Turning Corporate Culture Into a Competitive Advantage - It Starts With the People

Did you know that, according to a recent McKinsey report, 30 million workers without college degrees have the skills to earn 70 percent more than they do now? And that people with disabilities are unemployed at twice the national rate, despite the fact that companies that actively hire them outperform those that don’t by 2 to 1

Some of the biggest areas employers lose sight of as they grow include compliance with benefits regulations, inconsistent HR policies and appropriate documentation. The cost of noncompliance can be steep. The regulatory burden increases as your employee count grows, but there are steps you can take to ensure you are ready when the time comes.

As the year comes to a close and the holiday season approaches, a choir of people strategy consultants from Lattice Advisory Services are gathering for a day of caroling — that is, addressing some of our community’s most burning People Strategy challenges.

Employee Resource Groups (ERGs) can help leaders create an authentic space for belonging, collaboration and allyship which is a high priority for many organizations given the current social, economic and political climate. Although they aim to build a diverse and inclusive culture through establishing ERGs, it can be challenging to know where to start or what considerations should be taken to set the company up for success. How do you choose a name for your ERG? What is required to develop ERG members or educate employees on issues important to the ERG? Do ERGs require an executive sponsor?