Employer resources
Scott Rivers, president and managing partner of an executive search and talent branding firm, weighs in on what managers can do to keep top talent.
Unlimited paid time off may seem like a way to prevent burnout, but for many, it has the opposite effect.
Autistic employees bring a uniquely valuable skill set to the life sciences workplace, but it’s on the employers to provide the support they need.
As companies prioritize in-person work, many have begun to do more to incentivize a reluctant workforce to come into the office.
When a person notifies their employer that they have a disability, the company must make a good-faith effort to adjust to enable the employee to continue in their job.
Proximity bias, a term that describes how managers tend to favor those they see in person, may force remote and hybrid workers to work harder to keep up with their in-person counterparts.
Ageism, or discrimination against an individual based on their age, is a common barrier many older individuals face in the workplace. Fortunately, there are steps that can be taken to mitigate this discrimination.
If biopharma-focused co-working spaces continue to catch on, they could expand job opportunities for those outside of the typical hot spots.
Some consider a candidate’s alma mater to be the most important factor in the hiring process. But how much does a life science candidate’s alma mater really matter? In short–it depends.
New York City employers who use Artificial Intelligence (AI) tools in hiring will soon be subject to new regulations requiring them to notify candidates when using the technology.
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