As Generation Z and millennial workers challenge the concept of a traditional career and drive an increase in freelancing, the role of workplace group life insurance in long-term financial plans is likely to change.
Lawsuit accuses Lilly of favoring millennials over older job applicants
Two former job applicants, aged 55 and 49, filed a proposed class-action lawsuit in U.S. District Court in Indianapolis on Wednesday, accusing the Indianapolis-based drug maker of age discrimination.Read More
Lack of caregivers puts stress on parents, providers
Child care centers across the state are scrambling to find enough workers to meet demand and parents are struggling to find a child care provider with a vacancy.Read More
Indy Library CEO to step down after months of controversy
The announcement of Jackie Nytes’ impending departure comes after allegations of racial discrimination within the library system and claims of a negative work environment.Read More
If you are embarking on that journey and wisely trying to include stakeholders in the process, make sure to work with a researcher who knows how to help you use your data for years to come by highlighting the insights.
You might have missed it, buried deep in the multiple channels and time-zone differences, and between swim sets and track runs, but sport climbing made its inaugural appearance in the Olympics this year.
It is time to innovate and, to keep our best people, we absolutely have to “re-recruit” the talent we have on board.
Employers are increasingly moving from luring workers to get their shots to using threats, workplace experts say, frustrated by vaccine holdouts and emboldened by the U.S. Food and Drug Administration’s full approval of the Pfizer-BioNTech vaccine this week.
For many years, employers have denied flexibility to parents (more specifically, mothers) due to “business needs.”
The current market for proficient and skilled workers is tight, and it is getting increasingly competitive.
The Indianapolis Foundation, an affiliate of the Central Indiana Community Foundation, announced Monday it will withhold funds from the Indianapolis Public Library system until it completes a planned climate survey and makes “significant, meaningful and measurable” changes.
The first step in developing a survey is thinking about your audience.
This article is for people in those companies that tried new business ideas, regardless of whether they worked. Most leaders would agree that it’s important for their company to be innovative but struggle to empower their people.
A hot topic right now is the notion of employers offering employees a flexible work environment. However, it leaves a lot of us wondering: Just what does a “flexible work environment” mean, and how does it help us to be our best?
The great work-from-home experiment revealed that many employees can work effectively outside the office—rendering commutes largely unnecessary. But those stuck with inflexible employers can use coping techniques to make the commutes easier to deal with.
So we’ve got a genius idea, to which a number of geniuses have contributed. Is that enough for it to break out? Sadly, no.
Last year, companies around the U.S. scrambled to figure out how to shut down their offices and set up their employees for remote work. Now, they are scrambling to figure out the best way to bring many of those employees back.
The number of employees dedicated solely to diversity, equity and inclusion work has been growing for years in the United States, but has taken off since a racial-equity movement escalated in spring 2020 with the police murder of George Floyd.
Some large downtown employers say they expect most or all of their workforce to return to the office full time. Others say they’re adopting hybrid models that offer employees the option to work remotely at least part of the time.
The companies that will thrive post-COVID are those that invest in helping their managers become better coaches.
A Gallup poll taken between October and April found that 40% of white-collar workers would prefer to continue working remotely as much as possible, while 21% would rather return to the office (and 29% were not working remotely, while the rest didn’t want to go back because of coronavirus concerns).