All Briefs

A recently released study found that workplace giving programs are growing in popularity and acceptance as companies look for more ways of investing in communities that are key to their business.

Effective DEI strategies and initiatives often require changes in norms, talent processes, and leadership styles, all of which may encounter resistance. Change is difficult. Hence, this period of turmoil constitutes both an ideal and a challenging time for human capital leaders to take action and strengthen DEI within their organizations.

After weeks of growth following the phased opening of businesses, the US economy is showing signs of slowing down. Many states are experiencing an increase in the number of COVID-19 cases and some have recently reimplemented restrictions, that had been lifted in May-June.

As government restrictions on business are being lifted across the U.S. and worldwide, the reopening process will vary by industry, geography, and type of workforce – and is unlikely to proceed in a straight line. This blog provides key governance and legal considerations for companies and their boards as businesses return to the office, and the economy “reopens.”

When it comes to bringing remote workers back to office, the top two factors companies consider are government and medical/scientific guidance, according to a recent pulse survey of business continuity, crisis management, and employee health & safety professionals.

In the initial “shutdown” phase of COVID-19, boards and governance professionals stepped up to address the crisis – increasing communication and focusing on the urgent topics that mattered most. But the next phase will be even more challenging, with a growing list of items that need to be addressed in the near term and have long-term implications. This blog offers actionable insights for boards and senior management to consider in their continued response to these shifting priorities.

When it comes to addressing racial inequality and injustice, here are a few takeaways from what we’re hearing from our members that, we hope, will provide a springboard for discussions that transform ideas into concrete actions.

There is a growing consensus that the share of remote workers will remain well above pre-pandemic rates. But in what types of jobs is this most likely to happen? We project a large increase in remote-working rates for clerical and administrative office jobs, a labor market segment which had relatively low remote-work rates in the pre-pandemic era.