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been done but includes protecting
our digital resources as well as the
mental health and well-being of staff
and students.”

One of the shifts that technology
is creating in health care will be an
increased reliance on telemedicine.

“It has especially been successful with
younger people,” said McKeague.
“They are very comfortable with online
conversations, especially in behavioral
health settings involving psychologists
and psychiatrists. They like to be able
to stay at home to receive that sort of
care and avoid having to encounter
any of the stigma that unfortunately
all too often attaches itself to obtaining
those services.”
ORGANIZATIONS Employers are employing
WILL CONTINUE TO
ADVOCATE FOR DEI new tactics to recruit talent.
LAFCU recently had considerable
Organizations of all shapes and
sizes have made sustained efforts to success with its first ever jobs fair.
advance the cause of diversity, equity
and inclusion (DEI) in their culture.
The commitment to DEI is allowing
employees and companies to thrive
and perform better. A report from Accenture shows that “Companies that have not made DEI a priority or have
U.S. Companies are leaving $1.05 trillion on the table by identified that as the first place to cut, that’s a shame,”
not being more inclusive. Analysts found that companies said Ellsworth Etchison. “Striving for an environment of
where employees felt more engaged were more likely to being better human beings and respectful to others no
demonstrate higher profit growth. Closing the gap by 50 matter our differences, just makes sense.”
percent, or making employees feel more included, led to
a 33 percent increase in global profit growth. OTHER TRENDS

“In just seven years Generation Z will make up 30 One key term that comes up when talking with experts
percent of the workforce,” said Ellsworth Etchison. “Gen about the future of work is flexibility. TechSmith’s
Z rated working for an organization that is diverse and Casciotti says achieving a balance in how work is done
inclusive among their top three priorities, according to will continue to be a high priority for both employees
Gallup. The future of the workforce is expecting DEI to and employers. Finding a path forward won’t come
be a priority for their employer.” from broad stroke reactive policy changes, but rather
through experimentation.
Despite the compelling business case for DEI, many
organizations report receiving pushback from One example of this experimental mindset is when
employees who feel alienated by or even resent TechSmith’s employees asked to have “fewer, better
their organization’s DEI efforts. Additionally, recent meetings,” leadership listened — and they initiated
layoffs around the country are wiping out some of a month-long experiment that sought to drastically
the diversity gains of the past few years. Nevertheless, minimize meetings for the entire month and seek
experts say the positive benefits of DEI far outweigh a greater understanding of which meetings were
those concerns and will cause organizations to remain imperative to keep moving forward. The 2022
steadfast in their DEI Commitment. experiment was called “Async-First in July”.

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