Starbucks Workers United staged strike actions at about 110 stores on the day, calling the strike actions the “Red Cup Rebellion.”The union said it expected roughly twice the number of stores to participate in strike actions this year, or about 220, but did not share a specific estimate of the number of impacted locations. (HR Digest)

SHRM urges DOL to push overtime rule to 2025 The U.S. Department of Labor proposed a Fair Labor Standards Act rule in August that would require employers to pay overtime to all workers paid less than roughly $55,000 when they work more than 40 hours in a workweek. The agency accepted comments on the rule through Tuesday & is now expected to begin work on a final rule. In its comment, the HR professional organization asked DOL to extend its proposed 60-day implementation period to at least Jan. 1, 2025. The implementation of any changes would likely fall on HR professionals & business executives as they decide whether to adjust salaries or reclassify workers, SHRM said. And those decisions affect others such as finance teams, IT departments and managers, it continued. “As proposed, 60 days is simply insufficient time for many businesses to assess the final rule, identify impacted employees and roles, & decide and execute an organizational strategy and structural changes,” Emily Dickens,

SHRM’s chief of staff, head of public affairs & corporate secretary, wrote in the letter. (HR Dive)

New Law  in California Protects Employees Experiencing Reproductive Loss Starting Jan. 1, 2024, 

employees will be allowed to take up to five days off following a reproductive loss event without any job repercussions under Senate Bill 848. Authored by Sen. Susan Rubio (D-Baldwin Park), Gov. Gavin

Newsom signed the bill in late October, a month recognized as Pregnancy and Infant Loss Awareness Month. Under SB 848, a reproductive loss event is defined as “the day or, for a multiple-day event, the final day of a failed adoption, failed 

surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction…” The bill does not state whether the 

reproductive loss leave is paid, but prevents employers from retaliating against employees who do take reproductive loss leave. 

(Black Voice News)

 Will Employees Be Laid Off as a Result of the WeWork Bankruptcy? With the latest reports on WeWork’s bankruptcy, it is uncertain how the company will regulate its workforce & ensure they are supported. As per the company website’s own report on the WeWork bankruptcy filing, the business should still proceed as usual for its existing vendors & members, with the hope of financial liquidity soon available to continue with their work. The company 

hopes to be granted “First Day Motions” in order to pay for all existing & upcoming obligations such as “employee benefits & wages, vendors and suppliers of goods & services, & insurance & tax obligations.” (HR Digest)

2 Keys to Internal Talent Marketplace ‘Magic,’ According to Gartner 

Mark Whittle, vice president of research 

& advisory in  Gartner’s HR practice, recently confirmed the growing impact of these marketplaces with a callout to 

CHROs at his company’s Reimagine HR conference that this trend could significantly affect an organization’s talent 

management strategy. Internal Talent Marketplaces, sometimes called ITMs, come in various forms, ranging from simple internal job boards to sophisticated AI-powered systems designed to enable employees to explore and apply for different roles within their organizations. Whittle describes these platforms as using a “skill lens versus a role lens” to unite work opportunities with employees capable of fulfilling them. 

(HR Executive)

Cultural Shift On Workplace Mental Health  Gen Z may flip the script on discussing mental health issues. 87% of Gen Z young adults feel comfortable talking about mental health & 63% feel comfortable opening up about their own mental health struggles, according to HarmonyHit.com . In addition, the American Psychological Association’s 2022 Work and Well-Being Survey found 81% of workers reported that they’re looking for employers that support their workplace mental health. HR pros need to be empathetic: If someone’s performance is really slipping, or  someone is exhibiting signs of anxiety, it's important to let them know that you're aware & want to help, even if you don’t know exactly what they’re going through. If they just need someone to listen, that’s great. But if you get the sense that they need solutions for their problems, pointing out resources can make a difference. (HR Morning)

Nepotism Threatens Youth Career Prospects 61% of young people say it has become more difficult to get a job without a ‘way in’, while 54% feel anxious about being left behind by the job market, according to a study from KFC & charity UK Youth. 55% of UK employers admit they are more likely to hire someone recommended by a colleague, friend or a family member. 54% of young people feel anxious about being left behind by the job market & 42% think their dream job is out of their reach because of their background. 95% of employers said their application process judges applicants equally, 32% said it is hard for candidates to land a job without a connection. Nepotism is a significant barrier to social mobility, according to Nick Harrison, chief executive of charity the Nepotism is a significant barrier to social mobility, according to Nick Harrison, chief executive of charity the Sutton Trust. 

(HR Magazine )

Workers Keep Getting Big Raises, Just Not as Much as Last Year Wage & benefits gains have eased but remain elevated as the Fed tackles high inflation. American workers are still commanding big pay raises, though not quite as beefy as last year. That is good news for workers but a potential complication for the Federal Reserve’s fight to lower inflation. Employers spent 1.1% more on wages and benefits in July through September than in the prior three months, according to the Labor Department’s employment-cost index, released Tuesday (Oct 31st). That was slightly better than the 1% gain in the second quarter & a sign that wage pressures remained strong as economic growth accelerated. “There’s still lingering strength in demand that’s putting upward pressure on wages,” said Jonathan Millar, senior U.S. economist at Barclays. (WSJ)

HR Reacts to Gen Z Workers’ Perception on the HR Function Gen Z is the youngest generation currently in the workforce, and they’re bringing new perspectives on the world of work. While these perspectives are often fresh, their older colleagues—including those in HR—can sometimes have a hard time adjusting to the generation’s expectations and needs. HR Brew asked Gen Z workers across various industries the first words that pop into their heads when they hear “HR.” The 1st 5 responses: “What did I do wrong?” “I’m being fired” “Compliance training.” “Talent acquisition.” “The principal’s office at the workplace.” Hannah Yardley, Chief People & Culture Officer at software co. Achievers attributes this to remote work, HR managers & that workers don’t see the people behind HR. “Often, emails come from HR that are HR@company.com" therefore workers don't see the humans doing the strategic work that HR does behind the scenes" Yardley said, adding "it's not only Gen Z that thinks this way." (HR Brew)

8 in 10 CFOs See Hybrid Work As A Cost-cutter "Research shows CFOs & business leaders are adopting hybrid working for many reasons," said Mark Dixon, founder & CEO of IWG, in a statement. "Not only does it support employee work-life balance and wellbeing, but it also provides a meaningful boost to a company's bottom line." As a result of this benefit, 64% of the respondents said they have already reduced their space to accommodate hybrid work, while 74% said they are moving or looking to move to shared office or flex space. A new report has found that the gains from this benefit don't end at people management. A survey by IWG among over 250 full-time CF Os across the U.S. found that hybrid work is also beneficial in cost-cutting. According to the report, 81 % of the CFOs surveyed said they see hybrid work as a cost saver, with 87% saying they plan to continue their hybrid model in five years. (HCAMAG)

How to Battle the Burnout During the Holiday Hustle Self-care is critical all year round, but it's particularly crucial during periods of high stress. While a lot of joy comes with the holidays, it's also one of the busiest seasons. Prioritizing self-care is a must if you're going to remain balanced. Make sure to carve out time regularly during the week for activities you find refreshing or enjoyable. To avoid burnout, make sure to set realistic expectations, both when it comes to yourself and as it applies to others. Delegate: Make sure that critical tasks are being handled by an appropriate employee, and identify any activities that could safely wait until conditions calm.That ensures essential

duties don't fall through the cracks without putting anyone on the path toward burnout. (Essium)

Why Companies Should Hire Older Workers A recent SHRM survey found that 30 % of U.S. workers felt they

were treated unfairly at some point due to their age, & 26 % of U.S. workers ages 50 & older said they have been the

target of age-related remarks in the workplace in the past six months. Additionally, 11 % of HR professionals agreed that older employees are not always treated as fairly as their younger counterparts. This month, pharmaceutical company Lilly USA agreed to pay $2.4 million to settle a nationwide age discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission. The value of experience & wisdom can't be replaced by technology: "While technology can rapidly accelerate what we can accomplish, it cannot replace a human with years of established soft skills and communication skills," said Gary A. Officer, president and CEO of the Center for Workforce Inclusion. Hiring older workers can strengthen company diversity, lead to a stronger bottom line & more overall success. (SHRM)

Employers Working to Balance Employee Needs Against Predicted 6.4% Increase in Healthcare 69% of companies said they're focused on managing healthcare plan costs, while 63% said they want to enhance mental health & wellbeing offerings, according to WTW's 2023 Best Practices in Healthcare Survey. "Aligning business

priorities, from workforce transformation to healthcare costs to employee wellbeing, requires a constant evolution of benefit programs, culture and employee experience," Regina Ihrke, senior director of health and benefits for WTW, said in a statement. "By doing so, companies can alleviate strains on attracting and retaining talent, enhance worker health & productivity, and gain competitive advantage." (HR Dive)  

Israel-Hamas war spawns workplace harassment, discrimination fears. In the U.S. & elsewhere, HR professionals are also responding to fears of workplace harassment & discrimination against Jews, Muslims, Palestinians and other workers. Jonathan Segal, partner at Duane Morris, fielded several calls from employers last week on topics related to the war. Managers “can anticipate there will be harassment or 

disparagement” of Israelis & Jews as well as of Muslims, Palestinians & people of other ethnicities & nationalities 

in the coming weeks, said Segal. “They need to respond to it by reacting to it and contacting people in the organization in order to take corrective action.”How HR departments choose to 

respond may depend on the nature of the infraction. Above all, though, front-line managers should not make disciplinary decisions alone, Segal said, adding, “I like the idea of going to HR.” Employers also may use this moment as an opportunity to revisit workplace anti-harassment policies to ensure the topic is adequately addressed & the employer has clearly distinguished what types of activity are and are not protected. Employers also can consider assisting humanitarian organizations that provide aid to victims.(HR Dive)

 Which Employees Receive the Lowest-Quality Feedback Women & employees of color receive the lowest-quality feedback from their managers during performance reviews & are leaving their organizations at the highest rates, according to a recent analysis of 13,000 performance reviews by software company Textio in Seattle. Jackye Clayton, VP of TA & DEI & belonging at Textio, called the findings "frustrating but certainly not surprising.” Further, 83% of men said they understand what's required to earn their next promotion compared with 71 % of women, nonbinary, transgender & gender nonconforming people overall. Only 54% of Asian employees say that they understand how to earn their next promotion. Companies looking to improve the quality of feedback must 1st reframe managerial accountability as a cornerstone for inclusive leadership. (SHRM)

AI is not a threat to HR jobs, but more skilled people will be. 

A Harvard study found that individual employees adopted AI tools to various degrees, but all of the consultants who used AI showed improved quality of work (40% improvement over control group). Significantly, employees who performed below the average threshold improved their work quality by 40%. Hart stressed that the perception that AI will deskill & replace human employees is incorrect. In fact, it is other employees who will be doing the displacing, if AI isn’t fully embraced.“AI is not going to take your job,” she said, “but somebody who understands AI is going to take your job. Somebody that understands how to use AI, may take your job.” (HRD).

Caterpillar’s transformative CHRO is the 2023 HR Executive of the Year A collection of leaders really went to work at the CoE level and at the business level to begin the work necessary for culture transformation,” Johnson says--the key to this journey was technology. HR needed to embed efficiencies in its work as well as derive insights from tech to give the team a competitive advantage in everything from recruiting to retention. 

(HR Executive)  

How Hollywood writers set a new standard for AI protecting workers from being replaced by artificial intelligence (AI). While some of the AI rules are specific to Hollywood, experts said the overall debate & power the agreement gives workers could translate into other labor battles beyond the scope of television & movies. SAG-AFTRA is dealing with the “notion of replacing humans with AI,” Columbia Business School professor Olivier Toubia said. Instead of an AI actor, other fields may face threats of workers being replaced with an AI salesperson or AI banker, he said. WGA member John August said the WGA focus is on two key principles — “AI cannot be used to replace the human worker,”and “AI cannot be used to drive down the wages and working conditions of the human worker” — that could apply across industries. (The Hill)

 Report: HR is instrumental to creating culture of resilience. According to O.C. Tanner’s 2024 workplace culture report Oct. 5th, employees at organizations that shift to a people-oriented approach — meaning they empower leaders at all levels, provide transparency & involve employees in the plans — are more than 12x more likely to say their experience with change was well-managed & positive. HR leaders can be instrumental to one integral shift — helping their cultures become more adaptable & innovative -- what O.C. Tanner calls creating a “culture of nimble resilience” by centering on people, celebrating diverse perspectives, fostering cross-disciplinary collaboration, & practicing “practical empathy.” (HR Dive)

YOH Report: 1 IN 7 US works want to leave their job within the next year. 28% of workers said they love their job and wouldn’t leave their company for any reason, while in a survey of 1,175 U.S. adults employed full or part-time, 25% said they’d leave their current job in the next 12 months for a higher salary or better benefits; 7% said they’d leave their current job during the next year for the same pay but could work on more exciting projects; 6% said they’d leave their current job for the same pay but no longer had to work for their current boss. About 14% of workers said it would benefit their career long-term to leave their current job now for a new one; 14% said they believe they will need to look for a job in the next 3 years to receive the raise they feel they deserve. 42% of workers over age 55 seem more loyal to their current employer vs. younger colleagues. (Recruiting News Network)

Microsoft, Amazon among the companies shaping AI-enabled hiring policy. Today, just 12% of hiring 

professionals report using artificial intelligence in their recruiting or talent management processes, according to the 2023 Hiring Benchmark Report from software & talent success company Criteria. But AI solutions, for everything from streamlining sourcing to making informed selection decisions, are “very actively being marketed,” Criteria founder & CEO Josh Millet said. While organizations wait for legal implications like New York City’s AI bias law to expand elsewhere, the Center for Industry Self-Regulation (CISR), BBB National Programs’ 501(c)(3) nonprofit foundation, published a set of principles and protocols for trustworthy AI in hiring & recruiting. (CNBC) 

Meta (META.O) laid off employees Wed. in the unit of its metaverse-oriented Reality Labs division focused on creating custom silicon, two sources familiar with the matter told Reuters on Tuesday. Employees were informed of the layoffs in a post on Meta's internal discussion forum Workplace on Tuesday. A restructuring of FAST has been expected since the spring, when Meta hired a new executive to lead the unit. Meta has slashed around 21,000 jobs since November of last year as it has sought to reassure investors that it was reining in costs amid waning revenue growth, high inflation and concerns that Reality Labs was losing too much money. (Reuters)

 ChatGPT provided better customer service than his staff, so Suumit Shah fired them. Brynjolfsson said a suite of AI software tools help call center workers do their jobs better: transcription software analyzes call conversations in real-time & provides agents with ideal solutions; other tools identify angry customers & provides techniques to calm them down.This support allows workers to tackle difficult problems with far more ease, he said, leading to higher customer satisfaction & lower worker turnover. In his study surveying more than 5,000 call center agents using AI software, access to the tools increased productivity by 14% percent, w/ novice workers seeing the largest gains and highly experienced workers finding negligible improvement. Not every customer service employee should worry about being replaced, but those who simply copy and paste responses are no longer safe. According to Shah: “That job is gone,” he said. “100 percent.” (The Washington Post)

The Equal Employment Opportunity Commission (EEOC) proposes updated guidance on workplace harassment releasing proposed updates to its guidance on workplace harassment on Oct. 2. The guidance, which is currently open to the public for comment, hasn’t been updated since 1999. Previously proposed updates in 2017 were never finalized by the Trump administration due to “internal disagreements” about LGBTQ+ workers, reported Bloomberg Law. The EEOC cited changes in law, the #MeToo movement, & emerging issues like virtual & online harassment as animating factors behind the proposed changes to the guidance. (HR Brew)

More than 75,000 health care workers at Kaiser Permanente went on strike in multiple U.S. states Wednesday. Labor unrest following high inflation & an increased cost of living hit a new high point. Unions said it’s the biggest health care strike in U.S. history--but they also expect it to last just three days. “Kaiser executives are refusing to listen to us and are bargaining in bad faith over the solutions we need to end the Kaiser short-staffing crisis,” Jessica Cruz, a nurse at Kaiser Los Angeles Medical Center, said in a statement provided to The Hill. During the economic recovery from the pandemic, gains have gone disproportionately to owners of big businesses while the labor share of economic output has greatly declined, following a longer-term trend. Strikes are occurring at Kaiser Permanente hospitals in WA, OR, CO, VA, Washington, D.C., & the majority in CA. (The Hill)

Judge Allows App-Based delivery workers in NYC to make $18/hr. Lawsuits by Uber Eats, Grubhub and DoorDash are continuing. A judge ruled that higher minimum-pay rates could take effect for many food-delivery workers in New York City, according to an order released Thursday, as he considers challenges brought by app-based companies such as Uber Eats (WSJ).

Signs of declining loyalty by employees toward employers, a recent survey found that 50% of candidates accepted a job offer btwn May ‘22 & May ’23, backed out, then started working for another employer. HR consultancy Gartner conducted the study of nearly 3,500 respondents. Top drivers cited by candidates for accepting a new job 

offer include greater flexibility (59%), better work/life balance (45%) & higher compensation (40%). (SHRM Today)

WORKING MOTHERS STATISTICS NOW: often at a disadvantage, statistics indicating that women are still paid only 83.7% of what men are paid, according to the U.S. Dept. of Labor. However, women are coming into the workplace at unprecedented rates. The U.S. Bureau of Labor Statistics report women in their prime, btwn 25 & 54, has increased to 77.8 %. Despite the struggles, women appear determined to work--their contributions have a significant impact on the economy. Working mothers made up almost 1/3rd of the U.S. female workforce in 2020--evidence that women are no longer giving up one for the other. (HR Digest)

More than 1/2 of American’s say they’d onsider post-retirement employment. More retirees have been “unretiring,” according to a Resume Builder poll. About 1 in 5 return to a previous employer, another 1 in 5 return to the same industry & the rest work in a new industry. Rising costs play a major role in the decision to work longer or return to work, but financial need isn’t the only reason. Easterseals & Voya Cares report: 

“Employment extenders” said work gave them a sense of purpose while keeping their minds active. Some employers have hired back retirees or those near retirement age to help fill the talent gap. (HR Dive)

Research shows that employers only have 44 days on average to influence a new hire’s retention. However, BambooHR research found that for some, the time to decide if a position is the right fit can be as short as a week. Top frustrations for new hires include: No clear points of contact for questions (65%) Not enough training on company products/services (62%) Lack of access to essential tools (58%)Tech issues (51%) No one acting as an onboarding guide (50%), No clear manager (44%). Research shows building personal relationships is a key element to aid in retention efforts. New hires value work friendships more than you may think: 87% say they hope to make a friend at work, 93% want to shadow a colleague and 86% appreciate support from an onboarding buddy.  (HRmorning.com)