Hi there,

This is your monthly roundup of Spot product updates and HR-related content.

🌍 New! Spot speaks your language

Hola, こんにちは, مرحبًا, and olá! Spot is now available in even more languages. We've added Arabic, Chinese, Japanese, Malay, Brazilian Portuguese, and Latin American Spanish to our lineup.

That means Spot now supports 13 languages—including Dutch, English, French, German, Polish, Romanian and Spanish.

🛑 New! Automatic redaction is here

Need to keep reports for a limited time (or, more to the point, redact data from reports at a specific time)?

Spot now lets you automatically redact reports after a set number of days. Auto-redaction can also be set to different times based on geography. This means more control over data retention, less manual work, and easier compliance with data privacy requirements.

🤖 HR & AI

AI is reshaping work…but most HR leaders are focused on experimenting with AI rather than preparing employees for the shift. A recent survey found that only 7% of CHROs are implementing reskilling strategies for roles most impacted by AI, while 62% are prioritizing pilot programs.

This lack of focus on reskilling could create long-term challenges, making AI adoption slower and less equitable. As Diana Scott, center leader of the US Human Capital Center at The Conference Board, warns:

HR leaders really have an opportunity to step up and lead in terms of, how do we reskill and upskill. Otherwise, you’re just falling further behind, and it’s going to take you a lot longer to catch up.

A simple first step? Create an AI sandbox: a secure space where employees can experiment with AI tools, like using ChatGPT for writing support or testing AI-driven analytics for HR decisions. And here are 20 other steps HR leaders can do to support employees working with AI.

💸 Why pay transparency matters

Pay transparency is a growing global requirement, yet fewer than 1 in 5 U.S. companies have a strategy in place, according to Mercer’s 2024 Global Pay Transparency Survey Report. In the EU, the numbers are even lower—only 7% of companies have fully implemented transparency strategies, dropping to just 1% in the UK.
While 75% of employers know candidates expect pay transparency, only 32% of organizations feel ready to meet these requirements. Gordon Frost, Mercer’s global rewards solution leader, explains:

With fair pay the second-most important reason employees choose to stay with an organization, don’t wait to prioritize these efforts—because there is still a lot of work to be done.

The EU’s laws on pay transparency, adopted in April 2023, require companies to:

  • Share salary details
  • Take action if the gender pay gap exceeds 5%
  • Compensate victims of pay discrimination

Legal requirements aside, pay transparency can help companies build trust with candidates and employees. And organizations that embrace transparency early may find themselves a step ahead when looking to attract talent.

🗓️ Planning ahead

March is a time to celebrate achievements, recognize hard work, and embrace inclusivity in the workplace. Here are some key dates to mark in your calendar:

  • March 1: National Employee Appreciation Day (U.S.) – A great reason to go the extra mile for your team. A thoughtful gesture—lunch, a gift, or even a bonus day off—can have a big impact.
  • March 8: International Women’s Day – Celebrate the contributions of women in your workplace and beyond. Highlight achievements, support women-owned businesses, or start a conversation about equity and inclusion.
  • March 10: Ramadan begins – Be mindful that Muslim employees may be fasting from sunrise to sunset. Consider offering flexible schedules or quiet spaces for reflection.
  • March 14: Pi Day (U.S.) – Pi Day may seem silly, but why not have fun at work? Celebrate with pie, math trivia, or a baking contest.
  • March 17: St. Patrick’s Day – A lighthearted day to celebrate Irish culture. Wear green, enjoy some Irish music, or share fun facts about the holiday.
  • March 31: International Transgender Day of Visibility – Recognize and uplift transgender and gender-nonconforming colleagues by sharing resources and celebrating their contributions.