Labor Law Posters for Remote Employees

DEI is a long-term change process that can be a big undertaking for companies who have yet to create a DEI plan or who are looking to revamp their current process. Whether you are just starting your planning process or looking to enhance your DEI strategy, this session will go over the implementation, monitoring and evaluation that is needed for DEI in six key component areas including employee experience, training and development, supplier diversity, community investment, customer and employer branding, recruitment and talent acquisition.

Diversity. Equity. Inclusion. These three words have become elevated buzzwords in the last few years. Shareholders, Customers, Candidates are now paying more attention to organizational “Stance” on DEI. In parallel, Organizations are facing increasing competition to retain and increase market share in the global industry landscape. How can we find and retain the best talent; all while continuing to meet our customer needs with new and innovative solutions? How can we keep the talent we already have?

CEOs often state that “Our people are our most valuable asset”, then manage people as a cost to be minimized. How can this contradiction exist in organizations today, let alone be reconciled into a cohesive workforce talent strategy. Join Jeff Higgins CEO of HCMI, in this webinar replay. You’ll learn the results of a study focusing on 49 publicly traded organizations which were then compared with over 1,000 benchmark organizations.

For over 50 years, the Supreme Court has relied on the Civil Rights Act of 1964 to clarify and strengthen its definition of sexual harassment. Even today, it’s clear some employees remain confused about what is and isn’t sexual harassment and how they’re protected when reporting incidents. Between 2018 and 2021, the U.S. Equal Employment Opportunity Commission received nearly 30,000 charges of alleged sexual harassment. Sexual harassment drives preventable business costs: Human costs in low morale and high turnover; financial costs of legal fees, settlements or damages; and lost productivity in both front-line employees and executives. Avoiding these costs requires a comprehensive sexual harassment policy that is regularly reviewed and updated.