Tag: employment discrimination

The US dollar is at a crossroads | CNN Business

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New York
CNN
—

Wall Street investors are reaching for their neck braces in preparation for yet another volatile swing in stock markets: A surging US dollar.

The greenback — which is not just the dominant global currency but also “the key variable affecting global economic conditions,” according to the New York Federal Reserve — reached a 20-year high last year after the Fed turned hawkish with its aggressive rate hikes.

Since then, inflation seemed to have softened, pushing the dollar down. But in recent weeks, as a slew of economic data has shown the Fed’s inflation battle is far from over, the currency soared by about 4% from its recent lows, and now sits near a seven-week high.

Investors are stressing about this sudden rebound, since a stronger dollar means American-made products become more expensive for foreign buyers, overseas revenue decreases in value and global trade weakens.

Multinational companies, naturally, aren’t thrilled about any of this. And around 30% of all S&P 500 companies’ revenue is earned in markets outside the US, said Quincy Krosby, chief global strategist for LPL Financial.

What’s happening: The US dollar “finds itself at a significant crossroads yet again,” said Krosby. “While the Fed remains steadfastly data dependent, the dollar’s course as well remains focused on inflation and the Fed’s monetary response.”

“The strong US dollar has been a headwind for international earnings and stock performance (for US investors),” wrote Wells Fargo analysts in a recent note.

February was a rough month for markets: The Dow ended February down 4.19%, the S&P 500 fell 2.6% and the Nasdaq lost just over 1%.

What’s next: Investors are clearly focused on the next Fed policy meeting, which is still three weeks away, for signals about the direction of rates. But until then, investors may gain some insight Tuesday when Fed Chairman Jerome Powell speaks before the Senate Banking Committee.

They’ll also be watching next Friday’s jobs report for any softening in the labor market that could temper the Fed’s hawkish mood.

Don’t forget the debt ceiling: Another significant threat to the dollar is looming in Congress — the ongoing debt ceiling fight. The United States could start to default on its financial obligations over the summer or in the early fall if lawmakers don’t agree to raise the debt limit — its self-imposed borrowing limit — before then, according to a new analysis by the Bipartisan Policy Center.

That could potentially lead to a disastrous downgrade to America’s credit rating and could send the dollar spiraling as investors start to sell off their US assets and move their money to safer currencies.

“It would certainly undermine the role of the dollar as a reserve currency that is used in transactions all over the world. And Americans — many people — would lose their jobs and certainly their borrowing costs would rise,” Treasury Secretary Janet Yellen told CNN in January.

▸ A lot has changed in the last twenty years. The gender pay gap hasn’t.

In 2022, US women on average earned about 82 cents for every dollar a man earned, according to a new Pew Research Center analysis of median hourly earnings of both full- and part-time workers.

That’s a big leap from the 65 cents that women were earning in 1982. But it has barely moved from the 80 cents they were earning in 2002.

“Higher education, a shift to higher-paying occupations and more labor market experience have helped women narrow the gender pay gap since 1982,” the Pew analysis noted. “But even as women have continued to outpace men in educational attainment, the pay gap has been stuck in a holding pattern since 2002, ranging from 80 to 85 cents to the dollar.”

▸ Initial jobless claims, which measures the number of people who filed for unemployment insurance for the first time last week, are due out at 8:30 a.m. ET on Thursday.

This will be the last official jobs data investors see before February’s heavily anticipated unemployment report next Friday.

Economists are expecting 195,000 Americans to have filed for unemployment, which is higher than the seasonally adjusted 192,000 who applied two weeks ago.

Initial claims have come in lower than expected in recent weeks and remain well below their pre-pandemic levels.

The white-hot labor market in the US added more than 500,000 jobs in January, blowing analysts’ expectations out of the water and bringing the unemployment rate to its lowest level since May of 1969.

That’s bad news for the Federal Reserve where policymakers have been attempting to tame inflation by cooling the economy through painful interest rate hikes.

▸ It’s a big day for groceries. Kroger (KR), Costco (COST) and Anheuser-Busch (BUD) all report earnings on Thursday.

Investors will be watching closely for clues about consumer sentiment during an uncertain retail earnings season. On Tuesday, Kohl’s reported that it had a rough holiday season and executives at the company put the blame on inflation. The company said higher prices squeezed sales and forced it to mark down some products to entice shoppers — which hurt its profit margin.

Those comments echoed those of other big box retailers like Walmart (WMT) and Target (TGT), who have said consumers are feeling the pinch of inflation.

Still, Target and Walmart’s bottom lines were bolstered by food sales even as consumers pulled back on discretionary purchases.

The US Senate voted on Wednesday to overturn a Biden administration retirement investment rule that allows managers of retirement funds to consider the impact of climate change and other ESG factors when picking investments.

As my CNN colleagues Ali Zaslav, Clare Foran and Ted Barrett write: The rule is not mandated – it allows, but does not require, the consideration of environmental, social and governance factors in investment selection.

Republicans complained that the rule is a “woke” policy that pushes a liberal agenda on Americans and will hurt retirees’ bottom lines.

“This rule isn’t about saying the left or the right take on a given environmental, social, or governance issue is ‘correct,’” countered Senator Patty Murray (D-WA) on the Senate floor Wednesday. “It’s about acknowledging these factors are reasonable for asset managers to consider.”

The measure will next go to President Joe Biden’s desk as it was passed by the House on Tuesday. The administration, however, has issued a veto threat. As a result, passage of the resolution could pave the way for Biden to issue the first veto of his presidency.

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March 2, 2023
The US gender pay gap: Why it hasn’t narrowed much in 20 years | CNN Business

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New York
CNN
—

A lot can change in two decades. Or… not.

In 2022, US women on average earned about 82 cents for every dollar a man earned, according to a new Pew Research Center analysis of median hourly earnings of both full- and part-time workers.

That’s a big leap from the 65 cents that women were earning in 1982. But it has barely moved from the 80 cents they were earning in 2002.

“Higher education, a shift to higher-paying occupations and more labor market experience have helped women narrow the gender pay gap since 1982,” the Pew analysis noted. “But even as women have continued to outpace men in educational attainment, the pay gap has been stuck in a holding pattern since 2002, ranging from 80 to 85 cents to the dollar.”

Before getting to potential reasons why the pay gap hasn’t narrowed for two decades — let alone disappeared — it’s worth noting that the top-line average doesn’t tell the whole story of what’s been going on for women in different cohorts.

Take age: Women between the ages of 25 and 34 are much closer to achieving pay parity with men than they are likely to be when they get older.

Since 2007, younger women have been earning about 90 cents on the dollar, according to Pew: “But even as pay parity might appear in reach for women at the start of their careers, the wage gap tends to increase as they age.”

Having children is a factor, Pew found. For example, parenthood leads some women to put their careers on hold, or put in a shorter workweek. For employed fathers between the ages 35 and 44, having children at home is a time that often coincides with receiving higher pay even though the pay of employed mothers that same age is unaffected.

“In 2022, mothers ages 25 to 34 earned 85% as much as fathers that age, but women without children at home earned 97% as much as fathers. In contrast, employed women ages 35 to 44 — with or without children — both earned about 80% as much as fathers,” the report said.

Or take race and ethnicity: Pew found that Black women last year earned just 70% as much as White men. Hispanic women earned 65% as much. For White women, the gap was less, at 83%. Asian women were closest to parity, at 93%.

“To some extent, the gender wage gap varies by race and ethnicity because of differences in education, experience, occupation and other factors that drive the gender wage gap for women overall,” the Pew analysis noted.

“But researchers have uncovered new evidence of hiring discrimination against various racial and ethnic groups, along with discrimination against other groups, such as LGBTQ and disabled workers,” the report continued. “Discrimination in hiring may feed into differences in earnings by shutting out workers from opportunities,”

Lastly, consider occupation: Women are still overrepresented in lower-paying occupations such as personal care and service jobs; and underrepresented in higher-paying ones, like managerial and STEM jobs.

Regardless, the gender pay gap is typically narrowest when you pick any single occupation and control for measurable factors between men and women like education, tenure and hours worked.

“But it never goes away,” said Rakesh Kochhar, a Pew senior researcher.

The persistence of a gap over the past 20 years, even when comparing apples to apples, suggests there are other factors at play.

These can include potential discrimination. When Pew asked Americans in October what factors they believed played a role in the gender wage gap, half indicated a major reason is that employers treat women differently. Women were much more likely than men (61% vs 37%) to cite this as a major reason.

Another factor that may help explain the stickiness of the pay gap is that the wage premium for those with college degrees has grown smaller. So while more employed women (48%) now have at least a bachelor’s degree than men (41%), it is worth less.

Individual choices such as taking periods away from the workforce to care for children also continue to play a role. Those choices may be borne of cultural norms, societal issues such as a lack of affordable child care, or personal preference.

Narrowing the gender pay gap from here may be tough sledding.

“More sustained progress in closing the pay gap may depend on deeper changes in societal and cultural norms and in workplace flexibility that affect how men and women balance their careers and family lives,” Pew researchers suggested.

And even then, progress may be slower than desired, since, as they noted, “even in countries that have taken the lead in implementing family-friendly policies, such as Denmark, parenthood continues to drive a significant wedge in the earnings of men and women.”

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March 1, 2023
This former tech worker is helping change laws for people who get laid off | CNN Business

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CNN
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Ifeoma Ozoma’s path as an advocate for tech workers started with a series of tweets one morning in June 2020.

It was a few months after she was pushed out from her job at Pinterest, the image-sharing and social media platform. Across the United States, protests and outrage filled the streets after a White police officer in Minneapolis knelt on the neck of George Floyd for more than nine minutes, ultimately killing him.

As companies scrambled to express their solidarity with the Black Lives Matter movement, her former employer released a statement.

“We heard directly from our Black employees about the pain and fear they feel every day living in America,” Pinterest CEO Ben Silbermann said in the statement. “This is not just a moment in time. With everything we do, we will make it clear that our Black employees matter, Black [Pinterest users] and creators matter, and Black Lives Matter.”

Ozoma, the daughter of Nigerian immigrants, said she wasn’t having it. She fired back with a series of tweets accusing the lifestyle company of racism, pay inequity and retaliation.

“I shouldn’t have to share this story in the year of our Lord, 2020 — but here we are,” she tweeted. “I’m an alum of Yale, Google, FB, … etc and recently decided to leave Pinterest, which just declared ‘solidarity with BLM.’ What a joke.”

Ozoma said her tweets broke a nondisclosure agreement she’d signed when she left the company, thrusting her into the spotlight as the latest person to speak up about alleged mistreatment within the male-dominated tech field. While she’d already left her job by then, she risked the reputation she’d built from years of work within the industry, she said.

But instead of shrinking from the challenge, she leaned into it.

“My entire career has been in tech and so I was very aware of the costs of speaking up, but I wasn’t afraid of it. I knew that it was what I had to do,” she said. “Fear is something I haven’t really felt since my mom died from a rare cancer when I was in college. The worst thing that could have happened already did … Pinterest could bankrupt me and make it impossible for me to be hired by any other tech companies, but they couldn’t break me. “

Ozoma told CNN her conflict with Pinterest started after she realized she was getting paid less than half what a White male colleague earned for doing the exact same work.

She said she raised her concerns with her employer and gave the company time to address the issues. But in March 2020, she was let go from her job at Pinterest.

“The purpose wasn’t just, ‘let me vent,’” she said of her flurry of tweets in June 2020. “The purpose was, people need to understand that this is what’s happening. And if it happened to me with the public profile that I had within the company and outside of the company, then it can happen to anyone else.”

Two months after Ozoma and another woman of color, Aerica Shimizu Banks, publicly accused Pinterest of racial discrimination, former chief operating officer Francoise Brougher sued the company over gender discrimination and retaliation. Pinterest later agreed to settle the lawsuit for $22.5 million, but did not admit to liability as part of the settlement.

It later said it conducted a thorough investigation on the issues raised and concluded Ozoma and Banks were “treated fairly.”

“We want each and every one of our employees at Pinterest to feel welcomed, valued, and respected,” a Pinterest spokesperson said in June. “We’re committed to advancing our work in inclusion and diversity by taking action at our company and on our platform. In areas where we, as a company, fall short, we must and will do better.”

In a separate statement to CNN late last month, Pinterest said it’s launched various diversity and inclusion measures, including pay transparency tools for employees. The company said it’s also taken steps to monitor employee salaries to ensure equal pay for comparable work.

“We have increased the percentage of women in leadership, added board members who are committed to diversity, and we continue to set goals for increasing diversity at the company,” a Pinterest spokesperson told CNN in an email. “We … are committed to ensuring that every employee feels safe, championed, and empowered to raise any concerns about their work experience.”

After Ozoma began tweeting about her experience at Pinterest, direct messages poured in from people facing similar frustrations at other companies, she said. She knew she had to do something about it.

She emerged as a passionate advocate for tech workers by seeking legal protections for whistleblowers.

Pinterest is based in San Francisco. At the time, California’s law offered some protection to employees who broke non-disclosure agreements to speak out about workplace harassment or discrimination based on sex — but not about racial discrimination, Ozoma said.

Ozoma got busy. She began educating whistleblowers on their options, urged tech companies to rethink their policies on nondisclosure agreements and reached out to lawmakers to seek new legislation that would protect employees speaking out on all forms of discrimination.

In California, she worked with state senator Connie Leyva on a law that prevents nondisclosure agreements from being implemented against people speaking out on any workplace discrimination, including race.

In October last year, California Gov. Gavin Newsom signed the bill — known as the Silenced No More Act — into law.

“California workers should absolutely be able to speak out — if they so wish — when they are a victim of any type of harassment or discrimination in the workplace,” Senator Leyva said at the time. “It is unconscionable that an employer would ever want or seek to silence the voices of survivors that have been subjected to racist, sexist, homophobic or other attacks at work.”

Ozoma’s advocacy work has given whistleblowers a safe space to go for information.

Around the same time Newson signed the measure into law, she launched a Tech Worker Handbook online to provide free resources for employees seeking information on how to speak out on workplace discrimination and harassment.

“So many people reached out when I told my story, and most of them were tech workers or workers within the tech industry,” she said.

She said she’s recruited dozens of experts and tech industry professionals to contribute to the site, saying the goal is not to encourage employees to be whistleblowers, but to provide them with information about options if they choose that path.

“I cannot tell someone who is supporting their kids and their partner on their health insurance … go leave your job so that your kids don’t have health insurance, so that you can feel good about speaking up,” she said.

“It’s such an individual decision. If I had kids at the time who are on my health insurance, I probably wouldn’t have said anything.”

Since the site launched, Ozoma said she has received hundreds of inquiries from employees seeking more details on how to disclose and fight discrimination at work. The 30-year-old mentors activists and other people fighting all over the world against workplace discrimination.

Ozoma now runs a tech policy consulting company, Earthseed, and is the director of tech accountability at the new Center on Race and Digital Justice at the University of California, Los Angeles. This year, Time Magazine named her one of its TIME100 Next, a group of emerging leaders who are shaping the future.

Her new role as an advocate is happening hundreds of miles away from the tech world she left behind.

After leaving Pinterest, Ozoma moved to a farm near Santa Fe, New Mexico, where she grows her own vegetables and raises a flock of chickens nicknamed the Golden Girls.

She said she has no plans to go back to Silicon Valley, but will keep fighting for employee rights.

“I’m just working now from a different position on issues that really impact the industry in a way that I feel is additive,” she said.

“I don’t think that there’s anything more fulfilling than being part of the circle of life,” she said, using a metaphor that mirrors her current life on a farm, “whether that’s watching a seed or planting a seed in the ground and watching it grow and create more seeds.”

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December 6, 2022
Big moments for women at the men’s World Cup | CNN Politics

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A version of this story appears in CNN’s What Matters newsletter. To get it in your inbox, sign up for free here.

CNN
—

An unexpected result of the US Men’s National Team reaching the knockout round of 16 at the FIFA World Cup in Qatar is that the US Women’s National Team will get its largest collective payday, equally splitting $13 million in winnings with the men.

It’s a big deal for American women who have long sought pay equity, and it amplifies the extreme sliding scale of women’s rights around the globe.

Consider that this payday for US women was won when the US men’s team defeated Iran, a country where authorities are brutally tamping down protests by women who want basic human rights.

The US Women’s National Team excels at soccer and fought hard for years for equal pay.

The earnings they’ll split with the American men could grow if the men continue to advance in the World Cup.

It’s the result of an unprecedented equal pay agreement finalized earlier this year. Read more about the prize money.

FIFA pays bigger awards to the men’s tournament, which draws in more revenue to the international soccer governing body, than to the women’s. The agreement between the US men and women is unique.

“To everyone it should indicate how big the disparity is that FIFA has made between their value of women’s soccer and men’s soccer, and this is the only way that equity could be achieved, if all parties agreed – and they did,” said Briana Scurry, a former US goalkeeper, appearing on CNN Wednesday.

Not only did the US Men’s National Team advance to earn the payday, but they also agreed to this unprecedented pot-splitting with the top American women earlier this year.

“These are Title IX males,” said Christine Brennan, the sports columnist and CNN analyst, referring to the US men’s team during an appearance on “CNN Tonight” on Tuesday. She was referring to the landmark 1972 law that prohibits discrimination on the basis of sex in education programs or activities receiving federal funds. It has revolutionized women’s sports in the US and, Brennan argued, influenced male athletes too.

“They weren’t raised like their dads or their grandfathers. And they have a much different outlook, not only about women’s equality in terms of pay, but these are the same men who’ve been talking about standing with the Iranian protesters,” Brennan said.

She praised the US Soccer Federation and the Men’s National Team, who have distinguished themselves not only by advancing, but “even more so in terms of our culture and the stands they have taken.”

Iranian women, as you’ll know from following coverage of protests in that country and at the World Cup, are fighting for basic rights.

CNN reported on celebrations in Iran at the national team’s loss to the US. From that report:

“I am happy, this is the government losing to the people,” one witness to celebrations in a city in the Kurdish region, who CNN is not naming for security concerns, told CNN on Wednesday.

The Norway-based Iranian rights group Hengaw posted several videos of similar scenes. “People in Paveh are celebrating Iran’s national team lose over America in World Cup in Qatar, they are chanting ‘Down with Jash (traitors),” Hengaw said in a post.

Meanwhile, back in Doha, Qatar, another landmark moment for women in the world’s most popular sport will come Thursday, when the first all-women refereeing team in men’s World Cup history debuts in a pivotal match between Germany and Costa Rica.

Stéphanie Frappart, the French lead official, has already overseen matches at the top levels of European club soccer, so, “I know how to deal with it,” she said in a statement released by FIFA. This match, with a potential audience of billions, will show a woman in charge.

If the US men and women are on the road to some sort of parity – the men still make much, much more from their clubs – there are some women in the Middle East who are just gaining access to the pitch.

Saudi Arabia’s men’s team put in a solid show at this World Cup with their defeat of storied Argentina in the opening round. But the Saudis failed to advance past the group stage after losing to Mexico Wednesday.

Meanwhile, women in Saudi Arabia were only allowed inside soccer stadiums in 2018, much less play.

As Saudi Arabia weighs a joint bid to co-host the 2030 men’s World Cup, the kingdom is also in the beginning stages of building a national women’s team. It’ll surely be many years before the Saudi women can be competitive on the world stage, but simply being able to play is certainly progress.

CNN’s Becky Anderson, who is reporting from Doha during this World Cup, talked to the German women’s team legend Monika Staab, who is coaching the nascent Saudi women’s team. She said the kingdom is developing its women through three development academies and wants to host an international tournament in 2026.

Staab said the all-women referee team in Thursday’s match in Qatar will be a powerful symbol for Muslim women watching.

“The women can do like the men,” Staab said on CNN International Wednesday night. “I think that is a big sign for the whole world. We in Saudi Arabia, we play football. That has a great impact on every Muslim girl who wants to play,” Staab said.

In the US, women’s soccer has at times been a bigger draw than the men’s game.

About 14 million American viewers watched the women’s World Cup final, featuring the winning US team, in 2019. That was more than watched the men’s World Cup final between France and Croatia in 2018, but far below the 20 million who watched the US take on England in the group stage last Saturday across Fox and Telemundo.

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November 30, 2022
Twitter Africa employees accuse Elon Musk of discrimination over severance terms | CNN Business

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CNN Business
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Laid-off employees at Twitter’s Africa headquarters are accusing Twitter of “deliberately and recklessly flouting the laws of Ghana” and trying to “silence and intimidate” them after they were fired.

The team has hired a lawyer and sent a letter to the company demanding it comply with the West African nation’s labor laws, provide them with additional severance pay and other relevant benefits, in line with what other Twitter employees will receive.

They have also petitioned the Ghanaian government to compel Twitter to “adhere to the laws of Ghana on redundancy and offer the employees a fair and just negotiation and redundancy pay,” according to a letter to the country’s Chief Labour Officer obtained by CNN.

“It is clear that Twitter, Inc. under Mr Elon Musk is either deliberately or recklessly flouting the laws of Ghana, is operating in bad faith and in a manner that seeks to silence and intimidate former employees into accepting any terms unilaterally thrown at them,” the letter states.

Twitter laid off all but one of the African employees just four days after the company opened a physical office in the capital Accra following Musk’s takeover. But the staff of about a dozen were not offered severance pay, which they say is required by Ghana’s labor laws, based on their employment contracts. They also claim they were not informed about the next steps — unlike employees in the United States and Europe — until a day after CNN reported on their situation.

CNN contacted Twitter for comment but received no response.

In the letter to Twitter Ghana Ltd, obtained by CNN, the African employees rejected a “Ghana Mutual Separation Agreement” from Twitter, which they say was sent to their personal emails offering final pay that the company claims to have been arrived at after a negotiation.

Several members of the team and their lawyer told CNN that there was no such negotiation on severance pay. They claim it was below what is required by law and contradicts what Musk tweeted that departing employees would receive.

“Everyone exited was offered 3 months of severance, which is 50% more than legally required,” Musk tweeted. Twitter informed the Ghana-based employees in early November that they would be paid until their last day of employment — December 4. And they will continue to receive full pay and benefits during the 30-day notice period.

“It was very vague, did not talk about outstanding leave or paid time off, and just asked us to sign if we agree. I never bothered to go back to the document because it is rubbish and is still in violation of labor laws here,” one former employee told CNN on condition of anonymity.

The Accra-based team accuses Twitter of dealing with them in bad faith, not being transparent, and discriminating against them compared to laid-off employees in other jurisdictions.

“The employees are distressed, humiliated, and intimidated by this turn of events. There are non-Ghanaian employees, some with young families, who moved here to take up jobs and have now been left unceremoniously in the lurch, with no provision for repatriation expenses and no way to communicate with Twitter, Inc. and discuss or plead their case,” the notice to Ghana’s Chief Labour Officer says.

Their attorney, Carla Olympio, says the sudden termination of almost the whole team violated Ghanaian employment law because it is considered a “redundancy” which requires three-month notice to authorities and a negotiation on redundancy pay.

“In stark contrast to internal company assurances given to Twitter employees worldwide prior to the takeover, it seems that little attempt was made to comply with Ghana’s labor laws, and the protections enshrined therein for workers in circumstances where companies are undertaking mass layoffs due to a restructuring or reorganization,” she wrote in a statement to CNN.

The employees said in their appeal to Ghana’s Chief Labour Officer that Twitter’s formal entry into the continent started with “great fanfare and with the support of the government,” and they expect similar attention to their plight now.

They are demanding 3 months’ gross salary as severance pay, repatriation expenses for non-Ghanaian staff, vesting of stock options provided in their contracts, and other benefits such as healthcare continuation that were offered to staff worldwide.

CNN has reached out to Ghana’s Employment and Labor Relations ministry for comment.

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November 22, 2022
APTMetrics Shifts Workforce DEI Conversations From Why to How

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Highly regarded HR consultancy’s expertise featured on HBR.org on how to create diverse, equitable and inclusive workforces for the 21st century

Press Release
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updated: Sep 17, 2020

DARIEN, Conn., September 17, 2020 (Newswire.com)
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APTMetrics today announced that HBR.org has posted an update to a 2002 article entitled “Dear White Boss…” The update, entitled “What Has — and Hasn’t — Changed Since “Dear White Boss…,” was co-authored by Keith Caver, Vice President, Leadership Assessment and Development at APTMetrics.

“While the work suggests that little has changed regarding diversity, equity and inclusion efforts in nearly 20 years, we are now able to leverage future-focused leadership assessment strategies and solutions that optimize the value of a diverse 21st-century workforce while enabling benefits associated with greater inclusivity…disrupting valid ‘why’ conversations, moving them to active ‘how’ conversations and finally, implementing solutions that result in corporate transformation,” Caver said.

Regardless of whether we are talking about developing next-generation leaders from within the organization or attracting leaders from outside the organization, we need to expand our assessment perspectives by leveraging fair, inclusive, and future-focused criteria that tie directly to the company’s strategic goals and dynamic work environment.

APTMetrics is the only human resource consultancy that builds world-class talent solutions and is nationally recognized for its employment litigation support services. This combination ensures that the unique HR consulting services and talent management solutions we deliver are inclusive, fair, valid and legally defensible. APTMetrics’ service areas include: leadership assessment and development; talent acquisition; litigation support and risk reduction; and talent management. For more information visit www.APTMetrics.com.

Contact: Susan Carnes, Dir., Corp. Com.
(203) 655-7779 – SCarnes@APTMetrics.com

Source: APTMetrics

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September 17, 2020