Employer Strategies

In wake of the Great Resignation and Great Reengagement, employees researching potential job changes are looking for health benefits including lactation rooms as part of their long-term career options.  

Emily Hulthen, senior account manager at Ovia Health, reflects on her experience with postpartum depression and the lack of support she received from her previous workplace.

Both new graduates and job seekers without degrees have plenty of options as the talent market stays hot.

Although many workers were hesitant to return to in-person work, a new survey shows that it’s going better than expected.

Financial education in a digestible format and workplace culture pique their interest, while auto enrollment is especially effective at getting them to save.

The participation rate for teens in the job market last month increased to 42.9%, the highest for any June since 2009.

Alloy, Marqeta and other technology firms drafted policies to assist employees in states that restrict abortion access, even before they had all the answers.

Kathryn Minshew, Muse co-founder and EBN’s keynote speaker at our upcoming conference, explains how organizations need to rethink their relationship to talent.

These organizations help employers and recruiters get in touch with overlooked and marginalized groups of people who have the talent and drive to work.

What’s really driving all these quits? Three participants in the Great Resignation explain what drove them to make a change, and what life’s like on the other side.