National PTSD Awareness Day is coming up around the corner on June 27th and I thought this would be a good time to shed light on the topic. More and more we hear about the impact of post-traumatic stress disorder (PTSD) in the workplace.

What Organizations Can Do to Reduce the Gender Pay Gap During a recent interview about gender pay equity on Freakonomics with Harvard economics professor Claudia Goldin, she noted that the reasons for the existence of the gender pay gap in the United States are varied and complex. For organizations that are interested in promoting pay equity, it’s important to understand what these varied and complex drivers of pay equity are. My colleague authored a great article that provides additional information about proposed legislation and notes steps organizations can take to create consistent pay practices.

Around the holidays, employers can run into a few bumps when planning a company holiday party. What might count as a fun time for some might be considered exclusionary or even offensive for others. How can you plan an office party where everyone feels equally welcome?

One of the hottest topics right now I'm seeing with many of my clients is how to manage multi-generations in the workplace. It is the first time the workplace has seen so many generational "forces" all at once. Today's workforce includes Pre-Boomers (Born 1925-1945), also known as The Silent Generation and Traditionalists, Baby Boomers (Born 1946-1964), Generation X (Born 1965-1976), Generation Y, also known as Millennials (Born 1977-1994), and Generation Z (Born 1995 and later).

The Trillion Dollar Jackpot Lurking in HR Companies, large and small alike, are always trying to find ways to increase bottom line results and return profits to the organization, shareholders and employee base to signal healthy business operations and strong leadership. I cannot name one client of mine who is not laser focused on some form of growth or revenue strategy to either sustain or grow their footprint within a given region or industry. In fact, most of my compensation related engagements center on the design and implementation of incentive plans to motivate employees to either capture more revenue or enhance business operations in an effort to optimize business and financial results. In most cases organizations achieve better business results by expanding product offerings, cutting expenses or deepening its expertise in a particular area. I can vouch that the aforementioned measures usually do result in improved fiscal and operational results; however there is one place many decisions makers are overlooking to unlock financial gains and operational efficiencies…..you guessed it, Human Resources.