Diversity & inclusion | Page 41 (555 items)

• Motivation trumps skills and experience for hiring managers
  
• Contingent workforce strategies help organisations "pivot"
  
• Low "AQ" holding employers back
  
• Job ads up 11% on last year
  
• Hiring on hold for rest of 2015
  
• Deloitte appoints high-profile leadership advisor

• Eight trends reshaping performance management
  
• Heed the warning signs of a high-potential derailment
  
• One in five people in the wrong job
  
• "Adaptive leadership" the answer to imbalanced leadership
  
• Don't exploit out-of-hours eagerness
  
• New appointments in the HR space

Sixty three CEOs have committed to addressing gender bias in their organisations, as part of a Federal Government pay equity campaign.

• How to embed a career development culture
  
• Graduate salaries stable, as gender gap narrows
  
• Jobseeking is "always on"
  
• Redouble inclusion efforts to combat racism

• Eight strategies for engaging and retaining older workers
  
• "Purely decorative" competencies a common problem
  
• Unclear job ads a major gripe for jobseekers
  
• Video gaining popularity in recruitment

• "Inclusive leadership" requires six traits
  
• One in two workers support social media screening for certain roles
  
• Workers biased against older colleagues
  
• Male employees more likely to be s-xually harassed by men than women
  
• Confidence returning to recruitment market

Employers keen to understand the risks they face as mature-age workers retire often go about it the wrong way, according to an expert on diversity and inclusion.

Workplace re-entry of employees who have been affected by domestic violence should be handled with the same level of sophistication as a return-to-work plan for illness or injury, according to an HR manager.

The number of employers benchmarking their inclusion and equality initiatives for lesbian, gay, bisexual, transgender and intersex (LGBTI) workers has more than doubled in the past five years, and "best practice" in this area has evolved significantly, according to employer support organisation Pride in Diversity.

Reaping the business benefits of a more diverse workforce will not happen without a genuine, long-term commitment to embed inclusion efforts throughout the organisation, according to lawyers at Herbert Smith Freehills.