Resources Archives | Page 16 of 17

Blog
Trust and blind faith are not the same
27/11/2019 - by Neta Meidav
More than two years after the #MeToo and #TimesUp movements put a global focus on workplace harassment, almost a…

Neta Meidav
Blog
Why open door policies are not speak up cultures
08/11/2019 - by Neta Meidav
No one in a position of seniority or with a stakeholding in a company culture would say their organization…

Neta Meidav
Blog
5 reasons why anonymous hotlines don’t work (and never have)
31/10/2019 - by Neta Meidav
While #MeToo started in the headlines, the movement has evolved to become something employers and regulators can no longer…

Neta Meidav
Blog
The ethics of code: Responsible technology
25/10/2019 - by Neta Meidav
In the United States, there were 91,503 Equal Employment Opportunity Commission (EEOC) charges of workplace discrimination in 2016 alone.…

Neta Meidav
Blog
Creating and scaling a healthy culture: Be More Human
18/10/2019 - by Neta Meidav
Traditionally, the functional aspects of HR – such as recruitment and selection, appraisal, and compensation management – were the…

Neta Meidav
Blog
Why mental health is a Speak Up issue
10/10/2019 - by Neta Meidav
October 10th marks World Mental Health Day. The theme of this year is “40 Seconds of Action”, and aims…

Neta Meidav
Resources
How to identify harassment and discrimination in the workplace
10/10/2019 - by Neta Meidav
Respectful workplaces tend to foster productive, creative employees who share an awareness and appreciation of each other. On the…

Neta Meidav
Blog
The window of opportunity to end gender discrimination will not stay open long
09/10/2019 - by Neta Meidav
Melinda Gates has pledged $1 billion to support women’s empowerment. One of the key priorities is dismantling the barriers to women’s professional advancement.

Neta Meidav
Webinar
New Technologies to Manage Workplace Diversity
07/10/2019 - by Neta Meidav
Watch the Women in Tech panel session that took place at the HR Technology conference in Las Vegas, October 2019. With speakers from Bersin by Deloitte, Vault, CuroComp, and Ultimate Software.

Neta Meidav
Guides and ebooks
Vault Magazine: The Trust Issue
26/09/2019 - by Neta Meidav
In the workplace, employers are largely seen as what should be a trusted partner for change and 71% of people believe it is their CEO that should take the lead. This includes leading the charge on sensitive issues such as discrimination, sexual harassment, and gender equality. But there are still significant gaps between employer and employee when it comes to trust, accountability and culture.

Neta Meidav

		Hotline	Third Party	Bot/AI	Other Tech Solutions
Employee accessibility	High accessible mobile app. Open Reporting enables solution for entire ecosystem.	Low accessibility - hotlines only account for 6% of reports. Need to find the hotline number to start	Third party increases friction into the process. Employer seem less accountable.	Lacks sophistication required to deal with a very human-centric process Human will have to step in at some point	Focus on ‘employee empowerment’ not employer enablement. Often connect employees with legal resources.
Two way communication	Yes, in the users language directly from the App and Resolution Hub. Yes, even if anonymous.	Call centres that take a message. Follow up can only happen if employee identifies themselves.	Third party increases friction. Hand over has to take place.	Handover to a human is required to progress the case.	Many solutions prepare an employee for legal action and/or involve a third party.
Multi language support	In-App support for all required languages. No Management needed.	Need an operator with call centres offering each required language. Or partner with multiple suppliers	Need a provider offering each required language. Or partner with multiple suppliers	Multi-language is possible but has to had over to a human at some point.	Multi-language may be possible.
Anonymous reporting	Anonymous reporting with two-way communication. Also GoTogether (strength in numbers) reporting.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.	Yes, but follow up is difficult without identifying the reporter.
Data, confidentiality & security	Independent instance. Data encrypted in-transit and at rest. ISO27001 certified. Restricted access to case data.	Yes, but follow up is difficult without identifying the reporter.	Information is collected by a third party increasing the risk profile.	Information is collected by a third party increasing the risk profile.	Information may be collected by a third party. Or data may need to flow through other systems, increasing the risk profile.
Scalability & enterprise capability	Vault Platform was built for enterprises. Ideal for organizations of 100 employees to tens of thousands.	Widely adopted by enterprises but not fit for purpose. Only used in 6% of incident reports.	Need a provider offering each required language, or partner with multiple suppliers. Multiple clients served by same resources.	Information is collected by a third party increasing the risk profile.	Information may be collected by a third party. Or data may need to flow through other systems, increasing the risk profile.
Case management	Resolution Hub is a case management system. Case data is centralized in one location with a full audit log. Board-ready insight into progress and problem areas.	Either induce their own case management system. Or need plugging in to a third party.	Various options with different capabilities.	Various options with different capabilities. May need to connect to a third party or in-house case management system.	Many connect employees with legal support directly. Not focused on solving the problem internally.
Report routing	Automated routing based on multiple attributes (location, language, category of misconduct, etc.) Collaboration between different teams.	Various options with different capabilities.	Third party involvement increased friction.	Various options with different capabilities.	Various options with different capabilities.

Features	Vault	Hotline	Bot/ AI	Third Party	Other Tech Solution
Employee accessibility	Mobile app & web reporting	Phone; handled by a call center	Resolution requires human intervention and handover	Third party adds friction. Employer less accountable	Focus on connecting employees with lawyers, increasing risk of lawsuits
Two-way communication	Yes, even if anonymous	No	No	Possible; handover needed	Possible
Multi-language support	Yes	May need multiple providers	Possible	May need multiple providers	May need multiple providers
Anonymous reporting	Yes, with two-way chat	Yes, but no followup	Yes, but no followup	Yes, but no followup	Yes
Data confidentiality & security	Unique instance for every client; ISO27001 compliant	Third party handles data	Third party handles data	Third party handles data	Many connect employees with lawyers. Third party handles data
Scalability & enterprise capability	Designed for enterprise	Legacy solution. Shared resource	Human required for resolution	Shared resource with other clients	Shared resource
Case management	Resolution Hub; Data & Analytics	In some cases	In some cases	In some cases	In some cases
Report routing	Automated routing; multi-team collaboration	Manual/third party process	Manual process	Manual/third party process	Manual/third party process

Trust and blind faith are not the same

Why open door policies are not speak up cultures

5 reasons why anonymous hotlines don’t work (and never have)

The ethics of code: Responsible technology

Creating and scaling a healthy culture: Be More Human

Why mental health is a Speak Up issue

How to identify harassment and discrimination in the workplace

The window of opportunity to end gender discrimination will not stay open long

New Technologies to Manage Workplace Diversity

Vault Magazine: The Trust Issue

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