The latest trends impacting workers
Most of the companies that made AI-related job cuts are now rehiring for roles they recently eliminated, according to a new Careerminds report.
Highlights from the survey of 600 HR professionals:
Two thirds of companies that made AI-related cuts have already rehired for at least a quarter of the roles they eliminated, and more than half did so within six months.
The financial case didn't hold up either: nearly 31% of companies spent more on rehiring than they ever saved from the cuts, and another 42% simply broke even.
The most common problem was that AI needed far more human oversight than expected, cited by more than half of HR leaders. A third said they lost critical skills and institutional knowledge they couldn't easily replace.
When asked whether the replacement of roles with automation reached expectations, one in eight (12.3%) of companies stated that the problems caused by the layoffs outweighed the ones they solved."
Over half of the roles that were cut could have been transitioned into different jobs instead, according to HR leaders. However, reskilling and redeployment were “never formally discussed” at 55% of the companies surveyed.
90% of HR leaders say they would approach AI-driven layoffs differently if they had the chance to do it over.
Read more via Careerminds, Washington Times, Human Resources Director
The gap between what men and women earn starts at 12% for workers just entering the workforce and widens to 25% for those with 30 years of experience, according to a Glassdoor analysis of millions of salary reviews.
"Women's earnings essentially stop growing in their late 30s, while men's continue to grow steadily throughout their 40s," the report found. The gender pay gap is the result of a combination of factors, including caregiving demands, promotion bias, and occupational differences, according to Glassdoor.
Early in careers, the pay gap is driven mostly by differences in the kinds of jobs men and women take, with male-dominated roles tending to pay more.
By the 10-year mark, roughly half the gap is explained by within-role differences, meaning women earn about 4% less than men in similar positions.
Women who never step back from their careers still find themselves earning considerably less than men of the same age by the time they reach age 50.
Women are significantly less likely than men to feel comfortable going after promotions, which contributes to slower advancement and wage growth over time.
Read more via Glassdoor
One-third of K-12 teachers are currently working a "second job outside of education," according to a new Gallup survey.
62% of all K-12 teachers say they do "additional work connected to education, such as coaching or tutoring," while 33% say they "have held a second job in the past year that is unrelated to teaching, such as ride-sharing, food service or running a side business."
More than a fifth of K-12 teachers say they are "finding it difficult to get by on their present household income."
52% of K-12 teachers say they are "just getting by." Only 28% report they are “living comfortably.”
Read more via Gallup
A new Monster survey of more than 800 full-time workers finds that long hours have become standard, even though most workers say the extra time doesn't actually improve their work.
73% of workers regularly exceed 40 hours a week, and 45% describe themselves as definitely workaholic.
80% say working beyond 40 hours doesn't improve the quality of their work, and 85% report negative mental or physical health effects from overworking.
Workplace culture is a bigger driver of overwork than personal ambition: 47% cited employer expectations or company culture as the top reason they overwork.
More than a third of workers feel very or extremely pressured to be available outside of scheduled work hours.
Read more via Monster
New research from Achievers Workforce Institute, based on surveys of more than 6,000 employees across multiple countries, finds a significant gap between how valued employees feel and how feeling more appreciated could impact output.
More than 67% of workers say they would increase their effort by at least 20% if their contributions were more frequently noticed.
Employees who feel appreciated are 2.5 times more likely to stay with their employer and 54 times more likely to report a strong sense of belonging.
Employees recognized weekly are 2.6 times more likely to describe themselves as operating at peak productivity.
Three groups show the largest recognition gaps: women (about half as likely as men to feel appreciated, fairly compensated, or supported in career growth), Gen X workers (least likely of any generation to receive weekly recognition or feel a sense of belonging), and healthcare workers (significantly less likely than average to feel valued by their managers).
Read more via Achievers Workforce Institute
