So Holistic has devised a method to take all of these factors into account and help companies tell their brand story, attract great candidates, address the diversity of their workforce, and do so in a productive and thoughtful manner.
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Now that June is over, organizations and brands are taking down the flags and putting away the pride paraphernalia until next summer. That leaves many LGBTQ+ employees to wonder, “Okay — so what’s next? It’s July and I’m still gay (and maybe still not out at work). I still don’t have the same rights as some of my colleagues. What are we going to do to keep the conversation going?”
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CEO of Holistic, Tom Alexander and James Hornick answer a question on No Salary History Law: aside from the parameters of the law itself, what other areas do companies who care about equality and a bias-free workplace need to think about?
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Offering benefits to your employees is important because it shows them you are invested in not only their overall health but their future. A solid employee benefits package can help to attract and retain talent.
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Employee Resource Groups are a critical piece of an organization’s diversity and inclusion strategy. According to The United States Census Bureau, minorities are expected to reach majority status by 2044 due, in part, to the projected growth of Asian, Hispanic and multiracial populations.
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Employers are feeling increasing pressure to be a leader in societal impact, something we agree with wholeheartedly at Peanut Butter. In fact, it’s why we founded our company.
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While there is much conversation about a tight labor market for recent college grads, Gallop has reported that 47% of college students are either under- or unemployed.
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