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Workology Podcast interview with David Fazio, founder of Helix Opportunity, as part of the podcast series powered by PIA.
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This is a weekly roundup of the latest in HR News.
In this week’s layoffs news, Paramount shut down MTV News as part of a plan to cut 25% of U.S. staff, LinkedIn laid off more than 700 people, and Intel plans layoffs after its largest quarterly loss ever. In addition, Goldman Sachs settled a pay equity lawsuit, employers tackle affordable child care, and New York City workers are pushing back on return to office (RTO) policies.
Inflation decreased, but the number of news articles about layoffs seemed never ending this week. Paramount caught the most attention because it shuttered MTV News, which essentially had been dismantled in layoffs years ago. The company broke the news to employees in a memo that indicated those impacted would be informed by leaders before having one-on-one meetings with Human Resources. There was an attempt at kindness.
“To those impacted, we deeply appreciate the passion and creativity you have brought every day. I want to thank you for your many contributions,” according to NBC, which shared the memo with readers. “Our leadership team and HR partners are committed to ensuring this process is done with empathy and respect.”
LinkedIn is laying off 716 people in a workforce of 20,000 and phased out its jobs app in China. The company’s CEO Ryan Roslansky said this move would help create 250 new jobs, for which employees affected by the cuts in its sales, operations, and support teams could apply, according to the BBC.
USA Today reports that Intel, prompted by its largest ever quarterly loss, is planning layoffs across the company. No one knew how many people would be impacted. But the company confronted a first-quarter net loss of $2.8 billion and a decrease in revenue of 36% year-over-year.
Wall Street is notorious for its inequity and poor treatment of female workers. For years, the banks have struggled to right their wrongs. Recently, a lawsuit contended that Goldman Sachs’ performance review process favored men, so they would get promotions and higher pay more frequently than women. The lawsuit was filed by three former employees and related to women who held associate or vice president titles in Goldman’s investment banking, investment management, and securities divisions.
On Monday, Goldman Sachs said it would pay $215 million to settle the case, according to The New York Times. It added that the money will be divided among about 2,800 women, and the bank would change some of its practices. The Times reports that each plaintiff will receive about $47,000.
LinkedIn raised the issue of affordable child care in its news section this week. With a labor shortage in many sectors, employers cannot afford to lose workers because they don’t have feasible child care options. Some companies are recognizing this need and responding with child care subsidies. In this brief blurb, LinkedIn suggests that on-site child care is not preferred, but this requires more explanation. Still, it is an important subject for HR to keep tabs on, especially because insufficient child care costs the United States about $122 billion in lost productivity, earnings, and revenue, according to ReadyNation.
Return to office policies might have been a novelty for people who had been pent up inside during the pandemic, but interest in meeting in person is waning in New York City, according to Axios. This is a concern for New York and other cities that rely on property tax and the economic burst that comes from workers in offices. No one is buying lunch at nearby restaurants, for example.
“If you walk around on the streets there’s tons of tourists and residents walking around and doing things,” said Keith DeCoster, director of market data and policy for REBNY, according to Axios. “But in terms of return to office it’s still roughly 40% below where it was this time in 2019.”
?An estimated 58 million people in the U.S.—or 36 percent of the American workforce—worked as independent contractors (or “freelancers”) in 2022, according to research from Statista.
It’s a figure that’s on the rise. Gusto, a human resources and employee benefits services platform, reports that the number of companies on its platform using freelancers has increased 28 percent since the start of the pandemic in March 2020. A Gusto survey found that the ratio of independent contractors to full-time employees in the U.S. is now nearly 1:5, a 63-percent increase since 2019. And the earning potential of those freelancers is growing: In the past two years, Gusto says contractor payments have risen 23 percent.
The ongoing rise in remote work, recent layoffs and the fear of a recession are also contributing to today’s rapid growth in contingent labor use. “The impact freelancers are having on the workforce is huge, and they’re being used in increasingly large numbers by employers across sectors,” says Sam Smith, president of global client delivery at Magnit, a workforce management services firm that works to onboard and leverage freelance professionals.
Organizations most frequently tap independent workers for consulting, administrative and creative work. “Freelancers add more knowledge and expertise by bringing perspectives and experiences from outside the organization,” says Brooke Lewitan, human resources manager at Empeon, a human resources and payroll software provider. “The freelance market also allows companies to target specific, hyper-niche needs—a particular type of animation or a specialized marketing expertise, such as influencer marketing, for example.”
Managing a Freelance Workforce
It can be challenging to manage both full-time and contract employees who are working on the same team on common projects, particularly since any or all of them may be remote. Failing to fully integrate freelancers into your team can have a negative impact on both team cohesion and project quality.
Effectively onboarding, training and managing freelancers is essential for companies to realize a return on their investment in them. Abiding by the following guidelines can help build a foundation for the successful integration of freelancers into organizations of all sizes.
Know Where to Look
“In the case of a freelancer, you’re likely looking for someone with a specialized skill set in a particular domain who will be ready to meet a particular need on a project or routine task,” says Andrew Gobran, people operations specialist at Doist, an employee management and workflow services company. “This can help you focus where you choose to promote the freelance role to attract candidates who match that skill set.”
For example, if you’re looking for a graphic designer to create illustrations for a publication, “your efforts are best spent promoting the role within graphic design communities, job boards, and freelance websites like Dribble or Academy UX,” Gobran says.
Freelance project platforms such as Upwork, Fiverr, FlexJobs and Toptal are other virtual communities of independent contractors with specific skills for hire. Talent can also be found through word of mouth, professional conferences and employment agencies.
Choose Carefully
“When you begin engaging with freelancers, be up front regarding requirements about past experience, hourly rate or overall compensation, previous work sample requests, and general expectations,” says Lana Marshall, chief operating officer at Trust Relations, a virtual branding and communications company. “That way, no time is wasted on the freelancer applying and being vetted.”
When closing in on a freelance candidate, Marshall recommends putting together a short skills test to give you more insight into how a candidate works and thinks. “You aren’t able to vet as you would a full-time employee, since working with freelancers is more of a ‘proof is in the pudding’ approach,” Marshall says. “That said, try to gauge as much as you can about their work product ahead of bringing them on board.”
Onboard Effectively
Make sure the freelancer you hire knows your business, especially your core values, key differentiators, who you want to reach and what you want to provide your clients.
“Some onboarding material provided to full-timers can be repurposed, but overall, onboarding should be clear, concise and easy to understand,” Marshall notes. “The freelancer should walk away from the onboarding with a strong understanding of company best practices, knowledge of team platforms, modes of communication, and important do’s and don’ts. Also, don’t forget to compensate any time spent onboarding—good freelancers will expect it.”
Stay Connected
Whether you anticipate a freelancer working for your company for the short- or long-term, it’s important to communicate clear expectations for projects, milestones to reach, and when freelancers are expected to join and contribute to team meetings.
“Managers should work with freelance talent to develop a cadence for meetings and check-ins so freelance talent can share updates [and] get questions answered, and managers can provide any feedback throughout the project,” says Tony Buffam, vice president of strategy at Upwork, which pairs independent contractors with companies looking for freelancers.
Just as you do with your full-time team, keep the lines of communication open for feedback from your freelancers. “If something is working well, and especially if it isn’t, you’ll want to know directly from your freelance talent to ensure you can make changes—especially as the demand for freelancers continues to grow,” says Marshall.
Maintaining this communication can be challenging when freelancers and/or full-time employees work remotely. “Often freelance talent may be located in a different location than that of the manager, so it’s important to be mindful of scheduling, time zones, and when to host meetings, and leverage asynchronous communication when immediate discussion is not necessary,” says Buffam.
Create a Cohesive Team
It’s important for managers to ensure freelancers feel like integrated members of the team they are working with and have access to the resources they need. Make sure your full-time employees fully understand a freelancer’s roles and responsibilities and how your employees are expected to work with them, Marshall says. “The more seamless this is, the more valuable the relationship is all around,” she notes.
That task is tougher when the freelancer or salaried employees are working offsite. “The best workplace systems are ones where freelancers are considered just as much a member of the team as salaried team members,” says Buffam. “In the same ways that employees from companies all over the world worked together during the pandemic and continued to work remotely thereafter, today’s managers can adopt online practices to connect with and provide feedback to freelancers on their teams.”
Know the Law
There may be legal issues when working with independent contractors if managers aren’t paying attention. Make sure you have signed, legally binding, freelance-specific contracts in place that clearly outline the scope of work, compensation, IP agreements, data protection, nondisclosure agreements and noncompete agreements. “Each factor, once addressed, can be used to resolve disputes should they come up,” Marshall says.
Looking Forward
Sam Smith at Magnit says modern technology has made it possible for employers to better understand how freelancers integrate into their organizations and impact the bottom line. “Employers that do this see financial benefits, but there are also other perks of having a flexible and agile workforce,” Smith explains. “Integration is allowing them to not only recognize these benefits—like more productivity, fewer skills gaps and more effective labor spend—but also identify ways to maximize them.”
The number of Americans choosing to work independently is expected to continue to rise. Seventy-eight percent of U.S. business owners responding to a 2022 survey by Fiverr said they are more likely to hire freelance talent to fill in gaps during times of economic uncertainty—which may mean even more freelancers on the horizon amid fears of a recession. Eighty-one percent of survey respondents said they currently use freelance talent to support full-time employees and fill skills gaps, and 43 percent said they have current plans to hire additional freelancers.
Brian O’Connell is a freelance writer based in Bucks County, Pa. A former Wall Street trader, he is the author of the books CNBC Creating Wealth, (John Wiley & Sons, 2022) and The Career Survival Guide, (McGraw-Hill, 2002).
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Overselling.
Oversharing.
Avoiding eye contact.
Watching the clock.
Using loaded phrases such as “We have a fast-paced culture,” which should have been axed years ago.
Managers who behave in these ways while interviewing job applicants run the risk of causing potentially valuable employees to run for the hills.
Despite recent headline-grabbing layoffs, the number of open jobs in the U.S. still outnumbers the candidates available to fill them. Many job seekers can afford to be choosy, making them more likely to look further if they are turned off during a job interview.
In fact, instances in which applicants are frightened away by interviewers are “probably common,” says Amit Kramer, a professor of labor and employment relations at the University of Illinois Urbana-Champaign, who studies the relationship between work, family and health.
In a recent SHRM survey of more than 1,000 recruiters, 24 percent said it was somewhat or very common for hiring managers to ask inappropriate interview questions during the hiring process.
“Interviewees who have more to lose are more likely to be scared away than interviewees who have nothing to lose,” Kramer says. “An interviewee who has a good job, skills that are desired in the job market and many other options is likely to give up on a job much more easily because of a small thing the interviewer said than an interviewee with no options of other employment.”
Interviews Are Mutual
No matter how attractive a position is, the quality of the interview process can be make-or-break for job applicants. “Candidates should be evaluating employers and their representatives as much as they’re being evaluated,” says Abigail R. Kies, assistant dean for career development at the Yale School of Management.
In a January 2023 survey of 1,000 job seekers by the IT trade association CompTIA, nearly half of respondents (46 percent) said they have turned down a job opportunity because of perceived red flags when they were interviewed by hiring managers. “Red flags with hiring managers or poor work culture pose a significant risk to successfully recruiting job candidates for employers,” the study’s authors wrote.
With that in mind, managerial experts warn of behaviors that can turn a promising candidate frosty to your company’s overtures. Avoiding the most offending behaviors can help you present your job openings as attractive prospects:
1. Don’t overshare.
Some small talk and banter are helpful at the start of any interview, though oversharing—even if managers think they are saying positive things about their organizations—can be off-putting to candidates.
“One thing I can think [that is a red flag] is trying to oversell how wonderful your organization is, to the level that it almost sounds like you’re about to join a cult,” Kramer says. “An interviewer who acts as a salesperson rather than a source of reliable reflection of the organization might send the wrong message to an interviewee.”
That said, even the slightest criticism, no matter how offhanded or humorous, can also leave a bad taste in an applicant’s mouth. “Be a brand ambassador,” advises Hannah Johnson, CompTIA’s senior vice president for tech talent programs. “As a hiring manager, what you do reflects on your entire organization. Information—good and bad—travels faster than ever.”
Asking an applicant to share too much can be equally disturbing to a candidate. “Students tell of interviewers making small talk and asking about their relationships and families,” Kies says. “While hiring managers may authentically want to get to know the full person, it can make candidates feel like their answers may influence whether they get hired. For instance, candidates with young kids worry that mentioning them puts them at risk of not receiving offers that require travel or long hours. Unfortunately, these situations and concerns occur even more with women.”
2. Avoid loaded words and phrases.
Most candidates have grown wise to workplace descriptors that may once have been cutting edge during an interview but are now probably past their prime. “I have heard from interviewees … that they were scared away by an interviewer that told them how the organization is ‘like a family’ where ‘people hang out together after work.'” Such supposed “selling points,” says Kramer, may be understood as code for “no boundaries in the workplace.” Similarly, candidates may react negatively to other oft-used job descriptors:
3. Train your managers.
Kies recommends ongoing interview training for all employees involved in the hiring process. “Sometimes, senior managers aren’t required to regularly repeat those, and they can be brief, useful reminders to all of us,” she says.
Training can help interviewers frame solid, thought-provoking questions. “Not everyone shines with standard questions,” Johnson says. “Come prepared with questions that ‘peel the onion’ as to who the candidate is as a person, their motivations, etc. Come prepared with answers about your organization that may be relevant to what’s important to the candidate as a person.”
Training can also help interviewers avoid land mines. “Some hiring managers may not understand what is appropriate or not these days,” Johnson says. “They may need to adjust their interview style to virtual versus in person. Or they may be new to interviewing Gen Z candidates.”
4. Prioritize interviews.
Johnson acknowledges that today’s hiring managers are “exhausted and overworked.”
“When it’s a candidate’s market, the burden usually falls on the hiring manager,” Johnson says. “Frustration is another contributing factor. Sometimes there is a disconnect between the job description, the screening process and the interview.” Regardless, says Johnson, make your candidate feel welcome, seen and heard. That is, don’t be late, don’t seem rushed and don’t appear distracted.
“Hiring managers should consider their interview time just as sacred as any other meeting,” Johnson says. “Showing up late for an interview without apologizing or providing a heads-up can send the wrong signal. Be present and engaged. While the interview may not be the most important thing in the hiring manager’s day, it is likely that it is the most important part of the candidate’s day.”
5. Recruit diverse representatives.
When candidates meet with an interview panel composed entirely of people who don’t resemble them, “it’s very difficult for them to see themselves working at the organization,” says Keri Higgins-Bigelow, founder and CEO of livingHR, a female-owned consulting and recruiting firm. “This … is sometimes less of a conscious factor, but we know a sense of belonging is important to candidates.”
If you’re getting no traction in your candidate search after three to five interviews, it could be time to rethink your hiring approach. You may need to re-evaluate your interviewers, interview questions, job description and perhaps your entire hiring process—from application to offer.
Bad Interviews Don’t Always Indicate Bad Jobs
“Red flags wave when the candidates experience a drawn-out process with too many interviews, too many steps in the selection process, and significant time lapses between steps,” Higgins-Bigelow says. “It sends a message that the company is ineffective at decision-making, has poor time management, lacks empathy, doesn’t have a humanized approach, doesn’t trust their team and is generally bureaucratic with too many hoops to jump through.”
But a poor hiring process may not be an accurate reflection of employee experiences at a company. Kies has convinced a few of her Yale students to accept jobs after counseling them to separate an interviewer’s questions and behavior from the overall company. But she warns that people like her aren’t always there to intercede for a company’s poor interviewing process.
“It takes a lot of positive counter-experiences to balance one slip-up, and how an organization responds to the [interviewer’s] conduct speaks volumes,” Kies says.
Dana Wilkie is a freelance journalist based in Ormond Beach, Fla.
What Most Scares Candidates Away?
At least 3 of the top 6 reasons why candidates forgo job opportunities relate to the hiring process, according to Job Seeker Trends, a study commissioned by IT trade association CompTIA. The study reveals the top reported reasons applicants chose not to pursue job openings:
Work location/commute: 52%
Lack of pay/benefits transparency during hiring process: 48%
Red flags with hiring manager/team: 46%
Confusing or inadequate job position description: 36%
Employer not committed to supporting career growth: 31%
Employer’s reputation/cultural fit don’t align with values: 33%
The study, conducted online from Jan. 9 to Jan. 20, 2023, used a sample of 1,000 U.S. adults who looked for a new job within their current or most recent career field or explored new jobs in a different career field in the prior three months.
Source: CompTIA.
The Short variation: In 2002, the co-founders of traveler’s-joy just weren’t impressed because of the minimal options available on wedding ceremony registries. Almost all of Brandon Warner and Tony Alexander’s buddies didn’t come with option but to inquire about for residence products as opposed to the remarkable vacation experiences they preferred. So they started traveler’s-joy to change wedding ceremony registries and give couples the experiences they desired. Traveler’s-joy allows couples to register for trips all over the world and unique trips, and friends can finance the couple’s fantasy honeymoon.
When Brandon Warner was a student in their very early 20s, their buddies began getting married, and it also was not a long time before the guy turned into frustrated by the restricted options lovers had on their wedding ceremony registries.
“i recall buying one thing for a friend that I thought had been kind of silly. It actually was an enjoyable spoon, but a costly piece of cutlery,” the guy informed united states.
As an enthusiastic world traveler, Brandon realized many partners that would favour experiences compared to house items typically on a registry. As an example, the same pair the guy provided the cutlery to did not have enough cash to do the honeymoon they wanted.
“these weren’t planning to have the money to be on a honeymoon, but here I became buying this high priced scoop,” Brandon mentioned.
This is where the theory for Traveler’s Joy, a website that allows partners to register for vacation experiences and trips, was born.
In 2002, Brandon took time away from their work to walk in brand new Zealand. Truth be told there, the guy came across Tony Alexander, who was simply in addition using time off try to take a trip. While chatting, they both pointed out that the majority of their friends thought restricted to the conventional products readily available for their wedding ceremony registries.
Brandon and Tony turned their particular focus to creating traveler’s-joy for partners whoever love of travel eclipses compared to home goods.
In the beginning, the business was actually a passion job that the two friends worked tirelessly on outside their unique day tasks. Over time, the company shot to popularity sufficient that Brandon and Tony kept those jobs to devote all of their time for you the project. They actually started hiring staff.
Since it ended up, traveler’s-joy hit a chord with lovers.
“our very own users appreciated goes through over stuff. They cherished travel â?? particularly travel outside of their particular comfort zones,” Brandon mentioned.
Couples just who use Traveler’s Joy can direct their unique visitors to a registry filled with experiences in the place of old-fashioned things.
An example is actually Phillip and Sherrell’s 2016 honeymoon to Aruba. On their registry, they incorporated airline tickets and their hotel stay, as well as their marriage friends chipped in. Nonetheless they in addition requested fantasy experiences, such as snorkeling, ocean canoing, and parasailing.
Just one guest or pair does not have to cover a complete registry item. Eg, 20 visitors gave $50 each for Phillip and Sherrell’s routes to Aruba, as well as 2 visitors separated their sea kayaking tour.
While partners may create their itineraries from abrasion, they may be able additionally use the themes created by Traveler’s Joy for popular spots. These customizable itineraries have been called instantaneous registries.
“If you’d like to check-out Bermuda, you can select an instantaneous registry to locate locations to keep, restaurants, tasks, also experiences,” Brandon said. “Next, possible go in and customize it.”
If a couple of doesn’t want to participate in in some from the suggested excursions, they’re able to easily remove those tactics â?? and add unique.
They can additionally generate a completely initial registry should they wanna honeymoon someplace a lot more off the beaten road. Traveler’s Joy in addition permits lovers to add customized explanations outlining precisely why they truly are looking for a particular adventure or destination to stay â?? which will help their unique guests think more connected and included.
“when you look at the customized description, we desire partners to state more than simply â??horseback ride regarding beach.’ They ought to explore exactly why they want to take the journey. They may wish tell that guests which they just adopted scuba certified, so they wanna go scuba diving from the honeymoon,” Brandon mentioned.
Once a couple creates a registry, they may be able next effortlessly try to let their friends know where to look. Traveler’s-joy in addition partners with prominent wedding ceremony planning website The Knot to allow family and friends members to get the registry with an instant look.
Afterwards, the guest can pick the experience which they want to give â?? or let it rest doing the happy couple.
“some body may also purchase something special card that’s sent to the happy couple. Or it may be taken to the gift-giver as long as they should give it in the wedding ceremony,” Brandon mentioned.
When somebody picks a personal experience, the registry changes quickly so wedding ceremony attendees aren’t gifting alike snorkeling expedition again and again.
If the few is able to trigger on their vacation, Traveler’s Joy provides all of them with a or bank transfer for gift suggestions they’ve received. They use the resources to coordinate the trip on their own. This way, in the event the couple has to decide out-of an experience, they won’t shed the cash provided to all of them.
Following excursion, Traveler’s Joy simplifies the process of delivering thank-you cards. The couple obtains a total list of givers, the presents they contributed to, and their email and actual details.
“additionally they know very well what gift suggestions they certainly were given,” mentioned Brandon. “from the inside my wedding, we forgot just what some individuals had gotten you, and this made it challenging create thank-you records.”
Though traveler’s-joy already assists couples with regards to vacation planning and thanking friends, the firm wants to carry out a lot more. Now, it’s set its sights on aiding couples in choosing their dream vacation location.
“the brand new aim is always to get in touch with a few of the larger brands to have a feeling of what locations are popular for honeymoons so we can make tips,” mentioned Brandon.
Couples just who utilize Traveler’s-joy commonly somewhat earlier â?? typically inside their late-20s to mid-30s. Unlike those that marry younger, these competent lovers usually have family members items they need. They’re also adventure-seekers who want to make recollections instead of acquiring even more things.
These partners can use the registry to visit for much more expanded periods and head to a lot more distant locales than they actually ever thought feasible, and it’s frequently just through Traveler’s Joy they can switch those honeymoons into facts.
“A lot of the explanations folks you shouldn’t travel around they would like to is basically because it’s expensive. With traveler’s-joy, we’ve accomplished two things. 1st, we help lovers take longer and a lot more unique honeymoons. Next, we help travelers head to places they could never have looked at likely to,” Brandon stated.
The organization makes use of its vacation stories, trial itineraries, and location courses to inspire lovers to choose brand new and exciting vacation spots. Besides some partners discussing their very own registries, traveler’s-joy in addition asks their workers to share with you must-see areas from their trips.
“we desire individuals to have independence in in which so when they work,” Brandon told you. “therefore, since we’ve got people who travel quite a bit, we ask them to deliver a few of their particular encounters into Traveler’s Joy.”
Within the last few a long period, Brandon has brought pleasure in disrupting the registry industry. Nevertheless, he desires hold dispersing your message that couples never have to inquire of for monogrammed bathroom towels as marriage gifts.
“Honeymoon registries are right here today, and you will go further as well as more than you ever before envisioned. That is what we are dedicated to across the next few years, to greatly help even more lovers choose a honeymoon registry,” the guy stated.
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The small variation: Since 1993, connection expert and specialist Dr. Karen Ruskin has actually assisted tens of thousands of singles and couples fix problems, increase partnerships and marriages, and make considerable increases inside their life on the whole. With passion, professionalism, wit, and a very good group of specialists, Karen makes use of the woman private guidance rehearse, blogs, and workshops to display people tips establish actual solutions to real-life issues.
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For dating back to she will be able to keep in mind, helping other individuals has-been an integral part of existence for Dr. Karen Ruskin. Also at an early age, she had a proficiency for delivering connection advice and knowledge to relatives and buddies people.
“As a youngster, I always enjoyed analyzing the connection dynamics between folks,” Karen stated. “i found other people’s difficulties interesting, and I also constantly had one thing to say.”
The woman desire for folks as well as their social connections led the woman to follow a doctorate amount in psychology and a grasp’s in marriage and household treatment. This comprehensive scholastic back ground, in conjunction with the woman intuitive expertise on man connections and behavior, has contributed to a fruitful pro exercise 25 years during the generating.
Since 1993, Karen has aided guys, women, lovers, and individuals explore relationships in further, more important ways and cultivate more healthy, more powerful ties. The woman input usually assists individuals find talents they failed to understand they had.
“My personal greatest success tales are the ones whom enter and think this is it for them. They can’t actually envision how they’re going to will a better destination,” Karen said.
Karen’s reputation as a tell-it-like-it-is therapist stretches far beyond the woman company doors in Massachusetts. The woman is popular by a rather varied set of consumers â?? from homemakers to visible athletes. Nevertheless these consumers all share something in accordance â?? they feel just at house with their. No matter who you are or everything carry out, she never ever compromises being her genuine self.
“If a person desires help, i am interested in helping all of them,” Karen mentioned.
Blog sites, radio, tv, courses â?? Karen knows how to reach the people. Weekly clients or first-timers can experience their range, creativeness, and knowledge to enhance their livelihood in a multitude of methods.
“there is certainly a key for the right solution for every single problem,” she said. “we assist folks assist by themselves to get that secret and progress to a far better destination.”
As a psychotherapist and mentor, Karen makes use of a proper method to guide clients into growing their own knowing of exactly what may be blocking all of them from wholesome connections.
“Sometimes some people’s doorways are locked, and additionally they do not know where the trick is,” Karen explained. “we become into these designs within our own techniques, and what I would is actually assist consumers produce brand new habits. Lovers, individuals, individualsâ?¦ all it takes is one individual in space to produce tangible modifications.”
Research indicates that relationships are crucial to psychological and mental wellbeing. It really is cooked into our DNA. But a positive commitment doesn’t necessarily need to be an enchanting one; it may be a bond shared between both you and anyone who supports and encourages you.
Energetic listening, available communication, shared rely on and respect, consistency, and involvement create the key foundation for an unbreakable relationship â?? and Karen excels at helping the woman consumers comprehend these principles and implement strategies that actually work toward accomplishing their unique objectives.
Karen’s customers realize that one of the largest benefits associated with dealing with her could be the use of the woman group of qualified health care professionals. She links individuals with a few of the leading experts in the counseling industry to enable them to take the subsequent most useful step in their unique life and relationships.
“your whole concept should have an alternative rehearse that fits different needs,” Karen mentioned. “this enables for extra problems away from interactions become addressed. I wish to provide a secure ecosystem for consumers to generally share their unique feelings but also provide strategies for them to move ahead in their lives.”
Safety and practicality are two techniques that unlock the tips of achievements in Karen’s practice. Whether you’re new to the guidance world or a seasoned veteran, the woman group is actually prepared to help you manage the areas in your life that issue greatest.
Karen provides created many posts on her behalf commitment blog site which cover the topics from her mentoring classes to give a lot more people no-cost and easy the means to access the woman advice.
Her relevant and relatable words tend to be an ideal complement any audience who would like to find out recommendations about internet dating, fostering connections, and communicating effectively. The website delivers exactly the same directness, compassion, and knowledge that couples and households obtain from Karen physically or over the telephone.
“i desired generate a blog that posts beneficial and interesting tips, posts, and opinions about timely development stories and hot subject areas,” she stated.
You can easily obtain more guidance and notices from Karen by signing up for the woman newsletter and soon after the girl on fb and Twitter.
Karen’s parenting approach revolves around managing young ones as similarly respected family. Inside her groundbreaking publication “The 9 Key Techniques for increasing polite kiddies,” she delivers the equipment necessary to assist moms and dads resolve conduct dilemmas or strengthen good run. She describes the real truth about parenting in plain English, staying away from technical jargon so her methods are easy to comprehend and easy to place into practice at your home.
Julie Higgins, a Special knowledge Assistant, shared a number of ways this publication provides converted parenting concepts in her own house.
“This publication will seize the interest when you start reading because of the writer’s obvious and tangible utilization of vocabulary with a fantastic sense of humor,” Julie composed. “getting an old preschool instructor and a parent of two little ones, Im constantly desperate to find out new strategies about parenting which could help my family every day.”
Since have many other audience, Julie typed that she locates Karen’s writing and training design to-be very friendly and effective, and her parenting suggestions to end up being pragmatic, reasonable, and simple.
This renowned author has more successful publications under the woman strip, such as “Dr. Karen’s Marriage handbook” and “10 moments to Mental Health.” The woman authorship supplies crucial resources, tips, and techniques that provides men and women practical strategies to create healthier heads and relationships.
Karen’s matrimony handbook highlights usual challenges individuals face in selecting a partner and incisions through misconceptions with what it takes for a successful collaboration.
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?Fred Meyer Stores, a supermarket chain based in Portland, Ore., illegally disciplined workers for wearing items with the Black Lives Matter logo, a National Labor Relations Board (NLRB) administrative judge recently ruled.
Prohibiting workers from wearing Black Lives Matter slogans violated the workers’ rights to voice their opinions about working conditions, Judge Mara-Louise Anzalone concluded on May 3. She ordered the company to revise its dress code, offer back pay to workers who were sent home due to dress code enforcement, and delete from its records any references to discipline or warnings given to these workers because of dress code enforcement.
In the summer of 2020, the company required employees to remove their buttons, face masks and other attire expressing support for the Black Lives Matter movement. A labor union, United Food and Commercial Workers Local No. 21, claimed the company violated the National Labor Relations Act (NLRA) by interfering with workers’ rights to collectively discuss wages, benefits, terms and conditions of employment. The union said the company illegally changed its dress policy without giving the union the chance to negotiate.
Fred Meyer Stores’ written dress code did not allow unauthorized buttons and logos, but it included exceptions for certain holidays, sponsored events, sports gear on game days during football season, and LGBTQ-related buttons during Pride Month. Fred Meyer Stores is a subsidiary of The Kroger Company, a retail chain.
The judge found that in practice, employees and managers often ignored the dress policy. For example, employees often wore union buttons and movie-related buttons, and they weren’t asked to remove those buttons.
During this time, there were widespread protests throughout the country in response to the death of George Floyd, a Black man who was killed by a white police officer in Minneapolis. Black workers in Fred Meyer Stores sometimes experienced microaggressions and racial harassment from customers. Some white employees viewed wearing a Black Lives Matter logo as a sign of support for their Black co-workers.
After the company sent employees home without pay for wearing Black Lives Matter logos, employees complained that the action didn’t align with Kroger’s professed support for the Black Lives Matter movement. They demanded to know why the Black Lives Matter logos were being treated differently from LGBTQ Pride logos, according to the ruling. Kroger did not respond to a request for comment.
Judge’s Ruling
In general, employees’ efforts to address racial discrimination in the workplace can meet the legal standard to qualify as concerted activity undertaken for mutual aid and protection, the judge noted. Furthermore, employees who question the sincerity of their employer’s publicly professed values may also be engaged in protected conduct, where their doing so aims to improve their working conditions or those of others, the ruling noted.
In this case, “the issue was not just outside the workplace, but affected their lives within the workplace,” said Shannon Liss-Riordan, a workers’ rights attorney with Lichten & Liss-Riordan in Boston.
Fred Meyer Stores argued that requiring the company to allow Black Lives Matter gear would violate its constitutional rights based on the “forced speech” doctrine. It also claimed that displaying Black Lives Matter slogans shouldn’t be classified as protected activity because then employers would have to permit slogans with opposing views, some of which might subject Black workers to hate speech. The judge rejected those two arguments.
Dress code restrictions may be justified if necessary to ensure employee safety, prevent damage to machinery or products, lessen employee dissension or prevent harm to the employer’s public image. The judge found that Fred Meyer Stores didn’t meet the criteria for those special circumstances.
Court Decisions
Contrasting the NLRB action, a federal judge in January rejected retaliation charges against Whole Foods Market over its policy prohibiting employees from wearing Black Lives Matter slogans. The U.S. District Court for the District of Massachusetts ruled in favor of the Amazon-owned supermarket chain, finding that the employees didn’t prove Whole Foods had discriminatory or retaliatory motives when it fired workers who wore Black Lives Matter face masks.
However, in June 2022, the 3rd U.S. Circuit Court of Appeals ruled that a municipal bus and light-rail operator could not enforce its ban on employees wearing Black Lives Matter face masks. The employees who challenged the policy claimed the ban violated their free speech rights under the First Amendment to the U.S. Constitution.
“The events of 2020 led many corporations to speak out about social issues, which many have typically not done in the past,” Liss-Riordan said. “Employees felt empowered to speak about them because their bosses were speaking about them. Employers need to be careful about conveying the message that ‘It’s OK for me to say things, but not OK for you to say things.’ “
Tips For Employers
If dress codes aren’t enforced consistently, it can lead to discrimination or retaliation lawsuits. “Consistency is key. Employers should make sure management understands the policies and that they’re applied equally across the board,” said Michael Elkins, an attorney with MLE Law in Ft. Lauderdale, Fla.
Depending on the terms of any collective bargaining agreement with a union, a change to the company dress code may require bargaining.
“Regardless of whether their workforce is unionized, employers should be mindful when disciplining a group of employees for all engaging in the same conduct. Collective activity by employees may implicate the NLRA,” Elkins said.
?The Biden administration proposed a rule May 11 that would bar federal agencies from using salary history to set the pay of new hires. The federal government is the nation’s largest employer, and private sector employers may follow federal agencies’ lead. Several states and localities have implemented their own bans on salary history.
We’ve rounded up articles from SHRM Online and other outlets to provide more context on the news.
Closing Pay Gaps
Pay equity proponents have argued that relying on a job applicant’s past or current salary to determine their pay has perpetuated inequity and effectively anchors workers to lower pay throughout their careers.
(Axios)
Spreading Momentum
A growing number of states and localities prohibit employers from requesting salary information from job applicants and require employers to disclose the pay range for a position to applicants or employees. Currently 21 states have banned or limited questions about previous pay when hiring.
Employers Adjust to Salary-History Bans
For HR professionals and hiring managers, the growing patchwork of laws requires vigilance and training so that everyone involved knows what they can and cannot ask a job candidate.
Pay Transparency Improves Business Outcomes
About 70 percent of organizations that list pay ranges in job advertisements said that the move has led to more people applying for their jobs, and 66 percent discovered that it has increased their quality of applicants, according to new data by SHRM Research.
Perceptions of Pay Equity Differ Greatly
Employers are making progress when it comes to providing equal pay, yet employers and employees have vastly different perceptions on how that is being achieved, and also differ on whether the CHRO, CEO or another member of the executive team should lead the pay equity effort, research shows.
?The barriers to advancement that women face in the workplace have been well-documented.
However, a new report by Linkage, a women’s leadership development firm acquired by SHRM, revealed that many organizations aren’t listening to or addressing these challenges fast enough, leaving women feeling dissatisfied with their companies.
The findings, collected from a survey of more than 3,000 women, showed that women who ascend to director or senior director are less likely than they were earlier in their career to recommend their employer as “a great place for women leaders to work.”
“This is a huge leadership pipeline problem for organizations,” said Kristen Howe, Linkage’s chief product officer. “Not just for filling positions at the senior level, but also as junior women look up and don’t see themselves reflected in the senior leadership.”
Howe noted that the dissatisfaction women have with their organizations can be attributed to several factors, including their employers not understanding their professional needs—such as women are less likely than men to have mentors or sponsors—and the inherent bias toward women that permeates many workplaces.
The survey comes after a 2022 SHRM report showed that women who are promoted to managers become more likely to believe women in their company are given fewer opportunities for upward career growth and that just half of HR professionals believe senior leaders in their companies are held accountable for ensuring equal access to opportunities that result in leadership roles.
Burnout, Lack of Flexibility Causing Women to Leave
Federal data indicates that more than 1 million women left the labor force from February 2020 to January 2022, largely due to the COVID-19 pandemic. But even as the pandemic has subsided, companies are still struggling to retain female workers, particularly women in leadership positions.
Flexibility has shown to be a catalyst in women staying or leaving. A 2022 report by McKinsey and Co. revealed that female leaders are significantly more likely than male leaders to leave their jobs due to lack of flexibility.
Remote-work options and flexible scheduling have led to women experiencing fewer microaggressions and higher levels of psychological safety, per the McKinsey report. They also help women avoid another rising issue among female employees: burnout.
About 43 percent of female respondents expressed feelings of burnout at their current workplace, according to the 2022 SHRM report. This aligns with a recent survey of more than 10,700 workers by Slack’s Future Forum consortium, which found that women are 32 percent more likely than men to experience burnout.
Burnout can lead to a negative attitude, a lack of productivity, high stress and a lack of teamwork. Burnout and exhaustion have caused women, particularly female leaders, to leave the workplace in large numbers.
“Seventy percent of women are confident they are equally to more qualified than their male peers but are getting less recognition and promotion for the work they are doing, including carrying the disproportionate share of creating inclusive empathetic workplaces,” Howe said. “This all leads to burnout.”
How Companies Can Better Support Women
The Linkage report notes that employers must understand the support and upward mobility opportunities their female employees require to help them rise through the ranks. Organizations can support the needs of female workers in several ways:
Jennie Yang, vice president of people and culture at 15Five, a performance management platform in San Francisco, said women often do not ascend the leadership pipeline due to the patriarchal beliefs, biases and favoritism that often occur among male-dominated leadership teams.
“Companies can take proactive steps to help women ascend professionally by addressing unconscious bias, promoting gender diversity, providing mentorship and sponsorship, and fostering an inclusive culture,” she said. “HR and people leaders play a key role in developing the programs for leadership, management, and team members to ensure women feel seen, heard, valued and rewarded for their contributions.”
