It is tragic that it took the death of George Floyd for our nation at large to become more aware of the social injustice and systemic racism that has been present for centuries. The Black Lives Matter movement not only created a societal uproar in 2020, it also initiated worldwide dialogue on the significance of having a more diverse, inclusive, and safe workplaces.
Remote working has been a massive success in the past year. But now that the vaccine is rolling out, employers are looking at ways to ditch Zoom calls and return to the office. There’s just one problem: not everyone wants to go back. And it’s causing tension at some companies.
The Covid-19 inoculation rollout is in full swing right now, with the federal vaccine policy aiming to protect every American by July. When we reach that finish line, business owners will undoubtedly breathe a sigh of relief as everything returns to normal. If only it were that simple. We live in an era of unusually high vaccine hesitancy, with intense public uncertainty about the safety of these shots. As it stands, around 39% of Americans say they don’t plan to get vaccinated, with almost half of that group saying that they definitely will not get a shot. Vaccine hesitancy creates a bind for employers. On the one hand, you have to respect each employee’s autonomy and their right to privacy. But you also have to ensure the safety of the rest of your team, as well as any customers that might interact with an unvaccinated employee. So, how can you create a vaccine policy that works for your business?
(This article was originally published in the February 2021 issue of The Voice of Technology Magazine.) Today, we know that diverse, equitable, and inclusive workplace practices yield a plethora of benefits. Businesses that cultivate cultures where all employees have a sense of belonging are proven to have higher engagement, productivity, innovation and are ultimately more financially successful.
Maybe you’ve heard of compensation benchmarking, also known as salary benchmarking, but you really don’t understand what it is or why it’s important to an employer. I promise you are not alone! As a compensation consultant, I often have conversations with executives and HR professionals before starting an employee compensation benchmarking project and typically, they feel like they need help with reviewing their salaries, but aren’t entirely clear on how to go about the process. That's where I step in and try to make sense of what a compensation strategy is, where to find accurate salary data, how merit increases are typically performed, the different approaches between employee compensation vs. executive compensation, and more. I hope this post will help you get a big picture overview of what salary benchmarking is, why employers need it, and the implementation involved.
If there’s one thing the pandemic has taught us, it’s that working remotely is a viable strategy. Yes, we’ve had to make adjustments, including finding ways to integrate work and family responsibilities when one’s “office” is one’s living room, but many of the unwritten assumptions which had traditionally kept many employers from offering telework options have been challenged.