Author: Laurie Grenya

ADA/Performance

Question:
“We have an employee who is a performance “train wreck”. They are always having to re-do work. Everyone is frustrated because on top of their performance issue they are out sick A LOT. Can you tell us the best way to fire them?”

Our first step is to identify the goals and associated considerations without jumping to solutions.

Apparent goal(s):

Resolve performance issues
Resolve absenteeism
Resolve team concerns

Associated Considerations:

An employee handbook should be the organization guide to consistent considerations and actions associated with performance. At a minimum, handbooks should contain the information that will mitigate risk in discipline when consistently applied.

The basic test for risk mitigation in discipline and separation is characterized in the Seven Steps of Just Cause, which are:

Reasonable Rule or Order: The rule (policy) that was allegedly violated must be reasonable and related to the safe, efficient, and orderly operation of the business.

Notice: The employee must have been given clear notice of the rule or order, including its possible consequences for violation.

Investigation: A fair and objective investigation must be conducted to gather all relevant facts and evidence before any disciplinary action is taken.

Fair Investigation: The investigation must be fair and objective, not biased or predetermined.

Proof of Violation: There must be substantial proof or evidence that the employee violated the rule or order in question.

Equal Treatment: The disciplinary action taken should be consistent with how similar violations have been handled in the past, ensuring equal treatment of all employees.

Appropriate Discipline: The discipline imposed should be appropriate to the offense, taking into account factors such as the severity of the violation, the employee’s past disciplinary record, and any mitigating circumstances.

What does your handbook say or if you don’t have one, have the Seven Steps of Just Cause been met?

The Americans with Disabilities Act (ADA) is an important consideration in performance management for several reasons. According to the ADA, employers are required to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would pose an undue hardship on the operation of the business. In the ADA, the phrase “known or should have known” indicates that employers have a responsibility to make accommodations for disabilities they are aware of or reasonably should be aware of. When knowing the person has been “out sick A LOT” the ADA flag is raised and further exploration is required for compliance, even if the result is no accommodation is needed or available.

Legal Compliance: The ADA prohibits discrimination against qualified individuals with disabilities in all aspects of employment, including performance management. Failing to consider ADA requirements could result in legal liabilities for the employer.

Accommodation: Under the ADA, employers (with 15 or more employees – less in some states) are required to provide reasonable accommodations to qualified employees with disabilities to enable them to perform their job duties effectively. This may include modifying job duties, providing assistive technology, or adjusting work schedules. Performance management processes need to take into account any necessary accommodations for employees with disabilities.

Fairness: Considering the ADA in performance management ensures fairness for employees with disabilities. It prevents discrimination based on disability and ensures that individuals are evaluated based on their ability to perform essential job functions, with reasonable accommodations if needed, rather than being unfairly penalized for factors related to their disability.

Retention of Talent: By accommodating employees with disabilities and ensuring fair performance evaluations, employers can retain valuable talent and promote an inclusive work environment. Employees are more likely to remain with an employer that respects their rights and provides opportunities for advancement based on merit.

Positive Workplace Culture: Integrating ADA considerations into performance management fosters a positive workplace culture that values diversity and inclusion. It sends a message to all employees that their contributions are valued and that the organization is committed to providing equal opportunities for career growth regardless of disability status.

Overall, considering the ADA in performance management is not only legally required and also promotes fairness, inclusive, and a positive work environment, ultimately benefiting both employees and employers.

Managing a team through performance improvement while considering the Americans with Disabilities Act (ADA) requires a balanced approach that ensures both compliance with legal requirements and fairness to all employees. Here are some key steps to effectively manage a team through this process:

Training and Awareness: Ensure that all managers and supervisors are trained on the requirements of the ADA and understand how it applies to performance management. This includes recognizing signs of potential disabilities, understanding the reasonable accommodation process, and knowing how to engage in interactive discussions with employees.

Clear Expectations: Establish clear performance expectations and communicate them to all team members, including those with disabilities. Make sure that job descriptions and performance standards are clear and accessible to everyone.

Regular Feedback: Provide regular feedback to all team members, including those who may be struggling with performance due to disabilities. Offer constructive feedback aimed at helping employees improve their performance and meet job expectations.

Interactive Process: If an employee’s performance is impacted by a disability, engage in an interactive process to explore possible accommodations. This process involves discussing the employee’s limitations, identifying potential accommodations, and determining which accommodations are reasonable and effective.

Reasonable Accommodations: Implement reasonable accommodations to enable employees with disabilities to perform their job duties effectively. Accommodations may include modifications to work schedules, job duties, equipment, or the work environment.

Documentation: Maintain thorough documentation of all performance-related discussions, accommodations, and decisions. Document any accommodations provided and their effectiveness in enabling the employee to perform their job duties.

Consistency: Ensure that performance management practices are applied consistently to all employees, regardless of disability status. Treat employees with disabilities the same as other employees in similar situations, while still providing any necessary accommodations.

Confidentiality: Respect the confidentiality of employees’ disability-related information. Only share information about an employee’s disability and accommodations on a need-to-know basis, and ensure that all such information is kept confidential.

Continuous Improvement: Continuously evaluate and adjust performance management processes to ensure compliance with the ADA and effectiveness in supporting employees with disabilities. Solicit feedback from employees and supervisors to identify areas for improvement.

By following these steps, managers can effectively navigate performance improvement processes while ensuring compliance with the ADA and promoting a fair and inclusive work environment for all team members.

The Answer:
Yes, we can help with determining if your organization has accomplished all the consideration needed to be consistent with internal practice and risk mitigation. However, this may be the starting point, not the end.

National Volunteer Week: Honoring Employee Volunteers

Every year, during the third week of April, the United States observes National Volunteer Week. This special week is dedicated to recognizing and celebrating the incredible contributions of volunteers across the nation. Whether you’re part of a nonprofit organization, a corporation, or any group working with volunteers, National Volunteer Week provides a fantastic opportunity to express gratitude and inspire further acts of service.

The History of National Volunteer Week
National Volunteer Week has a rich history that dates back to 1974 when President Richard Nixon officially designated the third week in April for this purpose. Since then, every U.S. president has continued this tradition by reaffirming the importance of volunteerism through executive orders. But the roots of volunteerism go even deeper:

1688: In Canada, after a devastating fire in Quebec, volunteers organized the Bureau des pauvres to assist victims.

1736: Benjamin Franklin founded the first volunteer firefighter house in Philadelphia.

1887: The United Way, YMCA, Salvation Army, and International Red Cross were established, emphasizing volunteer efforts.

1961: President John F. Kennedy created the United States Peace Corps, integrating volunteerism into international policy and diplomacy.

Why Celebrate Employee Volunteers?
As organizations, we owe a debt of gratitude to our employee volunteers. They selflessly give their time, skills, and energy to make a positive impact in their communities. Here’s why celebrating employee volunteers during National

Volunteer Week matters:
Community Impact: Employee volunteers contribute to local causes, whether it’s mentoring students, cleaning up parks, or serving meals at shelters. Their efforts directly benefit the neighborhoods where they live and work.

Team Building: Volunteering fosters teamwork and camaraderie among colleagues. When employees collaborate outside the office, they build stronger relationships and enhance workplace morale.

Skill Development: Volunteering allows employees to develop new skills, from leadership to project management. These skills often translate back to their professional roles.

Corporate Social Responsibility (CSR): Companies that support employee volunteering demonstrate their commitment to social responsibility. It’s a win-win situation: employees feel proud to work for a socially conscious organization, and the company strengthens its community ties.

Creative Ways to Celebrate Employee Volunteers
Let’s make this National Volunteer Week memorable for your organization! Here are some ideas:

Volunteer Recognition Events:
Host an award ceremony to honor outstanding volunteers.
Organize an appreciation dinner where employees can relax, share stories, and connect.
Create a volunteer spotlight on your website or social media, featuring individual volunteers and their impactful work.

Personalized Thank-You Notes and Gifts:
Send heartfelt thank-you notes to each volunteer, acknowledging their specific contributions.
Consider small tokens of appreciation, such as gift cards, company-branded merchandise, or personalized mementos.

Share Success Stories:
Use your organization’s blog or newsletter to highlight volunteer success stories. Show how their efforts have transformed lives or improved the community.
Interview volunteers and capture their experiences. People love reading about real impact!

Collaborate with Other Organizations:
Partner with local businesses or nonprofits for joint volunteer projects. Strengthen community bonds by working together.

Remember, National Volunteer Week isn’t just about celebrating the past—it’s about inspiring future acts of kindness. Let’s recognize our employee volunteers, express our gratitude, and continue making a positive difference in the world!

Oregon Family Medical Leave: Reminder Deadline May 1st

Employee notice due May 1, 2024

Attention all organizations with 25 or more employees in Oregon! Senate Bill 999 mandates a crucial change regarding the Oregon Family Leave Act benefit year. Effective July 1st, 2024, the benefit year will align with Paid Leave Oregon Insurance, shifting from existing options. This change impacts the start of the benefit year, which will now commence the Sunday preceding the first date of qualifying leave. Remember, you must notify your employees at least 60 days prior to this transition.

Furthermore, Senate Bill 1515 will also come into effect on July 1st, 2024, introducing significant revisions to the types of leave protections under OFLA. These changes necessitate careful deliberation on how to adapt existing policies and procedures. We understand that implementing the revisions from Senate Bill 1515 might not be feasible before the notification deadline for the benefit year change. Hence, your organization may need to approach this as a two-step process of change.

If you require assistance with navigating these updates or any other matter, please don’t hesitate to reach out. Time is of the essence, and we’re here to help you smoothly transition through these legislative changes.

You may want to participate in one of our upcoming webinars:

Oregon Family Medical Leave Act – 2024 Changes

Monday, May 13th, 2024: 9:00am – 10:30am
Thursday, May 23rd, 2024: 3:30pm – 5:00pm
Thursday, June 6th, 2024: 8:30am – 10:00am

Recognizing Our Clients: 100 Best Companies to Work for in Oregon

We are excited to celebrate our clients who have been recognized by Oregon Business Magazine’s 100 Best Companies to Work for in Oregon.

SMALL COMPANIES (15-34 employees)

13. Percipio Consulting Group

14. Davidson Benefits Planning – An Alera Group Co.jdkfldjfkdljfldfj

LARGE COMPANIES (more than 100 employee)

5. Sunriver Resort

8. LMC Construction

9. Perlo Construction

13. Aldrich

20. R&H Construction

23. Turner Construction

28. Pacific Landscape Management

32. Whitaker Ellis Builders

MEDIUM COMPANIES (35-99 employees)

1. Steele Electric

4. Oregon Restoration

7. Lorentz Bruun Construction

20. Hagan Hamilton Insurance Solutions

34. Douglas Fast Net

International Goof Off Day: Embrace the Playful Side of Work!

Picture this: you’re at work, surrounded by the usual hustle and bustle of deadlines, meetings, and emails. But wait, something’s different today. There’s a sense of mischief in the air, a contagious wave of silliness that seems to be spreading from cubicle to cubicle (screen to screen). What’s going on, you ask? Well, my friend, it’s none other than International Goof Off Day!

March 22nd marks a special occasion on the calendar when we’re encouraged to embrace our inner goofball and inject a healthy dose of playfulness into our daily routines. Now, before you start envisioning chaos and productivity plummeting faster than a lead balloon, let me assure you, there’s a method to this madness.

First and foremost, let’s establish some ground rules. While International Goof Off Day is all about having fun, it’s essential to do so responsibly and respectfully. We’re not advocating for reckless behavior or anything that could jeopardize your job or the well-being of your colleagues. So, let’s keep it light, folks!

Here are a few lighthearted ways to celebrate without risking a visit from HR or the need for a lawyer on speed dial:

1. Dress-Up Day: Who says you can’t wear a silly hat or rock a funky pair of socks to the office? Encourage your team to embrace their inner fashionistas and come dressed in their most outrageous attire. Just remember, there’s a fine line between quirky and questionable, so use your judgment wisely.

2. Desk Decorating Contest: Channel your inner crafter and transform your workspace into a whimsical wonderland. From paper streamers to inflatable unicorns, let your creativity run wild. Bonus points for incorporating inside jokes or hilarious memes into your decor.

3. Screen Background Shenanigans: Get creative with your virtual backgrounds during video calls. From tropical beaches to outer space, there are endless possibilities for goofy backdrops that are sure to get a chuckle out of your coworkers.

4. Meme Madness: Create a dedicated channel or thread for sharing memes and funny photos. Whether it’s the latest viral sensation or an old classic, a well-timed meme can brighten anyone’s day.

5. Office Olympics: Break out the mini basketball hoop or set up a makeshift ping pong table for some friendly competition. Organize a series of wacky challenges like chair racing or paper airplane contests to see who will emerge victorious as the office champion.

6. Goofy Awards Ceremony: Take a break from the daily grind and host a lighthearted awards ceremony to recognize your colleagues’ quirkiest quirks and goofiest antics. Categories could include “Most Likely to Trip Over Their Own Feet” or “Master of Office Pranks.”

7. Pun-tastic Puns: Challenge your team to a battle of the puns and see who can come up with the most groan-worthy wordplay. Whether it’s swapping out serious meeting titles for pun-tastic alternatives or engaging in a pun-off during lunchtime, let the puns fly freely.

Remember, the goal of International Goof Off Day isn’t to shirk responsibilities or undermine the importance of your work. It’s about fostering camaraderie, boosting morale, and infusing a sense of joy into the daily grind. So, go ahead, embrace the silliness, and let your inner goofball shine!

Just be sure to return to your regularly scheduled programming once the day is done, and if you’re unsure about whether a particular prank or activity crosses the line, it’s probably best to err on the side of caution. After all, we want to keep the laughter flowing without any unintended consequences.

So, mark your calendars, spread the word, and get ready to celebrate International Goof Off Day in style. Who knows, you might just discover that a little bit of goofiness is the secret ingredient to a happier, more productive workplace. Now, if you’ll excuse me, I have a date with a rubber chicken and a whoopee cushion. Happy goofing, everyone!

Prioritizing Employee Well-being: A Vital Imperative on World Health Day

As we celebrate World Health Day on April 7, 2024, it’s imperative to turn our focus towards the well-being of the workforce, the lifeblood of every organization. Over the years, the importance of prioritizing employee well-being has gained significant recognition, not just as a moral obligation but also as a strategic imperative for businesses aiming for sustainable success.

In recent years, many employers have taken significant strides in prioritizing employee well-being, recognizing that a healthy and engaged workforce is crucial for organizational success. Some commendable initiatives include:

1. Flexible Work Arrangements: Forward-thinking companies have embraced flexible work arrangements, allowing employees to better balance their professional and personal lives. Remote work options, compressed workweeks, and flexible hours contribute to reduced stress and increased job satisfaction.

2. Mental Health Support: Employers have begun to destigmatize mental health issues by implementing comprehensive support programs. These may include employee assistance programs (EAPs), access to counseling services, and mental health days off.

3. Health and Wellness Benefits: Many organizations now offer robust health and wellness benefits, such as subsidized gym memberships, nutrition counseling, and wellness challenges. These initiatives promote physical fitness and overall well-being among employees.

4. Workplace Culture: Cultivating a supportive and inclusive workplace culture is paramount. Companies that prioritize diversity, equity, and inclusion create an environment where employees feel valued, respected, and empowered to thrive.

While progress has been made, there’s always room for improvement. Employers can further enhance employee well-being by considering the following initiatives:

1. Regular Health Screenings: Encourage employees to prioritize their health by offering onsite health screenings for conditions like blood pressure, cholesterol, and diabetes. Early detection and intervention can prevent serious health issues down the line.

2. Promoting Life Balance: Strive to create a culture that values life balance by setting clear boundaries around working hours, encouraging employees to take regular breaks, and minimizing unplanned interruptions through thoughtful planning.

3. Flexible Benefits Packages: Tailor benefits packages to meet the diverse needs of employees and revisit employees needs regularly. Offer a range of options for healthcare coverage, retirement savings plans, and other perks to accommodate different lifestyles and preferences.

4. Promoting Physical Activity: Organize group fitness activities, walking meetings, or lunchtime yoga sessions to encourage employees to stay active throughout the workday. Physical activity not only improves physical health but also enhances mood and productivity.

5. Encouraging Open Communication: Foster a culture of open communication where employees feel comfortable expressing their concerns and seeking support when needed. Regular feedback or suggestion sessions can provide valuable insights into employee well-being.

On this World Health Day, let’s reaffirm our commitment to prioritizing employee well-being. By investing in the health and happiness of our workforce. Lay the foundation for a thriving and resilient organization, where employees can reach their full potential and contribute to collective success. Remember, a healthier workforce paves the way for a healthier future for us all.

Flexible Work Week

Question:
“Our organization has moved to a flexible work week for all employees. We want to remove references to all work schedules, schedule types, and organization hours in our handbook. Can you help with that?”

Our first step is to identify the goals and associated considerations without jumping to solutions.

Apparent goal(s):

Align the new flexible work week policy with handbook.

Associated Considerations:

The Fair Labor Standards Act (FLSA) – Overtime requires employees to accurately track their hours worked, including any overtime hours if applicable. Non-exempt employees must be compensated for all hours worked in accordance with FLSA guidelines. Is there an alternative place where employees are provided with notice of the workweek? (Workweek = Seven consecutive 24-hour periods that will be used to determine overtime pay.)
The Fair Labor Standards Act (FLSA) – Travel Time, work-related travel time that occurs during an employee’s regular working hours is generally considered compensable work time and must be paid accordingly. If all reference to work schedules is removed, how will this be determined?
The Family Medical Leave Act (FMLA), and many other state specific provisions, require each qualifying employer to provide a qualifying employee 12 weeks (or some other amount) of protected time for certain mental or physical conditions as well as those of certain family members. To determine what 12 weeks means for each qualifying employee you would typically multiply the employee’s regular weekly work hours by the number of weeks in the 12-week period. For example, if the employee’s regular work schedule is 40 hours per week, and the 12-week period consists of 12 consecutive weeks, you would calculate: 40 hours/week * 12 weeks = 480 hours. This is particularly important when an employee qualifies for intermittent leave. How will the regular weekly hours be identified and where will employees be notified of this process?
Paid Time Off (PTO) or other discretionary paid time provisions (holiday pay, sick time in addition to that which is protected, vacation time, or compensatory time) are typically based on accrual on hours worked and/or seniority or are front loaded based on forecasted hours or full time equivalent (FTE). These offerings also have provisions for when these must be used and the impact on pay and benefits. Where will these requirements be made known?
The Affordable Care Act and benefit offering to full-time employees (someone who works, on average, at least 30 hours per week or 130 hours per month). Most health insurance benefit offerings have a “hours worked” or “days in employment” requirement which starts the process of offering insurance to an employee. If there are no defined work schedules and your current policies are based on hours worked, amendments may be needed in your health benefits contract and appropriate notice will need to be provided to your employees.
Other considerations may be found in areas such as Performance Evaluations, Bonuses, Workload Distribution, and Compliance Reporting.

The Answer:
Yes, we can help with the alignment of your new policy to existing policies and processes. However, this is not an editing exercise. This is an exploration of how the goal(s) impact other legal requirements and important aspects of the existing employment relationship. Followed by clear communication with managers and employees about the changes that will be made in support of the goal.

Celebrating National Social Work Month: Recognizing the Unsung Heroes

It’s time to shine a spotlight on the unsung heroes of our society – social workers and counselors. March is designated as National Social Work Month, a time to honor and celebrate the invaluable contributions of these dedicated individuals who work tirelessly to improve the lives of others. This year, let’s not only recognize their commendable efforts but also emphasize the critical need for employers to acknowledge the essential role of balance for employees in these emotionally taxing roles.

Social workers and counselors play a pivotal role in our communities, providing support, guidance, and resources to individuals and families facing a wide range of challenges. From mental health issues to substance abuse, from homelessness to domestic violence, these compassionate employees offer a lifeline to those in need. Their work often goes unnoticed, yet its impact is profound and far-reaching.

Here are some typical types of work accomplished by social workers and counselors:

1. Mental Health Support: Social workers and counselors provide counseling and therapy to individuals struggling with various mental health disorders, including depression, anxiety, bipolar disorder, and PTSD.

2. Case Management: They assist clients in accessing essential services and resources such as housing assistance, healthcare, financial aid, and legal support.

3. Child Welfare: Social workers play a critical role in ensuring the safety and well-being of children by investigating allegations of abuse or neglect and providing interventions to protect vulnerable children.

4. Substance Abuse Treatment: Counselors work with individuals struggling with addiction, offering therapy, support groups, and resources to help them overcome substance abuse disorders.

5. Crisis Intervention: Social workers and counselors are often called upon to provide immediate support and intervention during crises such as natural disasters, accidents, or instances of violence.

6. Advocacy: They advocate for social justice and equality, fighting against discrimination, oppression, and systemic injustices that impact marginalized communities.

7. School Counseling: Counselors work in educational settings, providing support and guidance to students facing academic, social, or emotional challenges.

Despite the essential nature of their work, social workers and counselors often face immense challenges and pressures, both professionally and personally. The nature of their roles exposes them to high levels of stress, compassion fatigue, and burnout. Yet, all too often, the importance of self-care and life balance is overlooked in these fields.

Employers have a crucial role to play in supporting the well-being of their social work and counseling staff. Recognizing the emotionally demanding nature of their roles, employers should prioritize implementing policies and practices that promote self-care, resilience, and balance. This may include providing access to counseling services, offering flexible work arrangements, and fostering a supportive work environment where staff feel valued and appreciated.

As we celebrate National Social Work Month, let’s not only honor the dedication and commitment of social workers and counselors but also commit to supporting their well-being and recognizing the essential need for balance in their emotionally taxing roles. After all, by taking care of those who care for others, we ultimately strengthen the fabric of our communities and ensure that everyone has the opportunity to thrive.

Celebrating Innovation and Ingenuity: National Engineers Week

Every year, during the third week of February, the United States celebrates National Engineers Week, a time dedicated to honoring the contributions of engineers to society and inspiring future generations to pursue careers in engineering. From groundbreaking innovations to transformative technologies, engineers play a crucial role in shaping the world we live in today. Let’s delve into the history of National Engineers Week, explore lesser-known but significant achievements in the field over the past decade, and discuss practical ways organizations and co-workers can honor engineering employees.

History of National Engineers Week:

National Engineers Week, also known as EWeek, was first established in 1951 by the National Society of Professional Engineers (NSPE). It began as a way to increase public understanding and appreciation of the engineering profession while promoting STEM (Science, Technology, Engineering, and Mathematics) education. Since then, National Engineers Week has grown into a nationwide celebration, featuring various events, activities, and outreach programs aimed at showcasing the importance of engineering in our daily lives.

Notable Achievements in Engineering in the United States in the Last 10 Years:

1. Development of Soft Robotics: Soft robotics is an emerging field that focuses on creating robots with flexible and adaptable structures, inspired by biological systems. Engineers like Rebecca Kramer-Bottiglio from Yale University have made significant contributions to this field, developing soft robotic devices capable of performing delicate tasks in medical, industrial, and environmental settings. These innovations have the potential to revolutionize industries such as healthcare, manufacturing, and exploration.

2. Advancements in Biomedical Engineering: Biomedical engineers like Jordan Miller from Rice University have pioneered new techniques for 3D bioprinting, allowing the fabrication of living tissues and organs with unprecedented precision and complexity. This technology holds promise for regenerative medicine, drug discovery, and personalized healthcare, offering new solutions to complex medical challenges and improving patient outcomes.

3. Development of Energy Harvesting Technologies: Engineers like Cary Pint from Vanderbilt University have been instrumental in developing energy harvesting technologies that harness ambient sources of energy, such as vibrations, heat, and light, to power electronic devices. These innovations have the potential to reduce reliance on traditional power sources, improve energy efficiency, and enable the deployment of autonomous sensors and wearable devices in remote or resource-constrained environments.

Practical Ways to Honor Engineering Employees:

1. Recognition and Appreciation: Organizations can recognize the hard work and dedication of engineering employees through awards, ceremonies, or public acknowledgments. Highlighting their contributions to projects, innovations, or problem-solving can boost morale and foster a culture of appreciation within the workplace.

2. Professional Development Opportunities: Providing opportunities for continuous learning and skill development is crucial for engineering employees to stay updated with the latest technologies and advancements in their field. Organizations can offer training programs, workshops, or mentorship opportunities to support their professional growth and career advancement.

3. Community Engagement and Outreach: Encouraging engineering employees to participate in community outreach programs or mentorship initiatives can help inspire the next generation of engineers. By sharing their knowledge, expertise, and passion for engineering, employees can make a positive impact on their communities while fostering a sense of pride in their profession.

National Engineers Week serves as a reminder of the invaluable contributions of engineers to society and the importance of nurturing future talent in the field of engineering. By celebrating achievements, recognizing engineering employees, and promoting STEM education, we can inspire innovation, drive progress, and build a brighter future for generations to come. So, let’s take this opportunity to thank and honor the engineers who continue to shape the world with their creativity, ingenuity, and dedication.

International Women’s Day is March 8, 2024: Empowering and Recognizing Women in the Workplace

International Women’s Day, celebrated annually on March 8th, serves as a global platform to acknowledge the achievements and contributions of women throughout history. It is a day to honor the progress made in gender equality and to reflect on the challenges that persist. In 2024, the focus is on women in the workplace, highlighting their triumphs, advocating for equal opportunities, and recognizing the advancements that have occurred over the past 30 years.

The roots of International Women’s Day trace back to the early 20th century when the labor movement and feminist activism gained momentum. The day became officially recognized by the United Nations in 1977, but its origins can be linked to the struggles of women in the workforce, demanding better working conditions, equal pay, and the right to vote.

Empowering Women in the Workplace: 5 Modern Achievements

1. Breakthroughs in STEM Fields:
Over the last 30 years, women have made significant strides in science, technology, engineering, and mathematics (STEM) fields. Breaking the gender barrier, women have excelled in traditionally male-dominated professions, contributing to groundbreaking discoveries and technological innovations. For instance, women like Dr. Jennifer Doudna, co-inventor of CRISPR gene-editing technology, and Dr. Katie Bouman, who played a pivotal role in capturing the first image of a black hole, have become influential figures in STEM.

2. Leadership in Corporate Boardrooms:
The push for gender diversity in corporate leadership has seen remarkable progress in recent decades. Women are now occupying executive roles and board seats in major companies, challenging the glass ceiling. Notable figures such as Mary Barra, CEO of General Motors, and Ginni Rometty, former CEO of IBM, have shattered stereotypes and demonstrated that women can lead successfully in the corporate world.

3. Global Movements for Equality:
The #MeToo movement, initiated in 2006 but gaining global prominence around 2017, has empowered women to speak out against sexual harassment and discrimination in various industries. This movement has sparked conversations about workplace culture and led to increased awareness and accountability. Women are now more vocal about their rights, fostering an environment where perpetrators are held accountable for their actions.

4. Entrepreneurial Success:
The rise of female entrepreneurs has been a defining feature of the past few decades. Women have been breaking into traditionally male-dominated sectors, launching successful startups, and making significant economic contributions. Entrepreneurs like Oprah Winfrey, Sara Blakely (founder of Spanx), and Arianna Huffington (founder of The Huffington Post) have not only built successful businesses but have also become role models for aspiring women entrepreneurs worldwide.

5. Political Leadership and Representation:
In the political arena, women have achieved unprecedented success in the past 30 years. Several countries have witnessed the election of female heads of state, breaking the political glass ceiling. Examples include Angela Merkel, who served as the Chancellor of Germany for 16 years, and Jacinda Ardern, the Prime Minister of New Zealand, who has been praised for her leadership, especially during times of crisis.

As we commemorate International Women’s Day in 2024, it is crucial to recognize the progress made in empowering women in the workplace. The achievements of the past 30 years illustrate that barriers are being dismantled, and women are increasingly taking on influential roles across various fields. However, there is still work to be done to ensure true gender equality. By acknowledging the accomplishments of women and advocating for continued progress, we contribute to a more inclusive and equitable future for all.