Firms where employees battle against each other for rank, bonuses and promotions are common in law and finance. But while, on its face, they are gender-neutral, they actually worsen gender inequality.
We’re committed to remaining nimble and responsive so that we can always deliver exceptional service to our members and provide employees with the flexibility they need to be happy and healthy.
The COVID-19 pandemic has upended the traditional power balance between employers and employees, and what those workers want out of a job, challenging lenders to show workers a stronger value proposition.
Facing challenges in staffing and hiring as loan volumes reached near or above record levels in 2020 and into 2021, mortgage lenders have had to manage evolving perspectives on work-life balances more than 18 months into the pandemic.
As real estate development recovers from the pandemic pause and Boston-area architecture firms return to hiring mode, they’re finding a changed landscape for recruiting and retaining talent.
If 2020 has been the year of the Great Resignation, it has also been a wake-up call to industries that have grown too used to working their employees too hard.
Employers “feel like they’ve sort of hit that point where the unvaccinated are not going to do it unless there’s something significant making them do it.”
In the past several weeks Critical Race Theory, or CRT, has become the new “hot topic” in America’s continuing struggle to move forward productively on race. But businesses interested in growth ignore the debate at their peril.
With bankers from Silicon Valley coming to Boston following the latest bank merger, someone’s in for a shock.
Barely 1 in 10 people reported that their productivity had gone down during lockdown. So why would working from home have made most people more productive, but some less so?
A new survey from the National Association of Realtors finds that the median white residential Realtor makes about three times what the median Black residential Realtor does.
Ending the pandemic depends on achieving herd immunity, estimated at 70 percent or even 80 percent to 90 percent of a population. With some 30 percent of Americans telling pollsters they have no interest in getting vaccinated, that’s cutting it a bit close.
COVID-19 is pushing banks to weed out inefficient, manual business processes. And the effort promises to help their workers, too.
As architectural firms switched to work-from-home models in early 2020, executives worried about lost opportunities to ramp up racial equity programs in an industry where Black employees comprise just 2 percent of the workforce.
By reaching backwards in time, we can create business traditions that reinforce the core business proposition that diversity and inclusion are necessary for any company to thrive long-term.
Studies of network power have found that it’s not enough to be a part of this network to have influence; one must be highly connected within it as well.
Is your colleague packing? Not filling boxes to help clients move, but “packing heat” – as in carrying a gun? Many agents are doing just that these days to protect themselves, according to the National Association of Realtors.
A lawsuit against People’s United Bank accuses senior executives in the Massachusetts market of a wide range of discriminatory actions, including denying loan deals as a way to damage employees’ performance and affect their compensation.
In the wake of all of this change, managers have been scrambling to draft and implement policies and procedures addressing a wide variety of issues.
When Webster Five wanted to expand its customer base into the Worcester area’s growing immigrant communities, president and CEO Donald Doyle decided the bank needed a more holistic approach to diversity and inclusion.
