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Companies are shifting their internal jargon, changing the title of their human resources department to people operations.
A practice early adopted by progressive tech companies, people operations puts empathy (not policy) at the heart of human resources. Policy and a holistic suite of benefits are table stakes. A people operations team, for example, might value the experiences and insights provided by different employee resource groups (or ERGs) to build an inclusive workplace culture.
Is the shift for real, or is it just lip service?
The U.S. Bureau of Labor cites that women earn 82.3% of that earned by White men, with the gap being even wider for many women of colour. Aside from being paid less, other key challenges hinder women in the workplace, including a 4% motherhood wage penalty average (per child) and less exposure to financial literacy throughout the course of their careers.
DE&I has become lip service at best- a tactic used to leverage a companies’ workforce, differentiate the business, or appeal to more customers.
Conversely, people operations departments could right the human resources wrongs of yesteryear. Using the same pressure test, perhaps people operations will bring the evolution of company culture, encouraging safe spaces to discuss finances as a woman in the workplace.
The HR could anticipate the needs of these primary caregivers at work, and make career planning, investing, and fintech offerings a part of the benefits strategy. Maybe the department will spearhead financial education, training, and development, recognizing financial health is no longer just the burden of individual team members. After all, a lack of financial understanding or inequity manifests itself across the entire organization, from employee irritability and sleeplessness to tardiness or even resignation.
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