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“We believe companies that fail to develop creative new ways to communicate with their staff will experience a gradual erosion of their culture, values and ultimately their organizational performance.

More than a dozen studies have examined different aspects of the impact of EWA — banking, lending regulatory compliance, consumer protections, economic development impact, employee motivation and corporate outcomes.

“I see this as a somewhat positive development in terms of recognizing there are rewards beyond pay that have meaning to individuals.

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The corporate “work-life balance” standard must evolve to align with the changing needs and desires of a workforce that increasingly values time to explore personal interests and spend time with loved ones, rather than focus on their career development and professional responsibilities.

The goal: Define a new, future-forward culture that directly engaged employees and involved leadership, using a set of behaviors and attitudes anchored in Lego’s mission of inspiring and developing the “builders” of tomorrow.

Glasgow: The three Ps is a framework we developed to help employers determine which of their DEI programs create legal risk; you have to hit all three to be at risk.

“Companies that invest in mentoring, skill development and cross-generational collaboration can cultivate a strong leadership pipeline that benefits the entire organization.”