CURRENT ISSUE - 4th QTR 2021
Accelerating Diversity, Equity, and Inclusion through Data and Technology
From the Editor – by Dr. Anna Tavis
The challenges of achieving diversity, equity and inclusion in the workplace are well documented. For years, the best intentions of even the most genuinely committed individuals and institutions fell far too short in closing the inequities gap. Despite the
Bold Actions, New Pathways, and the Supporting Role of Data, Analytics and Technology – by Sheri L. Feinzig, Ph.D.
While data and analytics, and the technologies that render them explicit, play an important enabling role in improving diversity, equity and inclusion in organizations and society, algorithmic methods such as artificial intelligence (AI) and machine learning (ML) bring potential
What HR Practitioners Need to Know About Gender Pay Equity – by Beverly Tarulli, PhD
It was 58 years ago, in 1963, when U.S. President John F. Kennedy signed the Equal Pay Act into law. With limited exceptions, it prohibited employers from discriminating between employees based on gender when the jobs they perform require
Human Capital Shortages: Have you considered older workers? – by Lori A. Trawinski, Ph.D., CCDP/AP
The past two years have challenged employers and employees like never before, as the way we work has changed across the country and around the world. Two things have kept businesses alive and functioning through these extraordinary challenges: technology,
Inclusion Analytics: Five Insights to Get You Started – by Stacia Garr, Co-Founder & Principal Analyst, RedThread Research
We all know that diversity, equity, inclusion, and belonging (DEIB) are more important than ever. The last 18 months—between COVID-19 and the social justice movements—have heightened our awareness of how much work is yet to be done when it
Using Analytics to Close the Gap Between DEI Promises and Results – by Marcela Berland, Frank Gómez and Arthur Woods
Diversity, equity and inclusion is undeniably top of mind for nearly every leader today. However, following a year when many organizations made many public diversity commitments, few have been able to show measurable progress. Part of the challenge has
Resignation rates of women: It’s not (just) the pandemic, stupid – by Andrea Derler, Principal Research and Customer Value and Lexy Martin, Principal Research and Customer Value
Visier’s recent research looking at 2021 resignation rates in more than 50 U.S. organizations confirmed a worrying trend: since September 2020, more women than men resigned from their jobs, and their resignation rates grew faster by 17% until August
“Vaccine-Nation”: The Impact of New Vaccine Mandates on HCM – by Bob Greene, Ascentis
It would not be overstatement to say that the COVID pandemic and its impact on the U.S. workforce has put HR professionals on a “roller coaster” over the past 21 months – and not the fun kind! In late
The Back Story – The Three-Ring Circus of Digital Experience in a Hybrid World – by Katherine Jones, Ph.D.
HR professionals may not have thought of themselves as acrobats, ringmasters or lion-tamers, but now is the time to consider juggling the three-ring circus that is HR’s responsibility in today’s world of work. Confronting the escalating issues of diversity,
How People Analytics Can Prevent Algorithmic Bias – by Commissioner Keith E. Sonderling
As a Commissioner on the U.S. Equal Employment Opportunity Commission, I am a relative newcomer to the discipline of people analytics. I have learned a great deal from the valuable work of experts in the field, many of whom
Featured Articles
AI and the Future of Talent Management – by Sergio Mastrogiovanni
Last year, COVID-19 pandemic showed the fragility of traditional industries. While some verticals like brick-and-mortar retail were challenged by the rise of a new digital consumer, others like the tech sector, have grown more than ever, with their stocks at the highest levels in their history, and their challenge was not finding customers, but finding the right talent for their high demand. These days we are having an important gap between what we have and what we need, and HR leaders need to connect the dots, reduce the points of failure, automate, centralize the data, empower people to foster genuine
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