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This article examines the dual benefits of second-chance hiring programs for individuals and businesses through the story of Persevere graduate Jabarre Jarrett. Data shows that the unemployment rate for former prisoners exceeds 27%, while hiring them can provide tax credits and enhance diversity. The article also mentions the progress of 'ban the box' laws and business coalitions, emphasizing the importance of a supportive environment.
Federal paid family and medical leave proposals have repeatedly stalled in Congress. The Bipartisan Policy Center has established a new working group, co-chaired by bipartisan House members, aiming to introduce legislation within one to two years. However, experts are pessimistic about passing comprehensive legislation in the short term, with disagreements centering on funding mechanisms and administrative models. Meanwhile, 13 states and the District of Columbia have enacted their own laws, leaving employers facing an increasingly complex compliance puzzle. Modernizing FMLA itself, such as recognizing telehealth certifications and expanding bereavement leave, may become a more realistic breakthrough.
At the Society for Human Resource Management Employment Law and Compliance Conference held in Washington, D.C., Jonathan A. Segal, a partner at Duane Morris LLP, noted that contemporary antisemitism often manifests as conspiracy theories, historical denial, and so-called 'positive stereotypes.' He cited Anti-Defamation League data showing that in 2023, 85% of Americans believed at least one antisemitic statement, the highest level in decades. The conference also discussed the situation of Jewish employees in the workplace, hiring biases, and response strategies for human resources departments.
Amid discussions of layoffs and cuts to DEI (diversity, equity, and inclusion) programs, experts point out that DEI is not dead but evolving. 2022 data shows a slight decline in corporate DEI investment, but practitioners believe DEI is emerging in new forms such as 'employee experience,' emphasizing the importance of trust and business integration.
In 2023, compensation and benefits teams face the challenge of balancing competitiveness with cost pressures. A Principal Financial Group survey shows that 70% of U.S. employers believe a recession is possible, but 52% will not cut benefits and 58% will not reduce salaries. Experts from WTW, Gartner, and other organizations point out that employers ensure benefit plans survive budget tightening through cost control, ROI justification, and a focus on mental health and financial wellness strategies.
In 2023, will diversity, equity, and inclusion (DEI) efforts be shelved? Research from Glassdoor executives, Monster, and Workhuman indicates that DEI may become the first target for corporate cost-cutting. However, job seekers increasingly value employers' DEI performance. HR Dive interviewed three workplace consultants and summarized six trends that will continue to gain momentum in 2023: political bias, humble learning, pay transparency, BIPOC retirement education, caregiver support, and veteran inclusion.
In 2023, the human resources field will face new challenges and opportunities. Based on industry observations and expert interviews, this article distills five major trends: HR needs to proactively become a strategic partner to leadership; flexible work policies require HR to provide more support; amid economic uncertainty, a sense of purpose becomes key to retaining talent; internal talent mobility and skills redevelopment become priorities; and long-term commitments such as DEI need to maintain resolve under pressure.
The U.S. Federal Trade Commission's (FTC) proposed rule last week to ban non-compete agreements may have caught employers off guard, but several lawyers interviewed by HR Dive believe the rule will face significant hurdles before it takes effect, including legal challenges and jurisdictional disputes. Lawyers advise employers to focus more on state law compliance at this stage rather than over-worrying about the not-yet-implemented federal ban.