Training: Employees want to see that their managers are committed to providing them with development and educational opportunities. Diversity: Employees want equal opportunities for career advancement. Respect for human rights and labor laws: Employees want to be treated equally as humans and don’t want to be exploited or taken advantage of in the workplace. Clear and personalized career development, trajectories, and pathways. MORE

Yet, despite political attention and federal regulations—the Equal Pay Act was established in 1963 !—there I’m a strong believer in Equal Pay for Equal Work – no one should be paid any more or less based on their identity; they should be paid by their contribution and skills.”. When we think of “Equal Pay for Equal Work”, we’re talking about controlled pay, which is $0.98 The Bottom Line: The business case for equal pay. MORE

Factors such as improved healthcare and delaying retirement credits result in employees born in the 1950s working alongside those born in the 1990s and even 2000s. With baby boomers, millennials, GenX and GenZ employees around at the same time, work environments are by default diverse – at least as far as age is concerned. When the topic of diversity and inclusion is raised, what are the first topics you think of? Rethink career paths. MORE

For the same, an employee development plan can be utilized. Development plans, that nurtures employees, polishes to improve their skills and introduces them to new horizons are needed by the current corporate arena. 93% of employees are inclined to stick with a company that addresses their career development, says LinkedIn’s 2018 Workforce Learning Report. “I am convinced that nothing we do is more important than hiring and developing people. MORE

In my 20-plus year career as an HR executive, I’ve witnessed first-hand that as professionals assemble their career development resources to help weather the ups and downs of climbing the corporate ladder, the value of an HR partnership is often overlooked. But it shouldn’t be: HR is responsible for creating policies and crafting the framework that drives compensation, promotions, succession planning, career development, and talent management decisions. MORE

In 2007 I was excited to secure a huge career break at a leading investment bank. My family was equally happy to have heard this news as they now seemed to see my prospects of retiring from a bank. Expanding my domain expertise and developing behavioural aspects of my persona were baby steps towards becoming a core banking professional. Exactly the way my workplace gave me the platform to reflect on my career journey. MORE

Employees may resign from work due to retirement or other personal reasons. For example, an employee may quit his or her job when he or she attains their retirement or is shifting base to another city. For instance, attrition among employees belonging to minority groups could affect the diversity of the organization. This is (200/1200) x100, which equals to 16.66%. Retirement: This can take place when senior employees retire from their position. MORE

With increasing numbers of Baby Boomers retiring from the workforce and a soaring demand for talent in sectors like technology, engineering, and healthcare, HR will be challenged by this shortage of workers for years to come. How will you address diversity? Companies like IBM are already eyeing initiatives such as personalization of the employee experience, data-driven proactive retention strategies, and smarter career development programs. MORE

The goal of Lincoln Financial Group’s Diversity & Inclusion (D&I) practices is not to rack up accolades. But it’s hard to ignore the number of notices Lincoln Financial has received for its commitment to diversity and inclusion. based insurance and investment management provider has: Received perfect scores of 100 on the Corporate Equality Index for four years running. Maintained a 100% score on the Disability Equality Index for three consecutive years. MORE

Factors such as improved healthcare and delaying retirement credits result in employees born in the 1950s working alongside those born in the 1990s and even 2000s. With baby boomers, millennials, GenX and GenZ employees around at the same time, work environments are by default diverse – at least as far as age is concerned. When the topic of diversity and inclusion is raised, what are the first topics you think of? Rethink career paths. MORE

As we all stare down the road of another new year and plan our calendars and develop strategies accordingly, I think now is the ideal time to peer inside today’s workplace and see what are the emerging hot issues and what are those perennial ones still snapping at the heels of our HR and L&D teams. The organization gets the talent they need to stay competitive and employees see opportunity for career development. Diversity. MORE

Today, and ongoing as the future of work continues to unfold, an increasingly diverse workforce is seeking more than these traditional rewards and is equally focused on things such as well-being, career development, and recognition. As the workforce grows more diverse in nearly all respects (age, gender, location, employment mode), it’s natural that workers’ needs and preferences are growing more diverse as well. MORE

Today, and ongoing as the future of work continues to unfold, an increasingly diverse workforce is seeking more than these traditional rewards and is equally focused on things such as well-being, career development, and recognition. As the workforce grows more diverse in nearly all respects (age, gender, location, employment mode), it’s natural that workers’ needs and preferences are growing more diverse as well. MORE

Just as an IRS agent was working through her case and the client thought it would be over, the IRS agent would be transferred, or would retire, etc. My background is in Information Technology and Finance, but in 2008 when we had our first baby I knew that I wanted to focus my career on a more meaningful path. This involved leaving a very comfortable career making 6 figures to move in the direction that I felt God was leading me. Build the career you love! MORE

The author, Kate Rodriguez is a former senior career search researcher and government analyst who covers career development and higher education marketing for The Economist Careers Network. When it comes to gender equality in the C-suite, the gap between vision and action is wide. Yet only 39 percent of these same executives ranked gender equality as a top-ten business priority, and only half admitted they have established goals to get there. MORE

Just ask Lisa Taylor, a strategic workforce consultant and founder of Challenge Factory , a talent strategy and career management firm based in Toronto. For her recently-launched book, Retain and Gain: Career Management for Small Business , Taylor conducted in-depth interviews with small and medium businesses across Canada to learn about the talent management issues they’re dealing with today. When the retirement age was set at 65, life expectancy was only 62. MORE