The U.S. State Department has begun issuing layoff notices to over 1,300 employees, including 246 foreign service officers and 1,107 civil servants, as part of a major workforce reduction. The affected staff will face administrative leave and separation periods before losing their positions. This move aligns with the Trump administration's broader initiative to shrink the federal government and streamline operations, targeting non-core and redundant roles within the department. Full Story: The Washington Post (7/11),The Associated Press (7/11),Fox News (7/11)
Recruiting & Retention
What you can do to support neurodivergent employees Employers can create a neuroinclusive workplace by establishing neurodiversity employee resource groups, adjusting meeting formats and making physical workplace adjustments, writes Spencer Stuart consultant Veena Marr, who co-hosted a London Tech Week event that focused on the issue. "Senior leaders must not flinch from neuroinclusion and instead make it a core part of their business strategy," writes Marr, who adds people with autism, ADHD, dyslexia and other neurodivergences can overcome challenges related to organizing, planning and time management. Full Story: Spencer Stuart (7/2025)
Bill addresses retirement planning for gig workers Sens. Bill Cassidy, R-La., Tim Scott, R-S.C., and Rand Paul, R-Ky., have introduced legislation to improve retirement security for gig workers. The package includes the Independent Retirement Fairness Act, which would allow gig workers to participate in pooled employer plans, and the Modern Worker Empowerment Act, which aims to clarify worker classification. The bills also propose health care access through Association Health Plans. Full Story: PlanSponsor (7/9)
The HR Leader
Study examines link between belonging and achievement The research emphasizes that a critical aspect of inclusion is the feeling of belonging -- where individuals believe their unique contributions are valued and they can fully participate. The study finds that when students and employees perceive their organization values diversity and equity, their sense of belonging increases. This heightened belonging is linked to improved motivation, achievement, and reduced desire to leave. Full Story: Nature (7/2)
Welcome to Friday Faves! Every Friday, I spotlight books, podcasts, articles, email newsletters, documentaries or other content pieces that I enjoy. I also share suggestions that I get from you. Got a favorite for your peers? Send it to me. I may include it here for a future column. Are belonging and "fitting in" the same thing? Do we want workplaces where everyone feels they belong, that they can be themselves, and that it won’t negatively affect their tasks and roles? Or is there a line where support for belonging ends and other priorities -- like “fitting in” -- become more important? And if so, is this okay -- morally and legally? Let’s say your company is launching a new marketing campaign to promote its social media presence. Your marketing team is doing video interviews with department heads and using the videos to engage followers in discussions. When you see the final video product, you realize that two department heads are missing and one non-manager has been added. Puzzled, you ask about the change. The two department heads are highly skilled and intuitive about the industry. They had been expecting to be in the interviews. The non-manager was a better fit for the messaging, you’re told. After some discussion, you realize that the two department heads were axed because they did not fit the “look” marketing wanted -- attractive, energetic, youthful. Industry knowledge was less important because they could give the non-manager a script, the marketers said. You are unhappy with the decision, but you tow the manager line. You tell the department heads about the change, cloaking it with a “They pivoted the strategy” message, but they see through it. Understandably, they are surprised and insulted. And concerned. You can see the question in their eyes: “Will this decision-making become standard? Will my skills matter less than my physical and social appearance? If I don't 'fit' will I lose other projects?" Today’s HR Leaders story -- and Friday Fave -- looks at this question of belonging and employee motivation. It’s a long read, but a good one. Belonging is part of inclusion, which is defined as “an individual feeling belonging in their organizational environment, that their unique skills, abilities, and contributions are valued, and that they can fully participate in the organization. Today’s organizations create policies, programs and committees all aimed at fostering inclusion and belonging. But are these efforts just lip service and window dressing? Do our real-world practices truly support all employees contributing? Or, do we change direction when inclusion doesn’t fit the goal? I don’t pretend to know the answer. I am looking for your input. Talk to me -- let me know your thoughts! Do you enjoy this brief? Share it with others. Want different stories? Something about it bug you? Tell me. In the words of Frasier Crane, “I’m listening.”
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