Sunday, October 13, 2019
The 8th Annual HR Florida State Council Legislative Conference took place March 27th and 28th. Nearly 90 HR professionals from around the state gathered in Tallahassee to lend their voices to advocate regarding pending state legislature impacting the workforce.
Is your wellbeing program operating in a silo? Traditionally, wellbeing programs have been positioned as a healthcare costsaving solution, evident by only self-funded clients adopting programs in the early 2000s and the majority of companies offering these programs to employees only covered on the health insurance plan.
Women have made remarkable progress highlighting safety concerns in the workplace with the rise of the #MeToo and #TimesUp Movements; still, there are several issues concerning women in the workplace that have yet to be addressed.
Deloitte University estimates that millennials will make up 75 percent of the workforce by 2025 (Smith & Turner, 2015). As this generation enters the workforce, one aspect that has been a challenge for many businesses is the fact that a significant number of millennials identify as transgender (trans).
It is important that I expose my biases at the beginning of this article. I believe that there is far too much emphasis on accommodating, considering, and catering to millennials in the workforce.
It is no surprise that diversity and inclusion (D&I or, now gaining popularity, I&D) programs are prevalent across organizations as the United States is becoming a more racially and ethnically diverse society. For instance, the U.S. Census Bureau’s projections indicate that by 2060, the U.S. will no longer have a single racial or ethnic majority.