COMPLIANCE

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A class action lawsuit against HCM giant Workday is among the first highly anticipated AI-related cases working its way through the courts as more than 90% of companies use AI in their TA process, according to a recent Manpower Group report.

The class action lawsuit, Mobley v. Workday, was first brought against the company in early 2023, and alleges algorithmic bias in its hiring software used by its customers. At issue is whether or not Workday’s AI-powered hiring system disparately impacts applicants based on age, race, and other factors. The suit alleges Workday’s AI-powered hiring tools discriminate against people protected by Title VII of the Civil Rights Act and those protections ordered by the the California Fair Employment and Housing Act (FEHA).

The lawsuit argues disparate impact, that an employment practice can violate civil rights laws even if it appears neutral and there was no intent to discriminate.

For more on the lawsuit, and the takeaways for HR, keep reading here.—AD

      

Sponsored By LHH

If you’re like most companies, then you exit first and backfill later—and unfortunately, end up paying for it twice.

LHH is making the case for flipping that order. Yep, they’ve got a whole playbook on why you should focus on internal mobility by backfilling first and exiting later, backed by stats like:

• 73% of HR leaders say the fire and rehire cycle costs more than redeployment.
• 77% of HR leaders say they offer mobility programs, but only 19% of employees say they see them.
• 62% of employees say they lose confidence in leadership during restructuring, a risk strong mobility programs help offset.

The Make Internal Mobility the New Severance playbook even includes a five-step framework you can follow to turn mobility into a measurable, manager-led practice.

Talk to LHH about your mobility strategy.

COMPLIANCE

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The Equal Employment Opportunity Commission (EEOC) voted on July 21 to approve a proposal that would repeal EEO data reporting requirements on sex and race that have, for 60 years, helped identify and rectify discrimination in the workplace.

Equality advocates are worried. If finalized, the change would affect EEO-1 reporting (for employers with over 100 workers), a move that has been widely criticized by civil rights advocates who claim the lack of reporting could open up employers to legal liabilities and harm workers.

Employers play wait-and-see. T. Scott Kelly, shareholder and employment lawyer at Ogletree Deakins, told HR Brew that he is advising employer clients to wait before making any drastic changes to their data collection process, as some states, such as Colorado, have their own EEO-1 data requirements.

For more on the proposal, and what it would mean for HR, keep reading here.—KP

      

HR STRATEGY

Emily Parsons

Grief affects everyone differently.

That can make it hard for HR pros to guide employees through the grieving process, especially if they’ve never experienced loss themselves. But grief literacy training can help, according to Patricia Bravo, leadership development consultant and author of In the Room: When Grief Comes to Work.

Bravo sat down with HR Brew to share more about grief in the workplace.

For more from our conversation with Bravo, keep reading here.—MC

      

Sponsored By Paradox, a Workday Company

Less friction for your front line. If your hiring process is loaded down with friction, you’re probably losing some of your top candidates. Learn how to build a candidate-first front-line strategy at Workday’s Aug. 3 webinar. See how Workday helped Valvoline leverage AI to streamline their entire front-line experience.

work perks

Francis Scialabba

Today’s top HR reads.

Stat: Over 280,000 global aid workers have been jobless since the US cut its foreign aid funding last year. (AP News)

Quote: “If you cannot measure problems, you cannot address them, which is exactly why this EEOC is proposing to stop demographic data collections…Discrimination does not go away when you don’t assess it; it just makes it harder to prove.”—Deborah Vagins, SVP at the Leadership Conference on Civil and Human Rights, on the Trump administration’s latest attempt at ending workforce demographic data collection (Time)

Read: App-based ride-hailing and food-delivery companies, like Uber and DoorDash, are the top employers of workers who receive SNAP benefits. (the Washington Post)

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