Remove 2025 Remove Diversity Remove Groups Remove Metrics
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HR Competencies for 2025 – A Future Standard

Digital HR Tech

In this article, we introduce a new HR competency framework for 2025, which we believe will become the new standard for HR. Subsequently, we have defined four critical capabilities that any HR professional needs to perform well in their role in 2025. The T-shaped HR professional. Let’s take a closer look at how this works. Data driven.

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HR in 2024: Shaping Tomorrow’s Workforce Through Bold Leadership

HR Digest

By 2025, they will represent a staggering 27% of the labor force, wielding immense economic power and wielding their voices as catalysts for change. It will be important for companies to figure out how to keep this demographic group as they’re proving they have no problem leaving their jobs if companies do not fulfill their requirements.

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How To Set Meaningful DEI Metrics?

Engagedly

Creating a diverse, equitable, and inclusive workplace has become a top priority for organizations worldwide. Numerous studies have shown that investing in diversity, equity, and inclusion (DEI) can lead to improved financial performance, innovation, and employee engagement. What are DEI metrics?

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How To Set Meaningful DEI Metrics?

Engagedly

Creating a diverse, equitable, and inclusive workplace has become a top priority for organizations worldwide. Numerous studies have shown that investing in diversity, equity, and inclusion (DEI) can lead to improved financial performance, innovation, and employee engagement. What are DEI metrics?

Metrics 40
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Championing Diversity and Inclusion at Bank of America

HR Digest

The HR Digest: Can you tell our readers about ERGs (employee resource groups) at BoA and how they promote change within the company in practical terms? We have listened to our employees’ feedback as we have formed these groups, and we see employees often involved in more than one group based on interest, background or support need.

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McDonald’s Paves the Way With DEI Data Transparency

Trusaic

McDonald’s is laying the groundwork for universal pay equity measures nationwide with new commitments to disclose diversity, equity, and inclusion (DEI) data. Commitments to disclose data and set lofty diversity goals. Individuals from underrepresented groups will make up 35% of U.S. Disclosure of employee compensation data.

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Breaking Gender Barriers in Mining: South Flank Case Study

Trusaic

That change alone enables South Flank to hire women from diverse backgrounds and equip them with appropriate skills. Status threat manifests in resistance to organizational change from majority groups, who benefit from being in that category. Escondida is on track to achieve 40% by 2025.