Quick Hits - November 23, 2022 - American Society of Employers - ASE Staff

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Quick Hits - November 23, 2022

Congress passes bill voiding NDAs in cases of sexual assault, harassment:  The Speak Out Act would allow those who have experienced sexual assault or sexual harassment in the workplace — and who have signed Non-Disclosure Agreements (NDAs) — to talk about their experiences. The Speak Out Act would render unenforceable workplace pre-dispute non-disclosure and non-disparagement clauses involving sexual assault and sexual harassment.  Source:  HR Dive 11/16/22

HR appears to be the number one job for outsourcing: Outsource Accelerator, a consultancy job marketplace, analyzed the most popular search terms related to outsourcing and found roles in HR, IT, marketing, sales, and software development are in high demand.  HR is far and away the most searched job connected with outsourcing, coming in with 20,940 queries per month in the U.S. Companies that outsource HR jobs have an annual ROI of 27.2%, according to a study by the National Association of Professional Employer Organizations. As employers search for cost-cutting measures and turn to technology to do more of the heavy lifting, outsourcing will play a big role: Outsource Accelerator reports that the U.S. has the highest percentage of outsourced jobs in the world, with almost 68% of companies delegating their services. The survey found that the Philippines was the most searched-for location by U.S. organizations looking to hire abroad. Even small to midsize companies are looking strongly at it.  Source: EBN 11/17/22

Is DEI discriminating? As businesses develop and improve their diversity, equity, and inclusion initiatives, new data raises questions about how some policies are being implemented. 52% of hiring managers who work at a company with a DEI initiative say they believe the company practices “reverse discrimination” in hiring, according to a Nov. 2 online survey by ResumeBuilder.com and Pollfish. Of the 1,000 hiring managers surveyed, 873 work for companies with a DEI initiative. Nearly half say they’ve been told to prioritize diversity over qualifications (although slightly more than half say they weren’t told this). About 1 in 6 say they’ve been told to deprioritize White men when evaluating job candidates. A quarter (25%) strongly believe, and 28% somewhat believe, they could lose their job if they don’t hire enough diverse candidates. More than 600 of the managers surveyed identify as White, according to the survey data.  However, there are significant positive results: 87% of hiring managers say their company has successfully hired more diverse employees due to DEI initiatives, and 60% strongly believe the initiatives have improved their company.  Source:  HR Dive 11/16/22

Is TikTok the new telemedicine approach? Could a 60-second TikTok video be a more direct path to healthcare than a trip to the doctor? For younger employees, the social media platform has become an increasingly popular resource.  A recent study from prescription discount company CharityRx found that one in three Gen Z users consult TikTok before their doctor for health advice, most commonly seeking out insight from social media influencers on the social media platform around topics such as anxiety (55%), depression (49%), and weight loss (44%).36% of young people in search of healthcare stated they wanted to find medical treatment options without the fear of judgment from medical professionals, 35% want to find more affordable options, and 30% want solutions that are accessible. On TikTok, influencers' expertise is often judged based on their follower count. That sounds like a painfully risky way to weigh medical advice, says Eric Beaumont, CEO of CharityRx.  Beaumont is already seeing signs of improved accountability. CharityRx's research found that 75% of people are fact-checking endorsements made by health influencers, which is the first step in the right direction. But for their part, providers could also be doing more to meet users in the middle.  Source: EBN  11/15/22

Are you reviewing your job postings for biased language? Biased language in job postings is often unconscious and unintentional, which can make it challenging to avoid and all the more important to deliberately unravel.  This includes language that is gender-coded, i.e., masculine-coded language like ambitious, confident, and independent are less appealing to women, making them feel they don’t belong in those roles. Feminine-coded words like dependable, interpersonal, and loyal are slightly less appealing to men but don’t generally affect their sense of belonging.  Or those which are ageist such as phrases like young company or high energy which could dissuade older workers from applying. Some job posting language is even more overt, including phrases like digital native or recent college graduate to describe the ideal candidate.  Or being ableist and using common words — like see, hear, and stand — in job descriptions because not everyone is able to type, though they may be able to input or record data another way.  Or nativistic, which is language-based qualifications that put multilingual candidates at a disadvantage like a requirement for strong English skills. Take the time to educate yourself and your team around biased language so you can write more inclusive job descriptions.  Source: LinkedIn Talent Blog 11/16/22

Save on energy bills by allowing work from home: Europe’s energy crisis is flipping the work-from-home debate on its head. Remote working is now a favor that bosses are asking from their workers, not a pandemic-era pattern that managers want to end. Energy costs in Europe have soared since Russia’s invasion of Ukraine as Russia slashed natural-gas supplies to the region as punishment for Europe’s sanctions on Moscow and support for Kyiv.  Some office buildings in Europe are being closed one day a week or more to save on energy costs. In Spain, government workers are often required to work remotely up to three days a week when their offices are closed. Until recently, the workers had the right to work from home one day a week. Private-sector employers are joining in. Italy’s biggest telecoms company, Telecom Italia, is in talks with labor unions to shift most employees to compulsory remote work on Fridays, when most buildings will stay shut, the company said. Staff are already allowed two days of home-working a week if they want. Not all workers are happy to be told to work more from home again, for the same reason that employers don’t want them in the office: it is expensive.  In the U.S. that may encourage more to work at the office.  Source:  Wall Street Journal 11/16/22

Indecisiveness has its good points:  indecisiveness is a common trait. While some people come to very quick judgements, others struggle to weigh the options – and may even try to avoid making a choice at all.  Indecisiveness can be linked to problems like anxiety, yet recent research suggests that it can also have an upside – it protects us from common cognitive errors like confirmation bias, so that when the person does finally come to a judgement, it is generally wiser than those who jumped to a conclusion too quickly. The trick is to learn when to wait, and when to break through the inertia while it’s holding you back. Indecisiveness also leads to less likely to engage in correspondence bias which assumes that someone struggling in their education simply lacks intelligence, rather than considering the strains of their financial difficulties or their responsibilities within the family. People with high trait ambivalence are more likely to recognize those other factors than people who form quick and confident judgements. research should be good news if you’ve ever felt impatient with your inability to come to a quick decision. “The general experience of being ambivalent needs to be embraced,” Jana-Maria Hohnsbehn, a doctoral researcher, suggests. “It can give us necessary pause, signaling to us that things are complex and that we need more time to engage in more careful thought about our decision.”  Source: BBC 11/14/22

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