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Stop Listening to YouTubers, Start Listening to Data — Gamers Want Diversity.

Gaming industry faces discourse from narrow-minded trolls pushing exclusive narratives.
Demographic data reveals diversity support among global gamers contradicting anti-diversity sentiments.
Studies show majority agreement on importance of featuring diversity in video games.
Future of gaming is inclusive to all, despite vocal minority trying to dictate otherwise.

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Disney initiates another round of layoffs amid global restructuring push

The Walt Disney Company has begun a new round of layoffs impacting various departments across its global workforce.
Departments affected include film and television marketing, casting, publicity, development, and corporate finance.
The job cuts are part of Disney's efforts to streamline operations and refocus on streaming services.
The cost-saving plan, overseen by CEO Bob Iger, aims to save $7.5 billion after a restructuring process.
Unlike previous layoffs, the current cuts are targeted and focused on trimming roles across different units.
Disney aims to retain key talent while redirecting resources to high-growth areas like streaming content and technology.
The company is adapting to changes in the media landscape and rising production costs.
In March 2025, about 200 roles were cut at ABC News and other entertainment divisions.
Disney plans to increase hiring in product and technology areas amidst the layoffs.
These shifts reflect a long-term transformation to enhance agility, cost-efficiency, and digital growth.
The entertainment industry is facing challenges as consumer habits evolve and costs increase.
Disney aims to position itself for sustained growth in the competitive entertainment sector.
The company is undertaking a strategic overhaul to stay competitive and adjust to changing market dynamics.

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Goldman Sachs rolls out AI assistant across workforce

Goldman Sachs has launched GS AI Assistant for its 46,000 employees to boost productivity.
The AI assistant uses large language models like GPT-4 and Google's Gemini.
It assists in tasks like drafting research notes, replying to queries, and translating documents.
Employees in the pilot program reported increased efficiency and time-saving benefits.
The tool is integrated into Goldman Sachs' proprietary software for easy access to firm-specific knowledge.
The AI assistant rollout aims to enhance the productivity of various personnel at the bank.
Other AI tools in Goldman Sachs' toolkit include Banker Copilot and Translate AI.
Goldman Sachs' move follows a trend of financial institutions implementing AI to streamline operations.
Firms like Morgan Stanley and JPMorgan Chase are also investing in similar AI tools.

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Texas farms shut down; impact of immigration raids on US agriculture grows

Immigration raids in Texas have caused a mass exodus of workers, leading to the shutdown of many farms overnight.
This has resulted in unharvested crops, unattended livestock, and left farm owners in a dire situation, potentially impacting the national food-supply chain.
The enforcement actions have particularly affected rural communities in Texas, where a significant portion of the agricultural workforce is comprised of migrant labor.
Some farms have seen entire crews leaving abruptly, disrupting essential farming activities like planting, harvesting, and livestock care.
The repercussions extend beyond Texas, causing concerns about supply shortages nationwide due to unfinished agricultural tasks.
Smaller farmers may face financial difficulties as they struggle to automate or replace their workforce promptly.
The shortage of skilled labor could lead to long-term damage to agricultural output and quality.
Rural towns dependent on farm economies are also feeling the impact, with a decline in business activity affecting local stores and service providers.
Farmers in other states are anxiously observing the situation, fearing similar consequences as they rely on similar labor sources.
The overarching concern is that the effects of immigration enforcement actions could have far-reaching national implications in the future.

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US House bans WhatsApp on government devices over security concerns

The US House of Representatives has forbidden the use of WhatsApp on government-issued devices due to security and data-privacy worries.
The ban affects numerous congressional employees who heavily rely on the messaging app for daily communication.
The decision followed security concerns raised by the Office of Cybersecurity regarding WhatsApp's data-protection protocols and encryption transparency.
Employees are instructed to uninstall WhatsApp from all official devices, with checks to ensure compliance.
This move comes amid Meta facing an antitrust lawsuit over its acquisitions, possibly indicating tighter control over communication tools by the US government.
While WhatsApp states it uses end-to-end encryption, concerns were raised about metadata handling and data sharing on the platform.
Issues like inadequate encryption for stored messages and monetization through ads raised red flags for government communications.
The ban underscores increasing worries about digital privacy, particularly in platforms owned by companies under regulatory scrutiny.
It highlights the evolving cybersecurity landscape and the necessity for strict communication protocols within government entities.

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HRKatha

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Marriage leave among other HR reforms for Sharjah government employees

The Government of Sharjah has introduced a new human-resources decree focusing on employee welfare and workplace modernization.
Government employees in Sharjah are now entitled to an eight-day paid marriage leave, a first-of-its-kind initiative.
Female government employees can now avail care leave after delivery for up to three years.
A part-time work system has been introduced in government departments to provide more flexibility.
The decree emphasizes the priority of appointing UAE citizens and children of female citizens to government roles.
A new classification system, structured under Grade A-B format, has been established for government departments.
A veterinary framework has been introduced to improve public-health services and animal care infrastructure.
These reforms demonstrate Sharjah's dedication to supporting families, empowering local citizens, and enhancing government efficiency.
Sharjah aims to create a more resilient and inclusive work environment by prioritizing employee wellbeing.
The new decree aligns human-resource practices with evolving employee needs and societal priorities.

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Zepto under fire; former employee exposes food- safety issues

Zepto, the Indian quick commerce firm, is facing backlash over unhygienic operations and food-safety violations.
Maharashtra’s FDA suspended Zepto’s food business license for the Dharavi hub due to alarming violations.
FDA inspection revealed issues like fungus-infected food items, poor sanitation, improper cold storage, and expired stock.
A former Zepto employee's viral Reddit post highlighted disturbing working conditions and alleged malpractices.
The post mentioned monsoon flooding causing gutter water in a warehouse where groceries were packed.
Allegations of rotten produce, expired dairy items, and inadequate safety measures were raised.
Online reactions criticized Zepto, with users sharing their negative experiences.
Consumers reported receiving spoiled goods and facing delayed deliveries.
Zepto will need to restore consumer trust after such allegations.
Regulatory scrutiny is expected to increase, and consumers may prefer platforms with better quality control.
The incident has put Zepto's compliance with food safety protocols under the spotlight.
The company will have to take steps to address the concerns raised and improve its operations.
Public backlash might impact Zepto's standing in the competitive quick commerce sector.
The exposure of food-safety issues could lead to long-term consequences for Zepto's reputation.
The company's response and actions following these allegations will be crucial in rebuilding trust.
Consumers are likely to demand more transparency and accountability from Zepto and similar services.
The incident serves as a reminder of the importance of maintaining high standards in the food delivery industry.

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HRKatha

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How corporate culture change dies a thousand small deaths

Corporate culture change often fails not due to overt resistance, but through subtle neglect and passive sabotage by employees who fear losing control or relevance within existing systems.
Quiet saboteurs, without realizing it, resist change by sticking to old habits, favoring comfort over curiosity, and subtly influencing others to do the same.
Leaders, tasked with driving change, can unknowingly become obstacles if they fail to understand behavioral science and rely on superficial strategies like updating vision statements or launching campaigns.
Systems designed to support change can backfire by turning meaningful work into performative actions focused on measurable outcomes, discouraging innovation and experimentation.
Culture change often gets reduced to talking about it rather than actually implementing behavioral changes that demand unlearning and honest self-reflection from leaders.
Organizational transformation frequently falls into the trap of prioritizing performance over real change, leading to the triumph of safe mediocrity over messy innovation.
To achieve real culture change, organizations must confront quiet saboteurs with awareness, encourage honest reflection, and create systems that value vision over mere visibility.
Leaders need to embrace the messiness and discomfort of transformation, unlearn old patterns, and understand that genuine change requires courage, persistence, and conscious effort.

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What’s the secret to a more innovative workforce? New research points to LGBTQ+ inclusion

New research indicates that LGBTQ+ inclusion in the workplace is linked to increased innovation performance.
A study by Aalto University and the University of Vaasa showed that LGBTQ-friendly corporate policies lead to more patents that are widely cited and of higher quality.
Organizations with progressive LGBTQ+ policies exhibit higher innovation quality, including patent originality, generality, and internationality.
An increase in an organization's Corporate Equality Index (CEI) score correlated with a 20% rise in patents and a 25% increase in patent citations.
Progressive HR policies have been found to enhance employee wellbeing, retention, and profitability, particularly in knowledge-driven organizations.
The researchers aim to explore specific LGBTQ-friendly policy components that are most related to financial and operational performance.
Practices like nondiscrimination policies, equal health benefits for transgender individuals, and partnerships with LGBTQ-supportive organizations are highlighted as impactful.
Inclusive policies support talent management by encouraging LGBTQ+ individuals to pursue advanced positions and stay in roles within organizations.
Authenticity in LGBTQ+ inclusivity is crucial, as superficial gestures are easily discerned in today's transparent environment.
Creating an inclusive culture requires genuine commitment at all levels of an organization, not just top management.
The research underscores the economic significance of LGBTQ-friendliness in driving growth and profitability through innovation.

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Medium

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How the Purge of DEI Will Negatively Affect the Business of Tech

A privileged individual, albeit part of the underrepresented minority in tech, worked hard to secure a seat at the table and faced challenges of being seen as a diversity checkbox.
DEI initiatives, while sometimes feeling disingenuous, aim to broaden talent pools and promote fairness rather than exclusion.
Systemic inequalities, starting in childhood, are perpetuated by unequal funding in schools and a lack of diversity in curricula, shaping unconscious biases and hindering opportunities.
Corporate DEI efforts counteract unconscious biases in decision-making, supporting marginalized groups' career advancement and reducing pay gaps, as shown in a 2022 AAUW study.
Tech companies benefit from diverse teams, leading to more innovative products that cater to a global audience, ensuring competitiveness in the market.
The rollback of DEI initiatives could hinder accessibility efforts crucial for serving all populations, risking market exclusion globally, like with the EAA's standards in the EU.
Accessibility features have historically led to mainstream innovations, and companies deprioritizing accessibility may lose out on market reach and user experience enhancements.
Failure to prioritize accessibility could lead to rushed solutions, technical debt accumulation, and decreased inclusive innovation within U.S. tech firms.
Disbanding DEI initiatives threatens America's tech competitiveness, innovation, and consumer inclusivity, emphasizing that diversity is essential for business success.

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Roadsonline

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Winners announced for 2025 Women in Industry Awards

The 2025 Women in Industry Awards recognized and celebrated women in Australia's manufacturing, mining, engineering, transport, energy, and construction sectors.
The awards event took place in Melbourne and honored women driving change in male-dominated sectors.
Winners represent excellence and leadership across various industries, fostering inclusive workplaces.
Key winners include Tammy O’Connor as Woman of the Year and in Business Development at KingKira Group.
Other winners include Eileen Breen, Tash Fee, Mandeep Singh, Jennifer Clements, Kirryn Crossman, Stacey Daniel, Naomi Elliott, Isolde Piet, Suzanne Shipp, and Becky May Felstead.
Tammy O’Connor's leadership in mining and civil construction earned her the Woman of the Year title and Business Development Success award.
She emphasized the importance of women leading differently and inspiring future generations to break traditional boundaries.
The awards highlight women breaking barriers and paving the way for future generations, showcasing technical excellence, courage, resilience, and leadership.
The Women in Industry Awards are hosted by Prime Creative Media and supported by industry partners advancing gender equality and innovation.

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HRKatha

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Gratuity benefits extended to unified pension scheme

The Union government has extended gratuity benefits to those covered under the Unified Pension Scheme (UPS), aligning it more closely with the Old Pension Scheme (OPS).
Central government employees under UPS are now eligible for gratuity payouts under the Central Civil Service Rules, offering financial reassurance at retirement or in case of death.
This move follows appeals by staff unions to match NPS-linked schemes with OPS benefits, providing employees under UPS with up to Rs 25 lakh in gratuity.
The Unified Pension Scheme, combining NPS and OPS features, includes a guaranteed monthly pension and a minimum pension amount for qualifying employees.
Government employees contribute 10% of their salary plus DA, while the government's contribution now stands at 18.5%, higher than under NPS.
Families of UPS-covered employees now have the option to revert to OPS in cases of death, incapacitation, or disability, if the option was previously chosen by the deceased.
This decision is seen as a progressive reform enhancing social security and retirement certainty, aiming to promote wider adoption of the UPS model.

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How entitlement is quietly reshaping the modern workplace

In corporate India, perks like flexible hours and elaborate amenities may have led to a workforce valuing presence over performance and tenure over achievement.
During the pandemic, lowered standards for praise and promotions created a culture of entitlement, blurring the link between effort and reward.
Entitlement has become a widespread issue, especially among younger employees, who expect recognition as a baseline and promotions as time-based entitlements.
Remote work has exacerbated entitlement, with employees valuing flexibility over visibility and missing out on mentorship opportunities.
Companies resort to elaborate perks to attract employees back, creating a cycle of entitlement that hampers productivity and innovation.
HR departments often yield to demands for equal treatment regardless of performance, leading to a culture of mediocrity and retention-at-all-costs mentality.
The solution lies in linking benefits to contribution, reinstating merit-based promotions, and implementing honest and frequent feedback systems.
Future workplaces should balance kindness with clarity, rewarding based on results and fostering accountability without sacrificing empathy.
The goal is to create resilient workplaces where recognition is earned, belonging is rooted in contribution, and excellence is encouraged without coddling.
The future of successful organizations lies in mastering a balance between care, challenge, support, and justifiable rewards.

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HRKatha

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TCS’ strict project-allocation policy to maximise workforce engagement

Tata Consultancy Services (TCS) introduces a new associate deployment policy.
Employees must be assigned to active projects for at least 225 business days a year starting 12 June.
The policy aims to increase utilisation rates and reduce unassigned time for associates.
Employees can have a maximum of 35 business days per year without project allocation.
Consequences for exceeding the unallocated days include limited career progression and reduced compensation.
TCS's Resource Management Group will match associates to projects based on skillsets and business needs.
Unallocated employees are expected to proactively seek new opportunities and dedicate time to upskilling.
Employees must complete mandatory and recommended training, attend physical sessions, and use AI-based tools for readiness.
Physical office presence is reinforced for smoother project assignments, with remote work exceptions only in emergencies.
Frequent short-term project allocations across multiple projects are discouraged.
TCS aims to align individual performance with business needs, promoting agility and continuous learning.
The company hopes to reduce bench time and build a more efficient and project-ready workforce.
The policy is part of TCS' strategy to enhance workforce engagement and efficiency.
TCS expects employees to be proactive in seeking project allocations and upskilling opportunities.
The emphasis on physical office presence is aimed at smoother project assignments and efficient workforce management.

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HRKatha

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How Raymond stitched tradition to transformation

Raymond, India’s oldest menswear manufacturer, is transitioning to compete in a changing market while preserving its traditional family-oriented culture.
The company, founded in 1925, evolved from a paternalistic setup to a more competitive environment after India's economic liberalization.
Raymond's diversification into real estate necessitated a shift to a startup mindset and entrepreneurial thinking.
Leadership development at Raymond focuses on a structured competency framework and targeted programmes for high-potential employees.
Adapting to a multigenerational workforce, Raymond emphasizes flexibility, autonomy, and trust in employee relations.
The company cautiously integrates AI and automation into HR processes, emphasizing human oversight over technological reliance.
Raymond's leadership requirements now prioritize transformation competencies, combining growth mindset, innovation, and collaboration.
Organizational resilience is a core value at Raymond, translating into employee resilience through leadership training and self-awareness.
Raymond's transformation story showcases challenges and successes in balancing tradition and innovation, with the market's verdict yet to be determined.
The company's ability to blend its heritage with modernization will be crucial in its sustainability and competitive edge amidst evolving markets.

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