Walmart's DEI rollback, the high cost of silos, employee activism and more
Here are 5 things to know about work this week.
Hello, and welcome to WorkLife’s 5 things newsletter. In this weekly newsletter, we will spotlight five things to know about the latest issues affecting modern workplaces.
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1. DEI in the balance: What Walmart’s rollback could signal for corporate America
In a move that sent shockwaves through HR departments, Walmart announced significant changes to its DEI initiatives, becoming the largest company to date to scale back such programs.
The retail giant’s decision includes withdrawing from the LGBTQ+ advocacy group Human Rights Campaign’s Corporate Equality Index and ending its practice of prioritizing suppliers based on race or gender criteria. Notably, Walmart also chose not to renew its five-year commitment to a racial equity center established in the wake of George Floyd’s death in 2020.
The announcement follows similar moves by other big corporations, including Ford Motor Co., Lowe’s and Toyota, signaling a broader shift in how American companies approach workplace diversity and inclusion. Conservative activists have turned up the heat on corporate DEI policies, which has only intensified following this month’s U.S. elections, which conservatives swept.
2. The high cost of silos: Trillions lost when HR, company goals are out of sync
It’s become a cliché of business: working in silos is almost always a terrible idea.
With that in mind, fresh research reveals a stark reality for HR leaders in particular, as more than 8 in 10 companies report critical misalignment between their department’s initiatives and those of the broader business, contributing to an estimated $8.9 trillion in annual economic losses.
It is a disconnect that’s about much more than just organizational efficiency. Rather, it can have a profound, direct impact on employee satisfaction and retention and, in fact, contributes to more than 80% of workers actively seeking out other jobs.
3. HR leaders set to cope with more employee activism in the new year
Between the ongoing wars in Ukraine and Gaza, continued fallout from the U.S. election, and a range of other political and social conflicts, partisan tensions don’t show any sign of abating in the coming year, with employers likely to face continued pressure to address employee activism while maintaining harmony in the workplace.
With younger workers especially vocal about their political views and their expectations around corporate responsibility, HR leaders will have to strike a delicate balance between supporting employee engagement and managing any discord.
4. WTF is emotional proximity? (and why it’s critical for hybrid models)
Most people need some form of connection with other coworkers to enjoy their job.
Those personal connections typically lead to better business outcomes by boosting engagement, collaboration and belonging. But being physically close to others isn’t enough to make people feel connected.
Instead, staff need to feel closer emotionally, workplace experts say. While physical proximity is a state of “being seen,” emotional proximity is “feeling seen” — where employees feel they are valued, important and have an impact on others, according to a report from Gartner.
5. Ready to party? Employees send mixed signals about holiday gatherings
It’s been a long year — time to party.
That seems to be the consensus of office workers, who were more ambivalent about company holiday gatherings immediately following the pandemic than they seem to be now.
Or, is it?
While corporate holiday parties remain a staple of workplace culture, they are also adapting to evolving employee preferences and post-pandemic realities, according to the latest research.
In the U.S., the food delivery service ezCater found that 8 in 10 employees plan to attend their employers’ celebrations this year, up from fewer than 7 in 10 last year. Younger workers appear particularly enthusiastic, with 82% of Gen Z and millennials planning to attend, compared to 77% of Xers and boomers.
Color by names and numbers
53% of middle managers admit they’re swamped with tasks, leaving 51% unable to dedicate necessary time to direct reports.
Elsewhere in Digiday Media
Check out some of Digiday Media’s other stories on the future of work over the past week:
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This newsletter was curated by Courtney Marabella, senior social media/audience manager for Digiday. Let us know what you think, or what you hope to see more of, by dropping us a note at courtney@digiday.com.