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**Enhancing Diversity Targets in HR Through AI Design: Unveiling How Executives Impact RTO and Earnings Growth**

The published version of Forbes’ Future of Work newsletter delivers the latest news for chief…
  • Link to LinkedinThe latest insights on disruptive technologies, workforce management, and the evolving discourse on remote work are featured in the recently published edition of Forbes’ Future of Work newsletter. This resource caters to chief human resources officers and other skilled professionals seeking valuable information in these areas.

Fresh research highlighting a potential boon for workers advocating for flexibility—increased income growth—emerges at a pivotal moment when the productivity implications of remote work are being scrutinized. Analysis of data from Boston Consulting Group and Scoop, a collaborative work management platform behind the Flex Index, reveals that companies with adaptable remote work policies tend to experience accelerated revenue growth. While the direct causal link between flexibility and growth remains inconclusive—growth could be influenced by other liberal policies or accelerated growth might prompt businesses to offer more flexibility—the data serves to challenge assertions that flexibility could be detrimental to society.

A notable study within the report delves into the comparison between badge swipe data from Kastle Systems, monitoring entries in 10 major cities, and the Flex Index repository, encompassing remote work guidelines for approximately 7,500 companies. Despite speculations that post-pandemic regulations could lead to higher office occupancy rates and reports of employees flouting in-office mandates, Scoop’s hybrid work model data closely mirrors Kastle’s occupancy levels.

Scoop CEO Rob Sadow suggests that employees might be adhering more diligently to mandates than perceived initially, indicating a marginal impact on occupancy rates. He emphasizes that “policy is established at a higher level, but compliance may vary,” and clarifies that many companies do not mandate a strict four-day in-office policy. This nuanced approach may explain the absence of a significant surge in occupancy rates. For further insights, refer to the complete document and our comprehensive coverage.


The United Auto Workers strike has concluded with employees at General Motors, Ford, Chrysler, and car manufacturer Stellantis ratifying new contracts with each company for the upcoming year. These agreements entail a 25% salary increase across the board, accompanied by provisions such as cost-of-living adjustments, future strike rights, and enhanced income contributions, tailored to individual manufacturers. Despite varying approval rates—55% at GM, 68% at Stellantis, and 60% overall—the agreements were successfully ratified.

Anticipated union activity is on the horizon following this milestone, bolstered by the recent SAG-AFTRA strike and agreements reached by over 53,000 members of the Culinary and Bartenders Unions in prominent Las Vegas hotels. Additionally, employees at select Coffee establishments nationwide staged walkouts last Thursday, advocating for improved staffing and scheduling practices. Noteworthy developments include Starbucks workers across multiple U.S. locations pursuing unionization efforts, with around 340 sites aligning with the Starbucks Workers United coalition. Past allegations of anti-union behavior by Starbucks, including closures in response to organizing efforts, have drawn scrutiny from the National Labor Relations Board.


Individuals with criminal records find it increasingly manageable to reintegrate into the workforce thanks to the enactment of New York Governor Kathy Hochul’s Clean Slate Act. This legislation automatically seals certain criminal records after specific timeframes, with felony convictions generally sealed eight years post-release and misdemeanor records sealed after three years.

New York stands among the 12 states with laws facilitating the automatic sealing of criminal records to mitigate their impact on career prospects. While some states prohibit inquiries into prior convictions, these records often surface during pre-employment background screenings. Federal regulations do not expressly forbid employers from considering legal histories in hiring decisions. Notably, less than 10% of individuals successfully navigate the process of sealing their own criminal records, underscoring the significance of laws like the Clean Slate Act. Research from the Society for Human Resource Management indicates that individuals with prior convictions can positively contribute to workforce dynamics, with 92% of employees expressing comfort working alongside individuals without violent criminal backgrounds.


Online HR resources play a pivotal role for employees, yet accessing them remotely can pose challenges. Notion, a tech firm, recently unveiled an AI-powered assistant named Q&A, designed to index and retrieve information from diverse documents and data repositories. This innovative tool not only offers contextual responses but also directs users to pertinent data, such as elaborating on health benefits upon inquiry. Notion, a company valued at $10 billion, also features an AI-driven text summarization tool, predominantly catering to its premium clientele.

Akshay Kothari, co-founder of Notion, underscores the transformative potential of AI tools like Q&A, noting their growing significance in the B2B landscape. Kothari envisions broader applications for Q&A, particularly in group settings, emphasizing its utility in streamlining information retrieval and enhancing productivity.


Josh Bersin, a renowned HR consultant and CEO of Bersin & Associates, engaged in a dialogue with Forbes regarding his latest AI-driven HR assistant, Galileo, the evolving impacts of artificial intelligence in the HR domain, and his outlook for 2024. The following excerpts from the conversation offer comprehensive insights into these topics:

Differentiating Galileo from conventional research tools:
Galileo operates on a curated database of predefined queries, streamlining access to best practices and insights in the HR realm. By leveraging this repository, users can delve into specific topics without concerning themselves with the sourcing of information, thereby customizing their research approach effectively.

Key areas of interest in AI for HR professionals:
Talent intelligence tools, focusing on recruitment, internal mobility, and skills mapping, represent a focal point for HR officials. These tools aggregate vast datasets on employees and job seekers, offering nuanced insights unattainable through traditional means. Bersin anticipates a paradigm shift in HR technology driven by these tools, revolutionizing talent management practices.

Anticipated impacts of AI beyond talent management:
Bersin highlights the transformative potential of AI in education, envisioning AI-powered programs that can swiftly generate courses based on content analysis. This disruptive trend is poised to streamline course creation processes and enhance learning experiences by delivering tailored, digestible content efficiently.

Foreseen HR tech trends for the upcoming year:
The emphasis on multifunctional chatbots catering to diverse employee needs, ranging from time tracking and benefits management to training scheduling, is set to dominate HR technology discussions. As AI platforms evolve to offer seamless transactional capabilities alongside information retrieval, Bersin envisions a user-centric approach that simplifies employee interactions with HR systems.

Stay tuned for further developments in the HR tech landscape, as organizations pivot towards AI-driven solutions to enhance operational efficiency and user experience.


The recent agreement between SAG-AFTRA and Hollywood studios has garnered approval from the SAG-AFTRA board; however, concerns have been raised regarding the organization’s AI provisions permitting the creation of digital avatars without actors’ consent.

Key Statistics:

  • Approval Percentage: 86% of SAG-AFTRA board members have endorsed the agreement, pending final approval from union members.
  • Duration of Strike: The strike endured for 118 days and will persist if the agreement fails to secure popular ratification.

Actress Justine Bateman voiced criticisms of the agreement, highlighting perceived shortcomings that could impact actors and crew members adversely. Stay informed as the union members deliberate on the agreement’s fate.

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Last modified: February 22, 2024
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