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Through the prism of the coronavirus crisis and national protests over the death of George Floyd in May, it has become clear that most workplace diversity plans don’t go far enough.
Although the latest workplace acronym for DE&I plans (Diversity, Equity and Inclusion) represents the wider scope that diversity plans now encompass, strategic diversity goals must expand to an even wider umbrella beyond the traditional narrow focus of hiring representative talent or promoting diverse managers.
Walden Siew is editor-in-chief of the Employee Benefits Group at Arizent.
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Flexible benefits and a caring culture that recognize the double squeeze of child care and eldercare responsibilities on a culture will help retain sandwich-generation talent.
Customizing activities to fit the dynamics of a workforce can improve engagement and employee interaction.
The needs of women continue to outpace organizations' inclusion efforts, which will be costly if unaddressed.
The responsibility of bridging the career gap will fall predominantly on upper management and their support efforts.
At parent support company Haven, CEO Britt Riley offers benefits that make employees feel taken care of.
