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Top DEI Trends to Watch in 2025: Shaping Inclusive Workplaces
As we enter 2025, the landscape of Diversity, Equity, and Inclusion (DEI) in corporate America is undergoing significant transformations. Notably, several major companies are scaling back or eliminating their DEI programs in response to political, legal, and social pressures. Here are some of the top DEI trends to watch this year:
Reduction or Elimination of DEI Programs
In recent months, numerous corporations have announced rollbacks of their DEI initiatives. For instance, Meta Platforms Inc. has scaled back its DEI programs, reflecting a cultural shift as political dynamics evolve. Similarly, MarketWatch noted that, companies like McDonald’s, Walmart, Ford, and Lowe’s have reduced or eliminated their DEI efforts, often citing external pressures and the need to refocus on core business objectives.
Legislative and Legal Challenges to DEI Initiatives
The 2024 elections and recent U.S. Supreme Court rulings have significantly impacted DEI strategies. Companies must navigate the tension between legal challenges and ongoing support for DEI initiatives. This includes adapting to new regulations and ensuring compliance while maintaining their commitment to diversity.
AI Bias Regulations
With the increasing use of artificial intelligence in recruitment, new laws aimed at preventing bias in AI tools are emerging. Businesses must rethink how they use technology in hiring and promotions to ensure fair treatment of all candidates. This shift requires a careful balance between leveraging AI’s benefits and mitigating its potential biases.
Reassessing Inclusion Programs
In light of recent political and social changes, companies are reassessing their inclusion programs to ensure they are both compliant and effective. This involves returning to the basics of DEI, focusing on creating a sense of belonging for all employees, and addressing any misconceptions about the scope of DEI efforts
By staying ahead of these trends, organizations can foster more inclusive and equitable workplaces, ultimately driving better business outcomes and a more engaged workforce.
Skills-Based Hiring: What It Is and How to Master It
In today’s competitive job market, traditional hiring practices are evolving to meet the demands of a diverse and dynamic workforce. One approach gaining significant traction is skills-based hiring. This method prioritizes candidates’ abilities and competencies over their educational background or previous job experience. Let’s explore what skills-based hiring is and how to master it.
What are Skills-Based Hiring?
According to BuiltIn.com, “Skills-based hiring refers to a hiring process that focuses on a candidate’s abilities, knowledge, and experience in a specific area, rather than their education or past employment history (aka resume). We can all agree that resumes are totally antiquated and if you are still using standalone resumes to evaluate candidates, you are doing everyone a disservice.” In fact Indeed highlighted that, “A majority (52%) of US job postings on Indeed did not mention any formal education requirement as of January 2024, up from 48% at the same time in 2019.”
Benefits of Skills-Based Hiring
- Better Employee Retention By hiring candidates based on their skills and capabilities, organizations are more likely to place individuals in roles where they can thrive. This alignment between job requirements and employee skills fosters job satisfaction and reduces turnover rates.
- Faster Time-to-Hire Skills-based hiring streamlines the recruitment process by focusing on specific skill sets rather than vague qualifications. This targeted approach enables organizations to identify and onboard suitable candidates more efficiently.
- Reduced Hiring Costs Efficient hiring processes translate into cost savings for organizations. By minimizing the time and resources spent on sourcing, screening, and onboarding candidates, companies can achieve significant reductions in hiring-related expenses while maintaining quality and effectiveness. BuiltIn.com also noted, “According to a CareerBuilder survey, managers stated that they hire the wrong person in 74 percent of cases. Hiring based on skills will drastically improve job match, resulting in increased revenue.”
- Improved Workplace Diversity Skills-based hiring promotes diversity and inclusion by prioritizing meritocracy over other considerations. By casting a wider net and evaluating candidates based on their abilities, organizations can create more inclusive work environments.
How to Master Skills-Based Hiring
- Define Key Skills and Competencies Start by identifying the essential skills and competencies required for each role. This involves collaborating with hiring managers and team leaders to create detailed job descriptions that highlight the necessary skills.
- Use Skills Assessments Implement skills assessments to evaluate candidates’ abilities objectively. These can include tests, simulations, or practical assignments that mirror the tasks they will perform on the job.
- Leverage Technology Utilize technology to streamline the hiring process. Applicant tracking systems (ATS) and AI-powered tools can help identify candidates with the right skills, reducing bias and improving efficiency. According to DemandSage.com, “Around 87% of companies use AI for their recruitment process.”
- Provide Training and Development Offer training and development programs to help employees enhance their skills. This not only supports their career growth but also ensures that your organization remains competitive.
- Foster a Culture of Continuous Learning Encourage a culture where continuous learning is valued. This can be achieved through mentorship programs, workshops, and access to online learning platforms.
By mastering skills-based hiring, organizations can build a more capable, diverse, and engaged workforce. This approach not only addresses the skills gap but also positions companies for long-term success in an ever-changing job market.
The Future of HR: Integrating People Analytics
In today’s rapidly evolving business landscape, the role of Human Resources (HR) is undergoing a significant transformation. One of the most promising advancements in this field is the integration of people analytics. This innovative approach leverages data to enhance decision-making, improve employee experiences, and drive organizational success.
Understanding People Analytics
According to the Academy to Innovate HR, “People analytics is collecting and applying organizational, people, and talent data to improve critical business outcomes. It enables HR departments to gain data-driven insights to make decisions on different people processes and turn them into actions to drive the performance of an organization. People analytics is key to practicing evidence-based HR. Organizations use people analytics in key HR functional areas such as compensation, recruitment and selection, retention, diversity, inclusion, equity and belonging, and performance management.”
Benefits of Integrating People Analytics
Enhanced Decision-Making: With access to comprehensive data, HR leaders can make more informed decisions. This includes identifying trends, predicting future workforce needs, and developing strategies to address potential challenges. According to a McKinsey report, “…70% of company executives cite people analytics as a top priority.”
Improved Employee Experience: People analytics can help HR teams understand employee sentiments and behaviors. By analyzing feedback and engagement metrics, organizations can create a more supportive and satisfying work environment. Perceptyx, an employee experience transformation company, leverages continuous listening and analytics to drive improvements. According to Perceptyx.com, “Perceptyx’s advanced People Insights Platform goes far beyond traditional surveys, offering a multi-channel approach that captures the full spectrum of employee sentiment. By combining engagement surveys, pulse checks, lifecycle surveys, and always-on feedback channels, organizations can gain a holistic view of their employees’ experiences and needs related to career development.”
Increased Efficiency: Data-driven insights enable HR departments to streamline processes, reduce redundancies, and allocate resources more effectively. This leads to cost savings and improved operational efficiency. A recent study by SHRM highlights that, “HR leaders are increasingly looking to people analytics as a tool to answer key business questions, as 71 percent of HR executives whose organizations uses people analytics say that people analytics is essential to their organization’s HR strategy,” shared Alex Alonso, PhD, Chief Knowledge Officer, SHRM.”
Talent Management: People analytics provides a deeper understanding of employee performance and potential. This allows for more targeted development programs, better succession planning, and optimized talent acquisition strategies.
Challenges and Considerations
While the benefits of people analytics are substantial, there are also challenges to consider. Data privacy and security are paramount, as sensitive employee information must be protected. Additionally, organizations need to ensure that their HR teams have the necessary skills to interpret and act on data insights effectively.
The Future Outlook
As technology continues to advance, the integration of people analytics in HR will become increasingly sophisticated. Organizations that embrace this trend will be better positioned to attract, retain, and develop top talent, ultimately driving their long-term success.
In conclusion, the future of HR lies in the strategic use of people analytics. By leveraging data to inform decisions and enhance the employee experience, HR professionals can play a pivotal role in shaping the success of their organizations.
Wrapped Up: #WeAreGreenKey 2024
As we bid farewell to 2024, we want to extend our heartfelt thanks to the remarkable individuals who have made Green Key’s journey unforgettable. Throughout our #WeAreGreenKey series, we highlighted exceptional team members, each offering their unique and inspiring insights.
As the year draws to a close, we revisit their powerful reflections. With 2025 on the horizon, we are excited to continue our journey with open hearts and a commitment to driving further innovation. Wishing everyone a joyful and prosperous New Year!
Gregory Ponce
“Over my tenure at Green Key, I’ve seen a dramatic change in how departments interact. When I started, departments were more segmented and siloed, with minimal day-to-day interaction beyond basic greetings.
Credit goes to certain leaders who empowered middle management to cross-collaborate, finding solutions and workflows that benefit other departments. Now, we lean on each other more, solving issues through natural conversations rather than formal meetings. This has significantly improved our efficiency and teamwork.”
Traci Schroeder
“Finding the right match for someone is a challenge I’ve always loved, and it’s what brought me back to recruiting. Selfishly, I love the feeling of placing someone in good company and a job that changes their life. It’s incredibly rewarding to hear their gratitude, sometimes even tears of joy, knowing that I’ve made a positive impact on their life.”
Jessie Fleishman
“Essential skills for a successful payroll supervisor include problem-solving and attention to detail, as there are many moving parts that require careful attention. It is also important to be organized and good at time management. Additionally, strong leadership skills are crucial to delegate tasks and ensure the team meets deadlines.”
Larry Greenbaum
“Helping people find new jobs and advancing their careers is incredibly rewarding. I really enjoy interacting with clients and, at this point, being a mentor for my team. Sharing my experiences and being a voice of reason when they’re having a frustrating day is something I value. It’s about helping them navigate obstacles so they can learn and grow.”
Mariam Abdallah
“What I enjoy most about my job is definitely the relationship aspect. Helping people and creating meaningful connections is incredibly rewarding because, at the end of the day, you’re assisting them in providing for their families or themselves. It’s a feel-good moment for both parties. These relationships often lead to referrals and continued support, whether from friends or family. Being there for them, listening, and supporting them from day one is the best feeling ever. It’s all about being able to say thank you and knowing you’ve made a positive impact.”
Tim Hartill
“Understanding what candidates are looking for is crucial. We delve into their big life goals, whether it’s salary, location, or family benefits. Identifying these key factors ensures their next career step is the right one. The last thing we want is for someone to feel uncomfortable in their new position. We aim for them to stay with the client until they retire.
We also focus on building personal relationships with candidates, truly getting to know them. Unlike other agencies that may see them as just a number or a placement, we prioritize each individual’s unique needs and aspirations.”
Erika Cavallo
“Working in the healthcare sector is incredibly rewarding because how I think of it is putting the patients first by staffing employees who care for them, whether in shelters or urgent care. It’s fulfilling to place people in environments where they can succeed and grow their careers. I’ve had the opportunity to see medical assistants become RNs, and watch their careers progress. I’m passionate about helping others, and building relationships with candidates is also rewarding. I talk to them daily, offering support and guidance. I really enjoy meeting people from all walks of life and building those connections.”
Thomas Newham
“The most rewarding moments for me have been helping people and companies find their perfect match. Job changes are significant life moves, and they don’t happen too often. When they do, finding a position that excites someone makes me feel great, knowing I’ve positively impacted their lives and their families.”
Sacha Rupall
“I’m passionate about Recruiting/Human Resources because it provides insights into all industries within your area. For me, that’s New York. I loved finding a career that allowed me to understand how NYC worked as a city. This enhanced my networking capabilities, allowing me to assist people more effectively in finding their ideal job. It’s also incredibly rewarding to hear from candidates who are grateful for the help I provided at the start of their careers. I also take pride in the growth I’ve achieved in my career, advancing from a Research Analyst to a Director.”
Christina Kinchen
“In a competitive job market, you need to be persistent with your job search, make sure to do your homework, and leave a good impression. Clients want to know that you like their company, and you are genuinely interested in their company, that you have done your research. Personality is a big part of leaving a lasting impression. I always advise candidates to smile because I do believe if you are too worried, you’re not really going to be present and show your personality. Companies want to make sure you are a good fit and will get along with other people on the team. I know interviews can be hard because you are focusing on so many distinct aspects but remember to take a deep breath and just let your personality come through and enjoy the process as much as possible.”
Julia Augello
“The most rewarding aspect is helping people improve their lives. I speak to candidates daily who aren’t happy in their current situations or are burned out. Being able to connect them with an opportunity that not only just changes their position, but their well-being, is extremely rewarding.”
Jon Danko
“My job is rewarding. I love staffing to be honest. It’s such a good feeling when you make a placement and they’re so thankful. Life is tough and you were able to help change their situation or even just give them advice. That means a lot to me. I also enjoy seeing my colleagues grow and succeed.”
Olivia Eberle
“To candidates, I would say your resume is the thing that makes the first impression, so spend a good amount of time writing it and have a couple of different resumes on file. Especially, if you’re looking for different types of jobs, for example somebody like me, coming out of public accounting looking to go to private. There are a couple of different tracks that you can go on and you can write your resume in a couple of different ways to be a little bit more tailored to each. Additionally, I think that being yourself in interviews is really important. A lot of people don’t realize that even though they are working within accounting, which at times can be very solitary work you have to be interactive, and I think candidates are more successful when they’re willing to step outside of the box.”
Lauren Pratt
“From a personal aspect, nothing will ever top a grateful candidate or client – the call, the text, the LinkedIn recommendation – knowing that you have made a positive impact. From a professional aspect, being able to work in a sales role allows you to get out what you put in – and to be compensated for that success.”
Lucas Leitenberger
“Architecture is something that I sincerely find interesting. I was never talented enough to be much of a designer/drawer, so I have such a profound respect for the creatives that make our built environment come to life. This role allows me to utilize my sales skills while also working within an industry I have interest in.”
Meryl Schoen
“To build and maintain relationships with clients I try to approach it from a personal aspect. Firstly, I’ll introduce myself but then I very quickly segway into either current events or something that I’ve read that’s going on with their particular company or their particular industry or I’ll market something that Green Key is working on that they may have a network for on their end.”
Antonia Piazza
“I would always recommend working with a recruiting agency, specifically Green Key! While it is important to have a strong resume, recruiters are able to provide advice on your resume and also put your resume on the front desk of the hiring manager – along with a personal recommendation and the ability to highlight skills/experiences that are not listed on your resume – rather than applying on your own and being up against hundreds of applicants on LinkedIn, for example. When it comes time to the interview, recruiters are able to prepare you for the interview using insight we have from working directly with the clients. One interviewing piece of advice I give to all of my candidates is to not only show that they have the ability to learn and grow into the role they’re interviewing for but also the desire, as displayed interest in the job is sometimes the biggest differentiator amongst candidates with similar backgrounds.”
Mike Bosco
“Value every interview you go on and prepare like it’s your dream job. General preparedness, knowledge of the company, and showing genuine excitement in the opportunity to interview. I think hiring managers, a lot of the time, are looking for somebody who has a particular interest in their organization, not somebody who’s just looking for a job. Getting an interview typically shows you are qualified, but how do you stand out? Personality, enthusiasm, being prepared, and how you can clearly articulate your skills are things that can be worked on prior to an interview that will make a huge impact on a hiring manager’s decision.”
Kyle Gierke
“I would say be ready for the roller coaster ride as there are a lot of ups and downs in recruiting. You can have one week where everything goes right and another where you can’t catch a break. Here at Green Key the management team brings a lot of resources to us to help us with our work. They are willing to invest in new tools to help us get an edge on the competition. We also have an open-door policy, checking in with us on both a personal and professional level. When we feel things couldn’t get any worse, we know we have the support at Green Key from all levels of management.”
#WeAreGreenKey: Spotlight on Gregory Ponce
Welcome back to #WeAreGreenKey, where we shine a spotlight on our exceptional corporate team.
For the past six years, Gregory Ponce, Assistant Controller, on Green Key’s Corporate Accounting team has been an integral part of Green Key, demonstrating unwavering dedication and a remarkable ability to adapt and excel in his role. Starting as a staff accountant, he quickly rose through the ranks, showcasing his expertise and commitment to the firm’s success. His journey at Green Key is a testament to his hard work, resilience, and the collaborative spirit that defines the company. As he continues to contribute to the firm’s growth, Greg’s story is one of professional development, leadership, and the pursuit of excellence.
Can you tell us about your career journey and how you became Assistant Controller?
I had minimal professional experience before starting with Green Key, as I was fresh out of school and using them as a staffing agency. I was placed with a client through my recruiter, but that was only a temporary stint. Soon after, while I was interning with the Manhattan District Attorney’s Office for Forensic Accounting, a Staff Accountant position opened at Green Key. I interviewed in January and started on Valentine’s Day in 2019.
My career at Green Key progressed quickly. I was promoted to Senior Accountant at the end of my first year, then to Accounting Supervisor, and later to Accounting Manager. I led a successful accounting system implementation in 2023 and was promoted to Assistant Controller at the beginning of this year. The journey continues to this day.
What has been the most rewarding moment in your career?
I wouldn’t say there’s one most rewarding moment over another, but the most rewarding moments of working at Green Key are really the praise you receive. It’s small praise, like completing projects for initiatives where we previously didn’t have that style of reporting. I can’t go into detail on some of those projects, but it’s very rewarding to get that recognition.
It’s especially gratifying when individuals you might not think are noticing acknowledge the hard work you’re putting in. Accounting is often seen as just numbers, and while that’s true, there’s a lot of hard work in connecting different pieces of data to get meaningful value. I could look at a thousand figures in a day, but only a few are what management cares to see. Streamlining and producing those takes a lot of effort, and being recognized for that hard work is very rewarding.
Another rewarding aspect is solving complex problems. Sometimes, I’m working late into the night, trying to get things done, and then I have that “aha” moment where everything falls into place. It’s like a domino effect, and suddenly, the solution is clear. Those moments make all the effort worthwhile.
How do you collaborate with other departments?
Over my tenure at Green Key, I’ve seen a dramatic change in how departments interact. When I started, departments were more segmented and siloed, with minimal day-to-day interaction beyond basic greetings.
Credit goes to certain leaders who empowered middle management to cross-collaborate, finding solutions and workflows that benefit other departments. Now, we lean on each other more, solving issues through natural conversations rather than formal meetings. This has significantly improved our efficiency and teamwork.
Cross-department collaboration has increased, allowing for free-flowing conversations that help solve problems quickly. While oversight is still necessary, the ability to have these discussions has been a game-changer.
This shift has also fostered friendships within the back office. The Back-Office teams, for example, have become close, thanks to both our office setup and the positive environment created by Green Key’s growth and personnel.
How do you stay updated with the latest developments in the accounting field?
Within the accounting field, I stay updated by reading publications, especially those from the Financial Accounting Standards Board (FASB), the Internal Revenue Service (IRS), and any state or local jurisdictions we operate in. Not all updates are applicable to our industry, but I focus on those that are relevant. Although Green Key is a private company and not required to report under Generally Accepted Accounting Principles (GAAP), we model ourselves to follow the same similar standards as publicly held companies. This approach is beneficial for our accounting practices and reviews.
Reading these publications helps reduce the need for explanations, as our financials are backed by widely recognized standards. Additionally, I stay informed through discussions with friends in the accounting and finance fields. We share industry updates and insights, which are helpful for my role in forecasting and planning. This keeps me aware of both accounting and staffing industry trends, aiding in providing a forward-looking perspective.
What advice would you give to someone aspiring to enter the field of corporate accounting?
Get in and get your hands dirty. The key to my success at Green Key was my willingness to take on anything and everything. There was no “I can’t do that,” only “let’s see what I can do.” In 2019, as a staff accountant, I averaged around 60 hours a week due to limited resources in the accounting department. Since then, leadership has ensured we have the necessary resources, greatly benefiting our work-life balance.
It’s important to power through tasks and put in the late hours to gain understanding. Now, nearly six years in, tasks that once took me hours now take minutes, allowing me to effectively transfer knowledge to my team and increase productivity. I encourage my team to suggest improvements, fostering efficiency and innovation.
Work-life balance is a core belief of mine, but it doesn’t negate the need for effort to truly understand your work. This principle applies not just to accounting but to any field. Once you understand your role and make processes more efficient, your value becomes evident, and management takes notice.
What are your professional goals for 2025?
One of my big goals has been to become a licensed CPA in New York.
As we enter 2025, my goal is to buckle down and complete the steps to become a CPA. Green Key is supporting me in this endeavor, and I meet all the requirements, having worked under CPAs and holding an MBA. Now, I just need to pass the exams.
I see this as a two-year goal, aiming to pass two to three exams next year and wrap it up by 2026. It’s going to be a grind, but I’m determined to get it done and move forward.
The Future of Benefits: Why Employee Development is the New Essential
In today’s rapidly evolving workplace, traditional employee benefits like health insurance and retirement plans are no longer enough to attract and retain top talent. The future of benefits is shifting towards a more holistic approach that prioritizes employee development. This trend is not just a passing fad; it’s becoming an essential component of a successful business strategy.
Why Employee Development Matters
Today’s employees seek more than just a paycheck; they want opportunities to learn, grow, and advance their careers. Organizations that offer robust development programs gain a competitive edge in attracting and retaining top talent. For example, LinkedIn’s 2024 Workplace Learning Report found that, “7 in 10 people say learning improves their sense of connection to their organization.”
Investing in employee development has several key benefits:
- Increased Employee Engagement: When employees feel that their employer is invested in their growth, they are more likely to be engaged and motivated. This leads to higher productivity and job satisfaction. Mondo.com also noted that, “Continuous learning and upskilling are critical in today’s dynamic job market. Offering professional development opportunities like tuition reimbursement, online courses, and certification programs helps employees grow and succeed. These benefits not only enhance employee morale but also drive organizational success by fostering a culture of learning and innovation.”
- Talent Retention: Offering development opportunities helps retain top talent. Employees are less likely to leave a company that provides them with the tools and opportunities to advance their careers.
- Adaptability and Innovation: In a fast-paced business environment, companies need employees who can adapt to new challenges and drive innovation. Development programs equip employees with the skills needed to stay ahead of industry trends.
- Attracting Top Talent: Companies that prioritize employee development are more attractive to job seekers. In a competitive job market, offering robust development programs can be a key differentiator.
Implementing Effective Development Programs
To successfully implement employee development programs, companies should consider the following strategies:
- Personalized Learning Paths: Tailor development programs to meet the individual needs and career goals of employees. This personalized approach ensures that employees receive relevant and impactful training.
- Mentorship and Coaching: Establish mentorship programs that pair employees with experienced leaders. This provides valuable guidance and fosters a culture of continuous learning.
- Regular Feedback and Assessments: Implement regular performance reviews and feedback sessions to identify areas for improvement and track progress. This helps employees stay on course and achieve their development goals.
- Leveraging Technology: Utilize digital learning platforms and tools to provide flexible and accessible training options. This allows employees to learn at their own pace and convenience.
As the future of work continues to evolve, so must the benefits that companies offer their employees. By prioritizing employee development, businesses can create a more engaged, skilled, and loyal workforce. This not only benefits the employees but also drives long-term success for the organization. Investing in employee development is no longer optional; it’s essential for staying competitive in today’s dynamic business landscape.