Workplace Discrimination: Comparing American and European Workplaces

Eightfold

More than 4 in 10 American workers report feeling discrimination in the workplace. . According to our data, 43 percent of American workers say they have faced discrimination at work. . Workplace discrimination is, unfortunately, not an uncommon occurrence, but it might occur more often in the United States than it does in Europe. Across the European job markets we surveyed, fewer respondents reported that they had faced discrimination at work: 36 percent in Germany.

Employee Surveys, Pandemic Safety and Corporate Filter Bubbles

Survale

Employee Surveys, Pandemic Safety and Corporate Filter Bubbles. You don’t need employee surveys to tell you that people aren’t logical. Employee Surveys Can Inform Talent Programs and Communications. Just look around at the Summer 2020 Coronavirus surge.

Here are the results of the diversity, equity, and inclusion survey. You may be surprised…

The Employer Handbook

On the heels of the federal government announcing that it will change how it trains federal workers on diversity, equity, and inclusion (DEI) , thank you to the hundreds of readers that took a few minutes to respond to this anonymous survey about DEI efforts in your workplace.

Governor Phil Murphy wants an “overhaul” of the New Jersey Law Against Discrimination

The Employer Handbook

But, Governor Murphy’s proposed changes to the New Jersey Law Against Discrimination (LAD) aren’t nearly as aspirational. monitoring compliance with their policies through anonymous employee surveys. Discrimination and Unlawful HarassmentImage Credit: Photofunia.com ([link].

7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

9 Dos and Don’ts of Employee Engagement Surveys

Get Hppy

The following are good “rules of thumb” for planning: Keep the data anonymous, but communicate the actions. Organizations often keep survey information anonymous and confidential to increase the accuracy of the data received. This can also can have its drawbacks, such as the uncertainty of what to do with survey comments that allege illegal actions or violations of company procedures. Use multiple survey methods. Any surveying technique has its weaknesses.

Data or Intuition: When Should HR Rely on the Numbers?

Cornerstone On Demand

So, how do you know when it makes sense to use data and when to trust your gut? Yes, personality can be one of the items on your checklist, but using objective data allows you to avoid making an irrational—and sometimes illegal—decision. Using your data can save you a lot of headaches in the future. Instead, use data to determine what perks and programs will benefit your employees. Send out a survey. Do you operate on gut feelings a lot?

Data 348

7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

Survey Reveals HR Departments Increase Focus on Engagement, Company Culture

HR Daily Advisor

For the second consecutive year, from the annual SHRM Conference & Exposition, Paychex released the results of its Pulse of HR Survey , offering insights on the challenges and priorities of today’s HR leaders. Culture, Engagement, Branding employees HR technology survey workforce

Obama enlists EEOC in the fight against pay discrimination

HR Morning

On the seventh anniversary of the Lilly Ledbetter Act , the Obama administration announced that it is taking some monumental steps to identify potential pay discrimination. The first: Enlisting the help of the EEOC to procure more detailed payroll data from employers. The EEOC — in partnership with the DOL — issued a proposal to start collecting pay data from employers with 100 or more employees to help uncover and root out pay discrimination.

Why You Should Run a Diversity and Inclusion Survey

TalenX

On that end, a diversity and inclusion survey becomes essential for companies that wish to understand where they stand. Your diversity and inclusion survey questions, when properly formulated, help you gain in-depth insight into whether your company is making people from all backgrounds feeling accepted and welcomed, and whether they are receiving and fair opportunities without any discrimination.

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

ApplicantStack

In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report. Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018). The deadline for EEO-1 2018 data is still May 31, 2019. The Equal Employment Opportunity (EEO-1) Report is a mandatory Equal Employment Opportunity Commission (EEOC) compliance survey. Component 1 requires hiring data categorized by the following: Race/ethnicity.

Using HR Analytics and Big Data in the Workplace

EmployeeConnect

The concept of using Big Data and HR Analytics in the workplace has become a debatable issue when it was revealed how certain employers are using the help of outside data firms to forecast the health risks of its employees. People expressed their concerns as they felt that their personal and sensitive health information is in jeopardy because if their employers have access to this personal data it can be used in ways which may not be in their favour.

HR-tech providers are stepping up with free access to data, apps

HRExecutive

But based on recent data, that number will pale compared to 2020. For COVID-19, it enables HR and employee-relations teams to: document and track any and all issues related to the outbreak, including performance management, accommodations, allegations of discrimination or harassment and more; implement consistent issue tracking and reporting for all employees, including those who are working from home; follow a compliant process to ensure fair fact-finding, when required; and.

Data 87

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.

Data 58

Cafe Classic: Could Big Data Bring Big Dilemmas?

Compensation Cafe

Editor's Note: Data and analytics are big topics - and big priorities - in a lot of HR shops these days. As we in HR work to absorb and apply the possibilities that data and analytics present for the design and administration of employee pay, we often look to our peers in Marketing - always several steps ahead of us in this game - for lessons and insights. Specifically, the degree to which Big Data may be creating a new potential and power to discriminate.

Data 46

Meaningful Work Tops Company Culture, Compensation, and Perks as Workers’ #1 Must-Have in New Global Employee Survey

WorkHuman

According to a new global survey released today by Workhuman Ò , the leading provider of human applications , the answer to retention lies in meaningful work and creating a human-focused environment built upon trust, recognition, respect, gratitude, autonomy, and equity. . The survey also revealed that workers are four times as likely to report loving their job when they have a sense of meaning and purpose at work. “In Data indicates frequent recognition can help here as well.

EEOC Would Collect Pay Data from W-2s Under New Proposal

HRWatchdog

In a significant departure from existing requirements, the Equal Employment Opportunity Commission (EEOC) recently announced that it is seeking to require large employers to report pay data to the agency, including aggregate information from employee W-2s. The EEOC is proposing to revise the federal EEO-1 report to include collecting pay data from employers with more than 100 employees. Compensation Discrimination EEOC fair pay

Data 57

Using Data to Prevent Workplace Harassment

EverFi - HR

It is widely understood that an organization will not be successful–and certainly will not grow and thrive–without robust data on all aspects of its operations. In business, organizations routinely gather and study data about sales, production, margin, and customer satisfaction to name just a few; in higher education, metrics around admissions, graduation rates, endowment, and student satisfaction are carefully monitored. Workplace Data Sources and How to Use Them.

Who’s Calling, Please? DFEH Will Survey Employers About Anti-Harassment and Diversity Policies

HRWatchdog

Don’t be surprised if you are called for a DFEH survey. The California Department of Fair Employment and Housing (DFEH) recently announced that it will conduct a telephonic survey of California employers to ask questions about their anti-harassment and diversity policies. The intent of the survey is to develop a clearer picture of how California employers manage diversity and harassment issues, including anti-harassment and diversity policies.

Get Your Crystal Balls Ready, HR Data Ninjas

SuccessFactors

There is a way to avoid this continuing to happen… HR, it is time to embrace your inner Data Ninja! Although companies generally have useful workforce data distributed across the business, fewer than 22% of those surveyed by Harvard Business Review felt able to leverage this data. This means that 78% struggled to connect and analyze workforce data as a basis for talent-related discussions. Bias and discrimination are serious problems for HR.

Supreme Court Ruling Protects LGBTQ Employees

HR Counselor's Corner

Supreme Court ruled that discrimination based on sexual orientation and gender identity violates Title VII of the Civil Rights Act of 1964. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”. This ruling essentially provided clarity on if sexual orientation and gender identity were covered under sex discrimination.

Evidence based management and the dangers in surveys

Strategic HCM

I was a bit over critical of KPMG's evidence based HR report yesterday but it really did remind me of the sort of surveys reviewed on 'Bad PR' : “Getting a new job is so hard, you’ll need professional help!” says diet drink company "Big data and analytics are in" says big technology oriented consultancy? There are a couple of common tricks of the trade in these kinds of surveys. That clearly wasn't the objective of the recruitment agency that funded the sexist survey."

Gender Pay Gap and People Analytics: A Practice with Open Data

Littal Shemer

Gender Pay Gap and People Analytics: A Practice with Open Data. However, one issue remained unsolved for years: The lack of open HR data to practice on. Although there are many inspiring case studies of People Analytics, obviously, organizations don’t share their people data for the sake of learning. Simulation-based data may be an alternative, though usually it is oversimplified and lacks real or interesting patterns to explore. . A Practice with Open Data.

EEOC Proposes Using EEO-1 Report to Collect Pay Data

HR Daily Advisor

Department of Labor recently published a proposal to revise the EEO-1 reporting form in order to annually collect summary pay data by gender, race, and ethnicity from businesses with 100 or more employees. The proposed revision would require the employers with 100 or more employees to submit an annual report on pay data as part of EEO-1 reporting, beginning in September 2017. The pay data would be grouped in 12 pay bands, at the same pay intervals the U.S.

Top Ways to Reduce Work Stress

Semos Cloud

Before investing your time and resources to reduce work stress for your employees, you should get a habit of conducting regular employee surveys and checking in with your employees. Apply zer o tolerance policy for harassment and or discrimination. . Category. All, Best Practices.

10 Employee Feedback Examples and How to Use Them

Achievers - Recruiting

Giving and receiving employee feedback throughout the year offers real-time data on employee performance. Problematic behavior in the workplace must be addressed immediately to maintain a culture of respect, tolerance, and anti-discrimination. Leverage the following listening tools: Pulse surveys include a short series of questions that are quick, easy to answer, and, ideally, distributed to employees regularly.

Important 2018 EU Labor Law Changes – Part 1

Global Upside

Some of the breakout trends you’ll see across several EU countries include pay equality, data privacy, GDPR rights and regulations, and plans to make the business environment more attractive to startups and foreign investment via friendlier labor laws. Another significant change to keep close track of is the EU’s General Data Privacy Regulation (GDPR), which will have sweeping implications when going into effect on 25 May 2018. EU Data Protection. Disability Discrimination.

11 steps that you can take now to reduce harassment in your workplace

The Employer Handbook

Conduct anonymous workplace culture and sexual harassment climate surveys on a regular basis to understand the culture of the organization and whether problems exist. Collect and use data to add value to the Company and to identify weaknesses.

Ground Gained in Employer Awareness of True Potential of the Blind

HR Daily Advisor

We hear a lot about recruiting challenges like implicit bias and discrimination that persist despite decades of research and training designed to combat those challenges. ResearchNowSSI conducted the online survey to collect attitudinal data.

Compliance Alert: EEO-1 Pay Data Due Sept. 30

Paycor

The EEO-1 report is a compliance survey that requires companies to collect employment data by ethnicity, gender, race and job category and submit it to the EEOC by May 31 of each year. The data provided by employers is used to analyze employment patterns and identify pay discrimination. Not only is there a tight deadline to collect and submit information, but the amount of additional data employers are required to provide is very significant.

Study: Pay Scales Tip Toward Gay Men

HRExecutive

examined available data on self-identified gay men, which is harder than it sounds. Not only is the overall self-identified LGBTQ population small, approximately 2 percent to 3 percent, but surveys haven’t asked about individual’s sexual orientation until very recently, said Carpenter. For this study, he examined data from the nationally representative National Health Interview Survey, which began including sexual orientation in its questionnaires in 2013.

Study 63

That EEO-1 you just filed will look a lot different next time. Oh, good…

The Employer Handbook

The EEO-1 is an annual, compliance survey that seeks company employment data categorized by race/ethnicity, gender and job category. Pay data. Equal Employment Opportunity Commission (EEOC) today announced that starting March 2018,* it will collect summary employee pay data from certain employers. The new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps. .

When do you have the file your EEO-1 this year?

The Employer Handbook

The EEO-1 is the federally-mandated survey of company employment data categorized by race/ethnicity, gender and job category Companies with 100 or more employees must file it each year. The deadline to submit EEO-1 data will be extended to May 31, 2019. Discrimination and Unlawful HarassmentWe don’t talk much about the EEO-1 Report on this blog.

That EEO-1 you just filed will look a lot different next time. Oh, good…

The Employer Handbook

The EEO-1 is an annual, compliance survey that seeks company employment data categorized by race/ethnicity, gender and job category. Pay data. Equal Employment Opportunity Commission (EEOC) today announced that starting March 2018,* it will collect summary employee pay data from certain employers. The new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps. .

Cafe Classic: The Duckbilled Platypuses of Compensation

Compensation Cafe

More than a unicorn, or even a hybrid, duckbilled platypus jobs combine skills so eclectic they won’t fit into any standard compensation data set. Market data, refined and focused over years of evolution, does not easily accommodate these jobs. Ensuring that these positions don't discriminate, meet your internal tests and can be defended in court may push your compensation expertise to its limits. Base Salaries Competencies Job Evaluation Pay for Performance Surveys

Those EEO-1s you love to complete are gonna get more complicated

The Employer Handbook

The EEOC wants more data on 63 million employees. Tell ’em what they’ve won, White House: The Equal Employment Opportunity Commission (EEOC), in partnership with the Department of Labor, is publishing a proposal to annually collect summary pay data by gender, race, and ethnicity from businesses with 100 or more employees. The EEO-1 Report is a compliance survey, in which qualifying companies report employment data categorized by race/ethnicity, gender and job category.

Data 50

4 Ways HR Analytics Can Improve Workplace Diversity

Cornerstone On Demand

In the next 10 to 30 years, census data says that there will be no racial or ethnic majority in the United States. However, after years of trying to promote diversity by eliminating bias and discrimination in the workplace by legal means, it still exists. Eliminating Workforce Discrimination with Big Data. HR analytics is not simply about raw data; it's about what insights that raw data can provide to answer questions relevant to your staff. The U.S.

5 HR Trends and Best Practices

Tandem HR

In addition to providing you with background information and data, we’ve included insight into best practices in each of these areas. Harassment and Discrimination. The first step is to develop an anti-harassment and discrimination policy.

EEOC proposed significant pay equality changes to EEO-1

Ohio Employer's Law

If your company has 100 or more employees, you should be very familiar with the federal government’s EEO-1 survey. The new rule would require the annual submission to the EEOC of pay data by gender, race and ethnicity. According to EEOC Chair Jenny Yang : Collecting this pay data will help fill a critical void in the information we need to ensure that American workers are not shortchanged for their hard work. discrimination EEOC race discrimination sex discrimination

Data 29