Hi there,
Welcome to September! If you’re confused by the emerging Halloween decorations, turning leaves, and sudden influx of pumpkin spice everything, join the club. The Spot team is also wondering how we got here so quickly.
This is your monthly roundup of Spot product updates and DEI-related content.
📚 Supporting Working Parents
September often means new school routines, which can leave working parents feeling stretched thin. HR teams can play a big role in supporting parents by offering flexible work hours, childcare resources, or simply checking in on employees' well-being. According to Wes Burke, CHRO of Care.com,
Offering things like flexible hours or hybrid work can be a lifesaver…My experience is that employees appreciate the effort, and as a result are often flexible with their working hours so that productivity doesn’t miss a beat. (SHRM)
And support doesn’t have to mean rolling out new benefits or perks. Simply re-communicating about existing support can reduce mental load for employees struggling with caregiving responsibilities such as new school schedules. Boston College Carroll School of Management Professor Jamie Ladge notes,
A lot of the research suggests that even knowing that [they] have the access to certain formal support—whether it’s flexible work arrangements or paid time off—can ease the stress on working parents, whether they use it or not. (SHRM)
😩 Politics in the Workplace
With the U.S. presidential debate this month and political events in the U.K. heating up, you might be dreading contentious break-room debates. While most organizations want to support freedom of expression, HR teams should be mindful of discussions that cross the line into offensive or harmful territory—particularly since the line between personal disagreement and adverse working conditions can be blurry.
Focus on creating a space where constructive dialogue can thrive while maintaining clear boundaries. As Vanessa Matsis-McCready, associate general counsel and director of HR for Engage PEO, explains,
Disagreements happen, but it’s important for HR to understand that debate can become bullying, especially when words go from mere self-expression to denigrating others. HR [should] ask: ‘Is it just political speech in the workplace where it’s in accordance with our policies? Or is this person potentially harassing other people because they don’t agree with them?’ (HR Brew)
