Flimp Communications

JUNE 9, 2020

They are highlighting additional changes that need to happen. Some shared statements acknowledging there needs to be change. Some companies went further with their efforts to increase diversity in hiring and among management teams and the C-suite. Luckily, we’re relying more and more on data as a guide while writing, reviewing and revising policies. We can see what changes are having the desired impact, and which can be abandoned as ineffective.

Diversity and Equality 46

Diversity and Equality Diversity Policies Comparison 46

Inpower Coaching

NOVEMBER 27, 2017

As I’ve begun to explore the interpersonal dynamics of workplace discrimination more closely, I have gone back to update my own understanding of workforce diversity data and what it tells us about the the demographic makeup of the modern workforce. However, it’s interesting to me that even though the numbers haven’t changed significantly, the discussion about diversity in the workforce has evolved pretty significantly.

Diversity 51

Diversity Discrimination Comparison Data 51

Bonusly

AUGUST 9, 2017

Data and analytics are the next big thing in HR, but do you really know how to implement your findings in meaningful ways? When we spoke with people analytics thought leader Lisa Donchak of the Wharton School, she explained, “Even 15-20 years ago, there were very few institutions rigorously collecting this data about anything, much less about their employees or who they might want to hire.”. What’s the big deal about data? But raw data is meaningless. Collect data.

Analytics 52

Analytics Retention and Turnover Time and Attendance Data 52

Oracle HCM - Modern HR in the Cloud

MAY 12, 2016

There are three regulatory changes in the works that will require additional reporting. These changes attempt to address the gender pay gap, overtime eligibility, and disproportionate executive pay. Here’s a rundown of the three changes and how they might affect your work. Proposed changes to the EEO-1, the form used for this reporting, would mean employers also must share pay information.

Compensation 54

Compensation Report Compliance Comparison 54