It’s gonna be a tough road to financial freedom for millennials and their younger Gen Z colleagues: a Great Recession, a global pandemic and post-pandemic inflation woes, a student debt crisis, with paused repayments set to resume in a few months, and a sky-high housing market.

It shouldn’t surprise anyone that young adults (aged 24–35) expressed little hope for their golden years, according to a new Georgetown University and Bank of America survey.

Only 52% of young adults said they’re confident they’d be able to clock out for good at the age they’d like: 68% of young adults would like to retire before age 65, but only 44% think they’ll be able to.

Who retires at 65 anymore? What’s more fun than working full-time in retirement to fund your retirement? Probably most things, but 60% of those surveyed say they expect to rely on a full-time job as a source of income during retirement, while 63% expect to work a part-time job in those years.

Young people surveyed expect to rely on a number of income sources to cover retirement expenses, including 401(k)s, IRAs, Social Security benefits, passive income like rental or investment income, and selling stock.

Keep reading.—AD

The world of work is changing rapidly (no secret there), and employees are looking for fairer, more fulfilling positions.

Add the emergence of AI to this mix, and the recruitment industry is feelin’ more unpredictable than, well, ever.

Success comes down to doing more with less, and Indeed FutureWorks is the event with the tools and solutions to help you do it. This premier HR event includes opportunities to:

• explore relevant and interactive roundtable discussions
• network and join a growing community of global talent leaders
• discover the latest tech and techniques to make hiring and retaining top talent easier

Join Indeed FutureWorks in person from September 20–21 at the Georgia World Congress Center in Atlanta, or enjoy complimentary virtual access on September 21.

View the agenda and save your seat.

More than four out of 10 LGBTQ+ people have experienced non-inclusive behavior in the workplace, according to a new study from Deloitte.

Respondents reported experiencing a range of non-inclusive behaviors at work, including unwanted comments or jokes of a sexual nature, disparaging comments about their gender identity or sexual orientation, and being excluded from informal interactions or conversations.

LGBTQ+ people were most likely to report experiencing behaviors in the physical workplace, rather than a virtual environment. The findings add to a growing body of research that suggests employees from underrepresented communities have more positive experiences working from home.

Office downsides. Deloitte surveyed over 5,400 “non-Deloitte LGBT+ people who work in various sectors” worldwide in January and February. Sixty-one percent of respondents said they had experienced non-inclusive behaviors in a physical workplace, such as an office or factory, compared to 25% who said they’d experienced them while working virtually or online.

Respondents who are out about their sexual orientation with at least some colleagues were more likely to experience non-inclusive behaviors (45%) than those who are not (34%).

Even as many companies are requiring employees to work from an office on a more frequent basis, this study and others show experiences of in-person work may differ based on a worker’s race, gender, or sexual orientation.

Keep reading.—CV

Here’s this week’s edition of our Coworking series, in which we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

They say experience is the best teacher. For Kimberly Williams, the VP of people at Walker Advertising, previous HR experience at county governments, where she held top brass accountable to workplace policies, got her in “situations where I felt like by doing my job, I was almost putting my head on the chopping block.” She left the public sector and joined legal advertising agency Walker Advertising in September 2021, and is now using her expertise to help employees far and wide handle “discrimination and harassment” at their own companies. She’s even channeling her HR expertise to help the agency guide client law firms through expanding their labor and employment work and teaching people “how to sue their boss.”

What’s the best change you’ve made at work?

At a former organization, I walked into a space where a few privileged individuals had openly mistreated others. There was a culture of fear, and I could tell the prior HR chief had not held folks accountable. So, I started engaging leaders when violations occurred and explaining the risks of inaction. I initiated outside investigations into misconduct and to rebuild trust in our department. We began disciplining when investigators came back with findings and defended our decisions all the way to arbitration. With each action, more people came forward because they could trust in the process.

Keep reading.—AD

Today’s top HR reads.

Stat: The highest share of people working from home are economists and market researchers (68%), writers and authors (65%), and software developers (64%). (the New York Times)

Quote: “For them to be able to confidently go and start a conversation with their boss and say, ‘This is what I need,’ and know they have legal backing to actually have those accommodations…That makes a world of difference.”—Elizabeth Gedmark, VP of legal advocacy group A Better Balance, on the Pregnant Workers Fairness Act, which went into effect this week (MarketWatch)

Read: From psilocybin to ketamine to LSD, some are worried that tech industry drug use could put companies at risk. (the Wall Street Journal)

Save: Unexpected expense? That’s where emergency funds come in. Money Scoop teaches you why and how to save money for a rainy day. Check it out.

Workin’ it: Indeed FutureWorks is the premier HR event confronting the rapidly changing world of work with fresh tech, techniques, and solutions. Join in person from September 20–21 or enjoy complimentary virtual access by registering.*

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