2024 human resources trends: Mental health, inclusiveness, and strategic hiring
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In my last article, I listed three of my top areas to think about regarding your people in 2024. Today, I have three more recommendations for you. These aren’t just recommendations about your people or your human resources policies. They’re business recommendations that impact your people, and therefore, your entire business.
Mental Health
Psychological well-being is a high priority for workers, based on the results of the American Psychological Association’s 2023 Work in America Survey.
- 92% of workers said it is very (57%) or somewhat (35%) important to them to work for an organization that values their emotional and psychological well-being
- 92% said it is very (52%) or somewhat (40%) important to them to work for an organization that provides support for employee mental health
- 95% said it is very (66%) or somewhat (29%) important to them to feel respected at work
We can support employees’ mental health and create an environment where all employees feel valued and respected by:
- Normalizing discussions around mental health
- Offering training or information on mental health for ALL employees
- Providing training to managers to assist them in recognizing symptoms and directing employees to assistance options
- Holding wellness programs or mental health initiatives
- Encouraging frequent check-ins and feedback
- Supporting mental health treatment in your benefit plans
- Fostering a culture of inclusivity, kindness, and respect
- Recognizing and celebrating achievements
Mental health issues can lead to expensive treatments, low engagement, and increased absences. Organizations that invest in awareness, training, and understanding will be better because of it.
2024 projection: Organizations that support their employees’ mental health will find it easier to hire and retain top performers.
Inclusiveness
Many employees are not engaged in their work or with their employers, and not all of them leave. Only one in four employees strongly agree they feel connected to their culture and only one in three strongly agree that they belong at their organizations. Organizations can start to address this by providing recognition, showing employees they care about them and their work.
We can also improve inclusiveness in our workplaces by doing the following:
- Implementing regular diversity and inclusion training for all employees to raise awareness about unconscious biases, microaggressions, and the importance of inclusivity
- Reviewing and updating hiring practices to ensure they are inclusive and promote diversity
- Establishing and supporting Employee Resource Groups (ERGs) that focus on various aspects of diversity, such as race, gender, sexual orientation, and disabilities, to provide support and create a sense of community
- Offering flexible work arrangements like remote work options, flexible hours, and compressed workweeks to accommodate diverse needs and help employees balance their professional and personal responsibilities
- Implementing mentorship and sponsorship programs that connect employees from underrepresented groups with more experienced colleagues to foster career development and advancement opportunities
- Providing leadership training that emphasizes the importance of inclusive leadership and creating an environment where everyone feels heard and valued
- Offering training programs that enhance cultural competency among employees to promote awareness of different cultural perspectives
- Ensuring that the physical workspace is accessible to employees with disabilities by providing accommodations like ramps, elevators, and accessible restroom facilities
- Celebrating cultural and religious holidays, heritage months, and other events that highlight the diversity within the organization and hosting cultural fairs, diversity speakers, and workshops
- Clearly communicating and enforcing a zero-tolerance policy for discrimination and harassment
- Using language that is respectful and inclusive, avoiding assumptions and stereotypes, and encouraging open dialogue to foster understanding
2024 projection: Organizations that are inclusive will find it easier to hire and retain top performers.
Strategic Hiring Practices
As Boomers continue to retire and there are fewer people in the younger generations, the demand for talent will remain strong. To make sure you’re competitive, we recommend (just to name a few):
- Consider a recruiting process assessment. Are your talent teams utilizing current technology for applicant tracking systems (ATS) and video interviews? Is the career page on your website outstanding? Is it quick and easy for candidates to apply? If not, you may need an outside review to ensure your teams are working effectively and efficiently.
- Constantly build a talent pipeline so you have ready applicants when you need them. An effective ATS can track this for you when visiting college campuses and posting ongoing job ads.
- Implement an employee referral program. Wouldn’t you rather pay your own employees than expensive headhunters?
- Post enticing ads that appeal to those not actively seeking a new role, NOT boring job descriptions.
2024 projection: Organizations that incorporate best practices into their talent strategies will find it easier to hire and retain top performers.
