October 28, 2021
The American workforce is experiencing a labor shortage unlike anything we have seen since 1945, when workers across the country rebelled against the intense factory jobs that came from wartime efforts. Today, there are more than 8.4 million Americans out of work who are actively seeking employment—a number that falls short of the nearly 10 million open positions nationwide.
The shortage of workers has many factors. Millions of Americans were laid off when the COVID-19 pandemic swept the nation, forcing many employers to cut back on expenses and minimize their employment rosters. As the country reopens, there remains a shortage of workers as many Americans are not returning to the same positions as prior to the pandemic or, in some cases, not returning to work at all.
This mismatch of supply and demand in the American workforce puts employers and companies in a particularly vulnerable situation: prospective employees are in high demand and, as such, able to increase their expectations of the future employer and workplace culture. The pandemic, among other factors, has bolstered job-seekers ability to look for a perfect fit in their next position. For hourly workers, there’s a demand for increased pay and less grueling hours. In salaried positions, work-from-home flexibility is topping the charts as a new must-have.
All of these factors lead to one conclusion: employers and workplaces need to be stronger than ever to attract and retain their workforce. The best and easiest way to continue operations is to retain the talent already employed in a company, which means the workplace culture needs to be at its prime. Understanding why your employees like their jobs and what they like about them is essential.
Clearly defining a workplace culture can feel like a lofty goal, but our experts at RiskVersity can help. The first step is to better understand your existing workplace culture. Our experts can identify areas of weakness in your culture by looking at the red flags that emerge in places with poor cultures: employee absenteeism, when employees take a lot of time off that isn’t due to illness, and lack of employee engagement, when employees show up to simply do their job and don’t reflect ideal engagement with and belief in the company at-large.
Then, we help employers assess their current workplace culture by comparing it to their ideal workplace culture. Why are employees taking more time off than usual? Where are we seeing a lack in engagement? What, as the employer, would you prefer to see in your employees regarding engagement? Identifying the gaps between the two cultures—the present and the future--creates the pathway to developing a sustainable, attractive place to work. A healthy work environment will encourage existing employees to stay and also serve as a differentiator among competitors.
At RiskVersity, we analyze your company’s risk in a multitude of ways, and one area of risk is always within the people you employ. Creating a working environment that cannot retain or attract a reliable workforce puts your operations, productivity, and bottom line at risk. The best method of solving this challenge is to put proactive measures in place, starting with and highlighting an exceptional workplace where employees feel valued and committed to the company and its goals.
Our experts can get you there. All you have to do is take the first step and contact us today.
The COVID-19 pandemic shed light on the struggles of working parents as schools closed and childcare opportunities dwindled. Many working parents were forced to juggle the responsibilities of watching their children while also fulfilling their job duties at the same time. For many parents, finding a balance was nearly impossible.
Even as schools have reopened and childcare is in full swing, the pandemic still has lingering effects on working families. For one, children are not yet vaccinated against the virus, which has resulted in unforeseen quarantine days and a scramble to line up child care. While many parents in the workforce embraced a physical return to the workplace, the convenience of working remotely is hard to replace. As Americans continue to reexamine their relationship with time, work, and family, employers are forced to do the same.
Creating Workplace Policies
While the pandemic will end eventually, its effects will inevitably impact the workplace for the foreseeable future. Employers were forced to reevaluate their policies and procedures during the height of the pandemic, however, these same structures will need to be consistently reexamined as the ripple effects of the pandemic come to the surface. While the policies may change, employers should keep these factors in mind as they work to support their employees:
Focus on flexibility
As working parents continue to wade through the nuances of parenting and working during and after a pandemic, maintaining flexibility is key. For parents and non-parents alike, many individuals are having a difficult time reentering society after nearly a year of social isolation. Keeping this in mind, employers should prioritize flexibility in their policies. This may look like instituting a flexible work schedule, remote work policies, or starting unlimited PTO programs.
Reframing the future
It’s important for employers to consistently reevaluate their policies to fit the needs of their employees. The best organizations are ones that learn from experience. Instituting a feedback mechanism to learn from their employees can help promote a healthy workplace environment and nurture a happy and healthy staff. HR teams have created informal surveys and conducted town hall meetings to solicit employee feedback, which have helped employers learn how to effectively support employees.
Ensure a supportive workplace
Creating policies and procedures that work to support staff will work for most people, however, employers should be willing to accommodate employees on an as-needed basis. What works for most people may not work for others. HR teams must be willing to answer to working parents’ needs case by case. While over-accommodation isn’t necessary, responding with empathy and flexibility can go a long way in supporting one’s productivity and efficiency.
Risk management teams across the country are beginning to see the real-life effects of the pandemic on employees throughout every industry. To support employees, especially working parents, risk management teams have encouraged employers to respond with empathy while creating concrete policies that promote a healthy work/life balance and ultimately create more productive and effective employees.
As many organizations and their employees shifted to working from home in the midst of the COVID-19 pandemic, most maintained high levels of productivity, while also having the flexibility to care for their families and themselves throughout the crisis. However, new research suggests that working remotely makes it difficult to set work-life boundaries. In fact, a survey conducted by the Los Angeles-based staffing firm, Robert Half, reported that “nearly 70 percent of professionals who transitioned to remote work due to the pandemic now say they work on the weekends, and 45 percent of remote employees reported working more than eight hours a day as they did pre-pandemic.” With the ability to log-in wherever and whenever and a greater demand on a smaller workforce, many remote and hybrid employees are finding themselves overworked and headed for burnout. While more hours clocked might seem like a benefit to an organization, overworked employees actually pose a security risk to the organization and to their colleagues.
Risks of Overworked Employees
While teams across many industries find themselves overworked, the State of Cybersecurity 2021 report finds that 61 percent of IT teams are understaffed. In general, exhausted people are more likely to make mistakes that have ripple effects felt across their organization. Tired people have slower reaction times, reduced awareness and experience deficits when it comes to information processing and sound decision making. In addition, for understaffed industries, a larger task list means less time to think strategically, ultimately causing the organization to continually play catch-up. In addition to security risks, overworked employees also present a number of hazards in the workplace:
- Behavioral changes. Both chronic stress and insomnia can negatively impact one’s mood, causing friction within the workplace. As sleep-deprived employees operate with higher levels of cortisol, workplace morale and sound decision-making can be at risk.
- Illness. Stress can weaken our immune system, making it easier to catch seasonal illnesses. When overworked employees come to work, especially now as many organizations continue to adopt a hybrid work schedule, they put other colleagues at risk.
- Physical distress. Sitting too long at the computer or desk, wearing headphones all day, or experiencing chronic, long-term stress is detrimental to one’s overall health. Overworked individuals are at an increased risk of heart attack, stroke, depression, and back, vision and hearing issues. While this is harmful on an individual level, it can also add up to a catastrophic loss for an organization when it comes to insurance claims and health benefits.
Workplace Solutions for Overworked Employees
While organizations can work to properly staff their teams and monitor staffing hours, the ultimate solution to preventing burnout among teams comes from healthy leadership. By having programs that promote wellness and work-life balance, organizations set their teams up for success and avoid security risks. By providing gyms, childcare, good insurance policies and even wellness courses, organizations actively show their employees they care about their wellbeing.
In addition, organizations can play an active role in helping employees set work-life boundaries by monitoring their hours. While it may seem granular, assigning hours, intentionally scheduling less in-person or zoom meetings when appropriate and being mindful of extra work activities can help employees learn how to set boundaries for themselves. Allowing employees to truly unplug during vacation time and providing productivity tools, such as task timers, will help prevent burnout and create a team that is more efficient and effective. The pandemic has been hard for organizations across all industries. RiskVersity can help your organization identify opportunities for improvement, starting with overworked teams. To learn more about our offerings, please contact us.
In the 2019 article “Coming home: Why veterans with disabilities withhold workplace accommodation requests,” RiskVersity’s own Jeanne Holmes and her co-authors of the paper explored an often silent group of individuals: veterans with disabilities in the workplace.
The research team of Drs. Katerina Gonzalez, C. Justice Tillman, and Jeanne J Holmes spent several months exploring the experiences of veterans with disabilities who were looking for employment. With the support of RecruitMilitary and the DAV, the authors attended RecruitMilitary job fairs and spoke to veterans with disabilities about their experiences in the civilian workplace. This under-studied group of individuals faces a multitude of barriers in today’s working environments. Some of the barriers are well documented, like the need to accommodate in work environments physical disabilities of all individuals including veterans. Other barriers are not quite as obvious to employers, or even the working community at-large.
A summary of the academic literature summarized and contextualized the paper’s findings in a white paper, covering specific topics such as:
- Veterans in the Workplace: By the Numbers
- Competing Stereotypes of Veterans
- Making the Invisible Visible
- The Role of Inclusivity in Veteran Safety
- How to Create a Fully Inclusive Environment for Military Veterans with Disabilities
- Action Items for Employers
In the wake of the COVID-19 crisis, recommendations by health authorities caused both personal and professional travel to suddenly stop, causing a reduction in travel by nearly 90 percent compared to the previous year. The Global Business Travel Association, the world’s largest business travel association, predicts business travel spending won’t fully recover from the COVID-19 pandemic until 2025. However, GBTA does forecast a slight growth of 21 percent in business travel spending for 2021. While organizations prepare to resume business travel, either now or in the months to come, it will be crucial for business success to create a plan that manages travel risks.
We can expect to see long-term safety measures such as temperature checks, social distancing and personal hygiene standards, mobile self-service tools, and standards of cleanliness for airlines to stay in place for the long haul. However, it’s up to organizations to create a safety plan that allows employees to mitigate travel risks while also protecting business opportunities.
Creating a Safety Plan for Business Travel
As organizations create their own custom plans, it’s important to reflect on current and potential changes as the COVID-19 pandemic continues to evolve. Risk management experts suggest businesses use the following factors to assess the risk of traveling for the long-term.
Reassess what is essential
RiskVersity suggests reassessing which trips are deemed essential and placing multiple approval points within the organization. In a pre-COVID-19 world, travel managers or department heads would be responsible for signing off on business travel. Now, however, it’s important that more people are involved in the decision-making process, including those who will be traveling. As travelers continue to face safety risks, the priority should remain on meeting employees’ needs and well-being.
Conduct destination evaluations
When a business trip is deemed essential, it’s important to consider the risks that come with it including: accessibility of medical care in the event of an outbreak, whether the traveler is at high risk for severe illness, bans and travel restrictions at the destination, and the overall security and safety of the traveler.
Create safety protocols at every touchpoint
The COVID-19 pandemic has reinforced the importance of assessing safety at each point of the trip—from the airport and taxi to the hotel and meeting room. Organizations must try to review safety measures being taken at each stage of the trip. This means hotel accommodations must be as safe as transportation options, or else the risk has not been managed well.
Return from travel
Organizations should have screening protocols put into place for employees returning from business trips and clearly communicate these expectations. Employers should also understand that any perception of discrimination against traveling employees could discourage others from traveling. It’s important for businesses to demonstrate their commitment to employees’ safety while also providing a sense of confidence when it comes to business travel.
Our team recommends that organizations begin implementing travel risk management strategies now, so they are well positioned when travel needs begin to increase. By following the guidelines above and continually addressing the safety and health concerns of employees, organizations will be better equipped for travel in the future. If you’re ready to start mitigating risk for your own traveling employees, our team at RiskVersity is ready to help.
Sustainability risk management (SRM) allows businesses to align their profit and revenue goals with their environmental policies. While this is a newer area of business strategy, the concept of creating a more eco-responsible work environment is not. In fact, according to a recent Deloitte study, the percentage of U.S. businesses that allocated the highest degree of effort and resources to address the worsening climate crisis rose from 39 percent in 2016 to 67 percent in 2018. In addition to reducing their contribution to climate change, businesses should also be aware that eco-responsibility initiatives can also create value, such as saving money, building a better reputation and creating a community of responsible and mindful people. One of the chief drivers in adopting sustainability initiatives is to increase demand for observing global and national regulations. To drive this initiative and ingrain sustainable practices within the workplace, many organizations are adopting the follow business strategies:
Create a Sustainability Policy
Much like a mission statement, many organizations are crafting sustainability policies that outline their goals and commitment to environmental responsibility. The statement should spell out what the company is trying to achieve and the steps they will take to accomplish these goals. These statements can be used to show staff, prospective clients, and long-term partners the company’s stance on environmental issues and use it to inspire action both in the office and at home. Many businesses revisit their sustainability policy to ensure goals are being met and to show a level of transparency and commitment towards environmental practices.
Set Sustainable Goals
The key to setting successful and sustainable goals is to make sure leadership is leading by example. Creating concrete and achievable goals that help your business become more eco-responsible should be done as a team. It’s crucial to the success of these goals that leadership receives proper training on how to implement these goals in everyday practice. To implement the strategies throughout the workplace, managers should set meaningful goals together with their teams to encourage participation and get each team member involved.
Conduct Educational Seminars and Training
Once a sustainability statement and goals are put into place, businesses need to create buy-in for their employees. Educational seminars can help employees understand how to be more eco-responsible and help implement simple tips that can be adopted easily. For example, businesses can provide guidance on what can be recycled and where to recycle it within the workplace. Employers should also consider sending out a survey to gauge overall knowledge on eco-friendly practices, and use the data as a starting place. Incentivizing eco-friendly behavior can also encourage employees to participate in sustainability practices.
Rework Products and Provide Resources
Businesses should consider using products and resources that reflect their mission to lower their environmental impact. For in-house options, employers can provide reusable coffee cups, water bottles, and install water bottle refill stations for employees in order to cut down on the amount of plastic waste. Companies can also utilize cost-effective and eco-responsible options for packaging, opting for recyclable materials.
Later this month as we celebrate Earth Day on April 22nd, we have the opportunity to reflect on our current sustainability practices within the workplace and set the goals we have for the future.
Employers have played a large role in guiding their employees throughout the COVID-19 pandemic since it’s inception in the United States last March. In many ways, employees have looked to employers for guidance on safety regulations and other mandates instilled by the government on both state and federal levels. Now, as the two FDA approved COVID-19 vaccines from Pfizer and Moderna continue to reach U.S. citizens, employers must decide how to handle the vaccine rollout within the workplace.
According to the Equal Employment Opportunity Commission (EEOC), COVID-19 meets the direct threat standard, which means it poses a significant risk of substantial harm to the health or safety of those in the workplace when exposed. Because of this, it has been deemed legal for private companies and employers to require their employees to be vaccinated. However, the EEOC reiterated in its guidelines that each recipient of the vaccine has the option to refuse or accept the vaccine. Although the option to mandate the COVID-19 vaccine for all employees within specific workplaces is viable, there are risks that come with it.
Risks of Requiring Mandatory Inoculation
There are some businesses in high-risk industries that might consider mandating the vaccine for their employees who are more regularly at risk of contacting and transmitting the disease. For example, those working close together manufacturing facilities and prison systems are at higher risk than those working in an office building, where social distancing and mask wearing are more easily achieved.
If employers do proceed with mandating the COVID-19 vaccine, there is a risk of employer liability. Employers should account for anti-discrimination protections as they rollout their vaccination plans. This includes rolling out the program in a non-discriminatory approach, requiring employees with similar roles and duties to be vaccinated. In addition, if employers plan to require only a specific group of employees to be vaccinated, there must be non-discriminatory reasons justifying the difference in exceptions. Employers must also ensure they are sharing factual, reliable information about the vaccine. This includes relying on trusted sources such as the Centers for Disease Control and Prevention to educate employees on the vaccination, how it works, and the expected side effects. Any employer mandating the vaccine must accommodate all employees with an identified disability or sincerely held religious beliefs.
Encouraging Employees to Get the COVID-19 Vaccine
If you opt out of mandating the vaccine, the next best thing is to encourage vaccination. The best thing leaders can do to show the importance of the vaccine is to lead by example and get it themselves. Leaders could do this by sharing a testimonial video or providing verified and factual information about how the vaccine is made and why it works. Pointing to scientific research and reminding employees that the vaccine has gone through rigid screening processes before being approved by the FDA can ease concerns among employees, without putting the organization at risk of liability. Incentives can also provide encouragement to get vaccinated among employees. Cash incentives, paid time off, and other legal incentives that are anti-discriminatory and don’t result in peer pressure are good alternatives to mandating the vaccine.
Considering the Risk
When considering whether or not to mandate the COVID-19 vaccine in the workplace, many employers are seeking guidance from risk management teams, like RiskVersity. For the best guidance on the topic, please contact us.
In March of this year, during the beginning stages of the COVID-19 pandemic, most of the U.S. workforce was setting up their work-from-home offices in the matter of a few days. In fact, by June nearly 40% of the U.S. workforce transitioned to working from home full-time. While these numbers have decreased slightly, only 50% of the February workforce is commuting every day, down from nearly 75% just a few months earlier. This new norm for the workforce shed new light on remote working. As most employees maintained their normal levels of productivity without the need for a central office, which besides salary is one of the largest overhead costs for most employers, the concept of working from home seemed like an efficient way to cut costs and boost employee morale. While working from home certainly has its benefits, it also presents a unique set of challenges and risks to the employer.
Health-Related risks
As the number of people working from home has increased, healthcare providers have also seen a rise in work-related injuries. People were forced to make work-from-home arrangements rapidly, so for many individuals, ergonomics was hardly a factor in their new makeshift offices.
A study published in the International Journal of Environmental Research and Public Health reported that out of 51 participants who worked from home full-time, 41% reported lower back pain while 23% reported neck pain. Back and neck pain are often caused by a lack of movement and holding a fixed posture for a long period of time. Other concerns include eye strain caused by placing a computer monitor either too far or too close to the face. Wrist and carpal tunnel injury is caused by long hours of using the keyboard or mobile phone. In addition, overall physical inactivity can lead to obesity, increased blood pressure, and high cholesterol levels.
While these seem like small issues to deal with as we do our part to decrease the spread of COVID-19, these claims could cause a massive issue for HR departments. Typical company costs for treatment related to neck injuries can be upwards of $21,000 on average, while shoulder injuries average around $15,000. To reduce the risk of these claims, you might consider improving working conditions for your employees. Appropriate office equipment, such as sit-to-stand desks, standing mats, and adjustable monitors can avoid these risks and keep productivity rates high.
Cybersecurity Risks
As more employees work from home, many are using home Wi-Fi and third-party software to connect to Zoom calls and access private work information, which can increase the risk of security breaches. The rate of hacking and phishing scams have increased dramatically as people began working from home full-time. Companies should work with their IT department to provide Virtual Private Networks (VPNs), firewalls, and additional antivirus software for their employees to utilize while working remotely. Employers might also consider consistently revisiting the topic of cybersecurity and encourage employees to change their passwords often, protect confidential information, and limit the number of employees sharing their screens while videoconferencing.
Legal Risks
As companies and employees continue to operate remotely, it’s important employers consistently monitor behavior and asses liability risks. For many employers, most employee interaction occurs online via chatrooms and videoconferencing platforms, which can be more difficult to monitor. In addition, virtual happy hours, in an effort to boost employee morale, can cause unforeseen risks such as inappropriate behavior and overdrinking. Employers should consistently remind employees of company policies and take prompt action when any issues arise.
It’s also important to understand that employers are legally responsible to provide any tools and accommodations for employees with known or perceived disabilities as they work from home. This could include anything from the purchase of specific furniture to adjusting working hours.As most companies have extended their work-from-home policies well into the next year, it’s important to acknowledge the risks that come with it and take precautions to minimize liabilities. RiskVersity has been helping employers implement remote work policies to keep employees safe and efficient while working from home. If you’re interested in learning more about our offerings, please contact us.