(PR in) HR Pulse | HR News Round-up: January
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Our latest newsletter is here, including our latest report: HR Media Predictions 2025. Designed to assist HR brands and marketers explore the key HR developments anticipated in 2025.
We also look at what to expect from the Trump administration as far as DEI is concerned, and whether employers should adopt infertility policies in order to retain staff.
HR Media Predictions Report 2025
As the HR field is expected to rapidly advance as a result of emerging technologies and changing workplace dynamics, we’ve evaluated HR predictions from fifteen UK and US publications and organisations.
This report, designed to assist HR brands and marketers, explores the key HR developments anticipated in 2025, offering valuable insights for those selling and marketing to HR professionals.
DEI - What to expect with the Trump administration
As we enter 2025, we watch on as America sees the new Trump administration come back into power. With it will be changes in corporate landscapes, which often ricochet across the globe, not least here in the UK.
The CEO of the Texas Diversity Council, Angeles Martinez Valenciano, talks about big corporates such as Walmart, Boeing and Ford, that have already eliminated or scaled back their DEI initiatives. And with Trump appointing anti-DEI activist Stephen Miller to his policy team, DEI efforts are expected to be further challenged and scaled back in 2025.
Having monitored the changing DEI landscape over the past two years, Valenciano predicts DEI advocates are going to need to pivot and become more like business strategists, understanding business metrics and using AI increasingly to support their efforts. They will need to showcase how DEI efforts impact business. She says, “Understanding what a business metric is will be a full skill set for surviving and thriving in this new economy.”
However, despite the warnings, i4cp’s survey of 50 diversity leaders at Fortune 500 companies reported 57% of chief diversity officers don’t expect their 2025 budgets to change, and 29% expect to see a rise in budget.
In-fact, it was recently reported in HR Grapevine that despite calls to end DEI programs, Apple’s board rejected a proposal to dismantle their DEI initiatives, citing robust compliance and alignment with company values.
This move stands out as other corporations, like Meta and Amazon, scale back DEI due to political and legal pressures.
Lorrie Lykins of i4cp has said “I think organisations that have mature DEI strategies and programming in place are the ones seeing the results.”
Valenciano stresses the importance of having honest conversations with the CEO to determine the organisations’ stance on DEI going forward, noting the information will be crucial for HR planning and to minimise any potential fallout should the organisation decide to scale-back or step away from DEI work. But with some countries, such as Mexico, seeing the launch of DEI initiatives for the first time, there is hope that the tide could turn and DEI continues to grow.
Staff retention - Should employers adopt infertility policies?
A survey completed by the Chartered Management Institute (CMI) of 1,000 managers has revealed only 19% of organisations have policies designed to support employees during fertility treatment.
Leaving many struggling through infertility and undergoing treatment, whilst balancing work pressures.
Jane Bradshaw-Jones, HR Business Partner at AdviserPlus, understands the difficulties placed on employees during such an uncertain and stressful experience. She says “Employers who take this seriously and handle the situation with genuine empathy and sensitivity can make a real difference to their employees’ wellbeing. Employers can step in to help make a difference (by) recognising the challenges that employees face.”
To back this up, research from Totaljobs and the Fawcett Society found that one in five employees quit their jobs, and a third considered leaving as a result of poor support during fertility treatments.
The NHS reports 1 in 7 couples face difficulties conceiving, with 60% of those undergoing treatment keeping it a secret from senior management.
“Managers need to be equipped with the right tools and training.” And with the right procedures in place, such as offering flexible working for appointments, Bradshaw-Jones believes that by normalising conversations around infertility could create a more supportive environment.
As a result of a lack of formal protections, a workplace fertility campaign group has released a white paper warning a lack of protection could leave UK employees vulnerable. Urging the UK to follow examples from other countries such as Malta and Japan who already have fertility employment legislation in place.
With workplace culture at the forefront for many, organisational responses to infertility sends a clear message on their values, something that could risk losing good people.
Bradshaw-Jones suggests organisations regularly review policies and put some practical steps in place, such as “implementing a specific policy that clearly states support available, such as time off, mental health support and any other resources available such as counselling.”
She finishes with a reminder “businesses don't have to pretend to be experts in everything. Reach out to other organisations and seek professional advice and guidance to ensure that support is appropriate, relevant and in line with legislation.”
Read the full article on infertility policies in People Management
AdviserPlus is one of PR in HR’s clients, gaining repeated thought leadership coverage in the media.
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