Taking time off from a career can create a hurdle for the majority of employees. With 76% of U.S. workers between the ages of 24 and 38 expecting long-term career gaps, a reentry path into the workforce is needed, and contingent work may be the best bet.
Believe it or not, there is no shortage of cynics when it comes to the view that men and women are paid differently, even when they’re producing work that is equal in both quality and impact.
Does your organization struggle with achieving a relatively normal gender balance in the workplace? If you’re trying to recruit in a way that will attract women to the workforce but aren’t having the results you expected, there may be a few more things you can try to achieve a more balanced result.
According to research by The Center for Talent Innovation—a nonprofit think tank and thought leader in diversity and talent management—diverse companies are 70% more likely to capture new markets as they grow.
The makeup of the C-suite continues to change, redefining roles based on new organizational structures and company and market expectations, as well as demanding a wider breadth of skills to succeed in today’s business world.
Although the Equal Pay Act of 1963 technically prohibits employers from paying women less money than men, research continues to show that women earn less money in the workplace (especially women of color), and that women aren’t in as many executive-level roles as men.
Having children is a momentous occasion for anyone and often means big changes in one’s personal life. But for those of us in the working world, our personal lives are often inexorably intertwined with our work lives.
Even though women account for more than 50% of the U.S. population, gender diversity remains a key goal of many HR departments and recruiting initiatives. This is particularly true when it comes to leadership positions, in which women are even less well represented.
Student loan debt, rising healthcare costs, and stagnant wages are constantly making headlines in the news, so it should come as no surprise that 80% of employees are stressed about their finances, according to a new Ceridian survey. Should employers be offering financial wellness benefits to help ease these burdens and attract top talent?
In a recent press release, the National Association for Female Executives (NAFE) named its Top 70 Companies and 10 Nonprofits for Executive Women. “While there are still too few women at the top of our nation’s corporations, NAFE is proud to spotlight trailblazing companies that prepare, promote and push women to executive levels,” the release said.