Today, Microsoft is announcing new changes and investments aimed at further deepening our employee relationships and enhancing our workplace culture. Specifically, we are making changes to U.S. based policies and practices related to noncompetition clauses, confidentiality agreements in dispute resolution, pay transparency in our hiring practices, and the initiation of a civil rights audit.
For context, Microsoft is always evaluating our employees’ experience and listening to determine what changes we need to make as a result of what employees need and care about. Over the years, this ‘listen first’ approach has helped us identify what works, what doesn’t and how best to adjust. For example, over the last two years we’ve accelerated our evolution toward hybrid work, in response to employees’ expectations for flexibility and new ways of working. We’ve deeply invested in mental health resources as an integral part of employee wellbeing, through our benefits package and workplace culture. We’ve enhanced our employee listening systems with our anonymous daily pulse and biannual employee signals surveys, and continued investments in our HR systems, and through Yammer. And we’ve deepened our diversity and inclusion investments, with the expansion of our employee resource groups, creation of our Racial Equity Initiative, commercial grade D&I learnings, and our commitment to bridge the disability divide. Employees have helped co-create many of our solutions and their feedback...
Not even a week after his last serious on-air apology, Stephen A. Smith is right back at it. In a video posted to his YouTube channel over the weekend, Smith offered a correction and apology to ES...