In a recent report, McKinsey & Co. took a closer look at the challenges Asian Americans face in the workplace—and what your organization can help do to prevent them.
Disruption. It’s the only real certainty in today’s shifting business environment. From a pandemic to a labor shortage to a pressing inflation problem, organizations are grappling with a lot. To cope with what they have in front of them, and what may be ahead, they need to be resilient and nimble—which is only possible with an innovative, productive, and collaborative workforce.
We already know that in 2022, a focus on inclusivity is reinforcing the charge that all people must be treated with fairness and respect. Accompanying this realization is a whole new sense of what is considered acceptable behavior and what is not—but what exactly does that look like for hybrid employees?
State of harassment: How to create a work culture where everyone can thrive in a new office environment
In a post-pandemic office environment, employees are transitioning to a new way of working (remote, in-person or hybrid), and it’s creating a major shift in how they must navigate through the workplace. With the need to adapt to changes adding to their stress, employees can become mentally exhausted and disconnected from their peers. It’s these kinds of conditions that can lead to an increase in harassment. Let’s look at the latest research and expert opinions on the changing workplace and explore what you can do to create an environment where everyone feels safe and included.
At its core, organizations must ensure they have a harassment-free culture where everyone feels psychologically safe—setting a platform from which people can feel included, valued and appreciated. Let’s explore the way forward by looking at some of the most recent statistics on harassment and discrimination in the tech industry, come to grips with why harassment prevention must be at the top of the list when it comes to organizational priorities and identify concrete steps that you can take to get there.
State of harassment in the industrial and manufacturing sector: 4 steps to making large-scale change
Harassment in the workplace can happen anywhere, but in the manufacturing and industrial sectors, it can pose a major risk by exacerbating an already critical issue: a shortage of talent. Let’s look at what the statistics tell us about harassment in this industry, why it’s critical to address it, now more than ever, and explore some concrete steps for making large-scale change.
Many organizations are taking measures to prevent harassment, but did you know that there are some specific challenges that are unique to the hospitality industry? It has to do with a blurring of boundaries between work and social activities that can create a situation where workplace harassment may go unchecked. Let’s look at the realities of harassment in the hospitality industry, why there is a prevalence of this kind of behavior—and the concrete steps that HR professionals like you and other business leaders can take to prevent it.
In an era where many states and organizations are committed to eliminating workplace harassment, companies across the nation have put the focus on creating a better work environment for their employees. For the healthcare industry the situation has been particularly sensitive and challenging. Why? Because the high-pressure, high-stakes healthcare environment is like no other.
Beginning in 2017 with the #MeToo movement and propelled by the Black Lives Matter protests of 2020, there was a strong call for all companies, including tech, to rethink their approach to diversity, equity and inclusion (DEI). In the years that followed, across the spectrum of industries, companies were put in a position of self-reflection and choice about how they would tackle this issue going forward.
This report shines a light on the experiences of frontline workers of color, the pathways from the front line to the middle class, and the skills workers need to advance. It also offers steps companies could take to improve job quality and better support frontline workers of color to develop and progress in their careers.
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