The LGBTQ+ community has and continues to bring value and unique perspectives to the workforce. Knowing that their employers stand by them can help employees feel safe in their workplace, which is critical to ensuring that the workforce has the diverse thoughts, perspectives and people we need for today’s world.

Part of standing by your LGBTQ+ employees means helping support their mental health. LGBTQ+ individuals have unique mental health needs. These individuals may face threats, violence, rejection and lack of acceptance in the community, as well as issues with accessing affirming care. We know from our own families and friendships that having an accepting, supportive workspace with validating mental health benefits also helps the loved ones of those in the community who already worry about their safety every day. 

Through many years of research, my colleagues at the Boston College Center for Work & Family and I have developed a portrait of today’s white-collar working fathers – and those who make the choice to be at-home fathers, a choice still relatively rarely rare for American dads. We do this to support fathers who strive to have a balanced life, but also to support gender equality and women’s success in the workplace. In spite of many years of Affirmative Action and organizational efforts to promote women’s advancement, a gap continues to exist when it comes to women’s equality, especially in senior levels of leadership.

There’s an old saying that “charity begins at home” and maybe the same holds true for equality. While the government and employers can and should make efforts to level the playing field and advance women in the workplace, much of the reason for workplace disparities is a direct result of the home-based arrangements of working couples. The disparity in time that mothers spend caregiving has been very well documented over the years so this isn’t news. On average, American mothers spend nearly two-times as many hours providing care than working fathers. Yet, in much research, including our own, two-thirds of white-collar fathers say that their goal is to be an egalitarian caregiver. This is especially true for fathers who have a full-time working partner who contributes significantly to the household income. And wives’ financial contributions to family income has continued to increase over the years as the graph below from the Pew Research Center indicates:

7 strategies for increasing your talent pool and employee retention rate

The future of work is – in a word – flexible. Companies are fiercely competing for talent. Job openings remain above pre-pandemic levels and are higher in Massachusetts than in the country. Broadening your hiring strategies and taking a flexible approach that creates a positive employee experience will give your organization the upper hand in attracting and retaining top-quality employees.

In today's fast-paced work environments, the need for a workplace culture of wellness has become increasingly essential. Employee wellbeing is no longer just a personal responsibility; it is now recognized as a key driver of productivity, engagement, and overall organizational success.  In the recent study published by HR.com, "The State of Employee Financial Wellness," we learn that 21% of employers are looking to expand their wellbeing benefits this year, with the goals of improving employee mental health, becoming an employer of choice, and improving employee retention. 

To establish and nurture a culture of wellness, it is crucial for HR and benefits professionals to collaborate with team leaders and gain their buy-in and active involvement.  This blog explores the significance of leadership in promoting employee wellbeing and providing actionable guidance on fostering a culture of wellness at all levels of the organization.