Employee Assistance Archive School of Social Work
http://hdl.handle.net/10713/2345
2024-03-27T16:25:04ZEncouraging Generation Z and Baby Boomers to Work Together
http://hdl.handle.net/10713/21590
Encouraging Generation Z and Baby Boomers to Work Together
Ora Lobell, Kylie
To the casual observer, members of Generation Z and Baby Boomers are completely different.
They appear to have opposite values; for instance, Baby Boomers want job security above all else, while Generation Z wants to work for a cause they believe in. Generation Z grew up and is perceived as being more technologically savvy, while Baby Boomers might depend on old- school methods of communication. The divide between the generations seems wide.
Such perceptions of generational differences can have a negative effect at work. A study of workplaces in the U.S. and U.K. revealed that employees who are much younger than their managers are less productive “than those closer in age due to a lack of collaboration between employees of different generations.” Employees who have managers that are more than 12 years their senior are about 1.5 times more likely to report low productivity.
To help members of different generations work together productively, employers should recognize the value employees in each generation bring to work.
2024-03-05T00:00:00ZThe Future of EAPs – Debunking theMyths and Embracing Evidence-Based Practices
http://hdl.handle.net/10713/21589
The Future of EAPs – Debunking theMyths and Embracing Evidence-Based Practices
EAPA - South Africa
In an era where the well-being of employees is paramount to the success of any organisation, the role of Employee Assistance Professionals has never been more critical. Yet, despite their growing importance, myths and misconceptions about EAP’s persist, clouding true potential. This article aims to shed light on the evolving landscape of EAPs, debunking outdated myths and highlighting the evidence-based practices that are shaping the future of employee wellness in the EAPA industry.
“the role of Employee Assistance Professionals has never been more critical.”
2024-01-01T00:00:00ZEmployee Resource Groups: Leveraging Community to Enhance Inclusion and Belonging
http://hdl.handle.net/10713/21588
Employee Resource Groups: Leveraging Community to Enhance Inclusion and Belonging
Fraone, Jennifer; Levine, Lindsay
Employee Resource Groups (ERGs) have existed in organizations for more than 50 years. ERGs are voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds, or demographic factors. These groups operate differently from one company to another but commonly incorporate both professional and social networking activities. In the past 10 years, ERGs have evolved from networking groups that promote diversity and inclusion to key alliances that help identify talent, grow careers, promote a sense of belonging, and make direct contributions to the business.
ERGs are known by various names including affinity groups, employee networks, employee impact groups, colleague resource groups, inclusion groups, and diversity councils. DiversityInc (now Fair360) found that organizations often use the word “resource” to reflect the benefits of ERGs to the business mission, approach and outcomes. In this Executive Briefing, we will use the term Employee Resource Groups (ERGs) to cover the various types of groups.
ERGs can help employees find community among others who share their identities, interests, or concerns; increase satisfaction and retention; and provide leadership opportunities for individuals from traditionally underrepresented backgrounds. ERGs have moved beyond “food, fun, flags and festivals” to strategic business initiatives that establish shared spaces where members of an organization can feel a sense of community, connection and belonging.
During the pandemic, ERGs served as a critical lifeline for employees to maintain a sense of connection and belonging while they endured the quarantine period and adjusted to the rise of remote work. The pandemic also carried with it societal changes that highlight the continuing need for ERGs, such as increases in racial and gender inequalities. During particularly difficult times, having safe spaces such as ERGs where diverse groups can share their experiences and employees can unite and show support for one another has the potential to not only increase employee engagement, but also strengthen employees’ commitment to the organization itself (Ellevate, 2023).
2024-01-01T00:00:00ZINTIMATE PARTNER VIOLENCE (IPV) SEXUAL ASSAULT (SA) - Connecting Survivors to Resources
http://hdl.handle.net/10713/21587
INTIMATE PARTNER VIOLENCE (IPV) SEXUAL ASSAULT (SA) - Connecting Survivors to Resources
Jiricko, Audrey; Moses, Leah; Peterson, Kylie; Van Wagoner, Carey; Pierce, Max
This is a power point presentation presented to the Rocky Mountain EAPA chapter that Identified why screening is necessary for intimate partner violence (IVP); what is the definition of IPV; and what are the health effects of IPV. SAMSHA's Trauma Informed Approach was reviewed as well as the various definitions of trauma and treatments available such as: EMDR, TF-CBT and CPT. The health effects on children exposed to IVP was also reviewed.
Power Point Presenation
2024-02-09T00:00:00Z