What HR believes and what employees do can be two different things. Our research shows a gap in how HR professionals think men and women are taking leave and what employees actually report. This misperception is hiding workplace realities that could change how employers think about absence benefits.
A lot of thinking goes into AI strategy. But there’s one perspective some companies forget to invite to the table.
We’re talking about HR.
Adopting AI is about more than technology — it’s the intersection of HR and IT. Go deeper into HR and AI with two of our company's leaders.
When it comes to AI, the question isn’t whether you get there first, but what you set out to do. Savvy AI strategies are about enhancement. The goal isn’t to just embed AI into everything you do, but to understand what you want to achieve and how AI can make the path there easier. Learn how culture can serve as your North Star on AI.
How does a people-centered company approach AI adoption? Find out what leaders from The Standard say about how HR and IT can partner for success.
Explore our research on women and their relationship to money as well as the consequences when they need to take a leave of absence. You’ll find data and insights on how financial knowledge and leave impacts them, their families — and their perceptions of employee benefits.
Research from The Standard shows that women tread a fine line between safeguarding current-day budgets and saving for retirement. Employers have an opportunity to go beyond basic workplace benefits to support women’s financial well-being and strengthen retention, morale and leadership development.
Women are more likely than men to take a leave of absence, which affects not only their well-being but also company culture and productivity. Approaching women’s leave with an eye toward targeted support, education and accommodations can help drive organizational loyalty and engagement along with individual success.
When women see their wages grow, their understanding of money grows too. And that affects how they view their choices for career, family — and workplace benefits. See how employers can support women at all income levels, so they can bring their best to an organization.
Use what we learned about Gen Z’s financial priorities and benefits preferences to strengthen recruitment and retention of this key workplace age group.
Gen Z men are reshaping workplace norms around mental health, offering employers a new path to reduce stigma, improve engagement and strengthen retention.
This infographic gives you a high-level view of our suite of Gen Z research, taking you through three perspectives on what Gen Z wants from employee benefits, plus data to help you recruit and retain the youngest members of the workforce.
Gen Zers want help with financial literacy so they can plan and save for the future. But managers (and HR leaders) don’t always realize it. How can they help Gen Zers make the most of what companies offer?
Many benefits that Gen Zers want are available to them. But they don’t always know it. Fostering their loyalty means moving beyond assumptions and focusing on communication.
When it comes to benefits, Gen Z is different from past generations — but not always in ways you’d expect. Find out why it matters for employers.
Generation Z sees employers as protector, provider and mentor in the quest for financial stability. Learn what this means for offering benefits that attract and retain younger workers.
Generation Z expects more from benefits providers than from other businesses. Learn why and see how employers can use this to their advantage to increase the tenure of Gen Z workers.