As the Delta variant of COVID-19 continues to put a strain on the U.S., new data sheds light on the ongoing challenges women — particularly, mothers — are facing during the pandemic.
Even in the best of times, being a mother is a role that comes with great joy but also a great amount of work. Though the challenges facing moms (and especially working moms) long predate the pandemic, the last year and a half exposed and exacerbated these struggles.
A federal court kept alive a pregnancy discrimination lawsuit brought by a former laborer against a Denver-based company that is the largest global manufacturer of mozzarella cheese.
U.S. Magistrate Judge Michael E. Hegarty decided that Concepcion Rios had stated a plausible case for discrimination against Leprino Foods Company after claiming that a plant manager told her that “the only option was to send her home” during her pregnancy “for her own good.”
The Covid-19 pandemic touched every corner of the globe, forcing countrywide lockdowns, disrupting business and driving HR departments around the world to make radical changes in how we operate.
As we emerge on the other side, it is clear we will never fully return to how things were once done. There are new HR trends taking shape that, with careful planning and forethought from business leaders, could have a positive impact on their strategy and operations, and ultimately their bottom line.
More than 99% of Novant Health's 35,000-plus employees are now compliant with the vaccine mandate, including employees who have submitted an approved religious or medical vaccine exemption.
Researchers looked at companies that have vaccine mandates in place and saw that, so far, only a fraction of workers leave their jobs when it comes down to it.
I’ve spent the greater part of my career analyzing, researching, and reporting on organizational culture and their well-being strategies. It took me a few years to realize that we’re getting it all wrong. Despite good intentions, wellness programming often looks more like we’re bailing people out of the water downstream rather than preventing them from falling in upstream.
This understanding led me to investigate what really detracts from our well-being. I found that if we aren’t identifying the root causes of chronic stress and burnout, wellness perks make little to no impact. A costly miscalculation for many global firms.