More women in leadership roles. Benefits that cater to a more diverse range of needs. A demand for diversity, equity and inclusion consultants. Those are among business leaders’ DE&I expectations for 2021.
According to the National Women’s Law Center, 865,000 women dropped out of the workforce in September when their kids went back to school or began online learning from home. But it’s not only women with children who are struggling at work right now. Black women are more likely than other employees to think about leaving the workforce because of concerns over their health and safety, according to the Women in the Workplace study.
Business leaders need to ensure that the hiring process is fair to all applicants, yet while many talent acquisition teams now have diversity initiatives in place, they lack a strategy for how to find underrepresented minority talent.
This time of social upheaval may be the best opportunity to work toward achieving inclusion and transparency in the workplace, according to panelists at a recent symposium for managers. SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, Karen Boykin-Towns, a vice chairman at the NAACP and a former senior executive at Pfizer Inc., and D. Steve Boland, president of retail at Bank of America, encouraged managers to do their jobs well and act before the window of opportunity closes.
HR and business leaders shared what their companies are doing to attract, hire and retain military veterans, transitioning service members and military spouses at the Society for Human Resource Management’s (SHRM’s) INCLUSION 2020 virtual conference.
A panel of executives shared practical strategies for creating a diverse, equitable and inclusive (DE&I) organization. Sean Sullivan, SHRM-SCP, chief human resources officer at the Society for Human Resource Management (SHRM) led the conversation at the SHRM 2020 Inclusion virtual experience.