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HR technology challenges with non-binary gender employees

As companies strive to become more inclusive in their employee communication and benefits programs, it is critical to keep in mind that there are technology solutions to streamline the process and reduce administrative burden. However, there could also be some technology challenges to keep in mind. For example, an emerging area for employers is employees that express a gender preference of non-binary — a spectrum of gender identities that are not exclusively male or female.

Artificial intelligence offers great potential for HR

Artificial intelligence is a growing aspect of HR, but still in somewhat of an early stage. As human capital management (HCM) technology further develops its solutions, it will be looking to incorporate this technology in a variety of ways.  Overall, AI is being used to reduce low-level and administrative tasks to leave more time for HR strategy, engagement, and employee development. It is also being used to reduce bias in the recruiting process and evaluate predictive data to drive business outcomes for the organization.

What else is new? More changes on the horizon for EEO-1 filers

Employers who are required to file EEO-1 Component 2 pay data for 2017 and 2018 must still do so by September 30, 2019. So, what has changed? On September 12, 2019, the EEOC published a Notice in the Federal Register regarding the collection of EEO-1 data from employers. Surprisingly, this Notice contained a substantially revised burden assessment with regard to the collection and filing of EEO-1 data.