What practices should human resource leaders and leading-edge companies implement to ease employees into post-pandemic life? There is actually very little difference between what good leaders and good companies do all the time, and what they are doing now.
So how has the pandemic fared for people who are differently-abled? Has remote work enabled the inclusion of persons with special needs? What are organizations doing to accelerate their efforts? Read on to know more.
"...There has been no reference to the glass ceiling for disabled people. If the figures are to be believed, this ceiling is lower. And in the corporate world, its glass is thicker.” This International Day of People with Disabilities, learn how can organizations become 'disability smart', thereby becoming an enabler of Disability Inclusion.
When I am talking about platform-age, I do not consider only platform companies. I also include all those incumbents and the traditional pipe companies, who are concerned about the disruptions and being devoured to the platform companies.
However, working from office has its own benefits and a hybrid model is the need of the hour. The workplace is often a judicious mix of Gen X, Gen Y, and the millennial population and hence a hybrid model may be an apt solution to enjoy the best of productivity, operational efficiency, revenue growth and profits.
In the wake of the prevailing pandemic, we know that the world will never be the same again. People will be more cautious about hygiene and practice physical distancing for a long time. If we talk about the corporate sector or professional sphere, employers will have to build huge confidence in the workforce to return to the offices.