All things come full circle. Thankfully, for the better. Right now, the focus has returned to the Black community in important and historic ways. Auspiciously, Juneteenth has just been declared a federal holiday, right on the heels of two difficult anniversaries: the one-year anniversary of George Floyd’s murder and the one-hundredth anniversary of the Tulsa Massacre.

In conjunction with these historic markers, organizations have focused their corporate social responsibility efforts on addressing systemic racism. They’ve taken many approaches, some of which target the most chronic expression of racism: the racial wealth gap.

One year. That’s how long employees have been legally protected from discrimination based on sexual orientation and gender identity. This landmark ruling was a vital and long overdue step in establishing equality and building greater opportunities for LGBTQ+ individuals in the workplace.

It seems everywhere you look these days, organizations are rolling out diversity, equity, and inclusion (DE&I) programs. 

Many organizations are experiencing the impact of today’s rapidly changing labor market, as employees seek work that offers the best benefits – even if it means leaving their current position. At some point in their career, one of every two employees has left a job to improve their life.¹ Is your company providing all of the benefits its employees need to stay long-term?

Whether or not they realize it, organizations have an employee value proposition (EVP). Sometimes, the EVP is official; other times, it’s based on perception. Simply put, an employee value proposition is what makes an organization attractive to employees – why they want to be there, rather than take a job someplace else.