Fast Company

In a stark change, union leaders aren’t primarily interested in wages, but in better working conditions.

Here’s how to build a progressive, personalized, and powerful future for your teams from the founder of a digital coaching platform.

By showing your employees that there is nothing taboo, embarrassing, or blameworthy about sharing when personal issues are affecting their work lives, you can build a much healthier company culture.

Why look for an outside option when these workers can serve you well—if not better?

I believe having a mentally healthy workforce starts with company culture, and that starts from the top, with its leaders. So my question is: How are you helping your employees be the best versions of themselves?

This HR advisor, who was diagnosed with autism at age 31, is on the frontlines of the neurodiversity movement, working to build opportunity and understanding for neurodiverse workers.

Mandatory arbitration has grown increasingly popular in employment agreements over the last three decades, as a tool to help shield companies from litigation.

It’s critical to deal with problem-causing employees so they don’t hold your business back. So, what do you do if someone is causing issues?

Author Alan Henry’s new book ‘Seen, Heard, and Paid’ is an essential guide for marginalized employees.

These bad bosses may be fictional, but they deliver real-world lessons in leadership and management.

Inspiring yourself and the people around you isn’t always easy, but it is always possible—and more importantly, worth it.

On average, LGBTQ+ employees rate their workplace experiences lower when it comes to diversity, compensation, and work-life balance.

The rate of innovation is only going to increase exponentially.

In the Great Resignation talent crunch, employees may very well be a company’s best—and often overlooked—cultural ambassadors.