Dealing with workplace toxicity can be challenging because it often depends on managers being willing to take a hard look in the mirror. And in fairness, many people are thrown into managerial roles with little or no training in interpersonal skills.
Too often in their eagerness to fill positions, recruiters can act like company cheerleaders by sharing only the most positive aspects of a job with applicants.
For many years, employers have denied flexibility to parents (more specifically, mothers) due to “business needs.”
While those supplemental benefits might have contributed to a reluctance to return to work for some, the unemployment rate in Indiana has declined dramatically since the height of the pandemic.
The use of customer preference in selection—whether based on gender, race, age or any other protected characteristic—is one of a number of examples of possible systemic discrimination outlined by the Equal Employment Opportunity Commission recently.
Regardless of whether any new laws that affect the workplace are enacted, there are always administrative changes at the federal level that affect companies. Regulatory agencies and commissions such as the EEOC, the Department of Labor and the National Labor Relations Board have rule-making authority on a variety of important issues that can impact employers, and their interpretations often change with new administrations.
Beyond legal concerns, employers should focus on ensuring that their virtual hiring and interviewing protocols reflect the same level of professionalism as their in-person practices.
Creating a sense of belonging can go a long way toward creating that sense of engagement, but it can be a little more challenging through a computer screen.
Perhaps the biggest key to making effective plans in all this is flexibility.
Be aware that many co-workers will become more and more engaged during this political season, often arriving at work agitated by whatever flames their favorite pundits are fanning.