Current and Past Articles

If you’re an established business owner or career professional, you may think employee student debt doesn’t affect you. Unfortunately, you’d be wrong. Because when something affects your employees, it affects you, too. As parents, mentors, business owners, and hiring managers, we’ve told young people that they need a college degree to get ahead. And this may be true. College graduates will earn about 1 million over the course of their lives, as compared to $580,000 for those with only a high school degree.  But this doesn’t tell the whole story.

Prefer to listen instead of read? No problem! Listen to the blog post at any time by clicking here.    Creating a workplace that prioritizes accessibility and inclusion is more important than ever. Integrating these principles into your company culture supports a positive and productive environment, going beyond compliance to create a space where all employees can thrive regardless of their abilities or backgrounds. While addressing specific needs is important, a holistic approach ensures employees feel valued and empowered to contribute their best work. What’s this all about? Accessibility and inclusion are concepts that go hand in hand. Accessibility ensures everyone can use physical spaces, digital platforms, and communication methods, regardless of their abilities. Inclusion involves creating an environment where all employees feel valued, respected, and able to contribute fully. Together, these elements help build a workplace where diversity thrives, and all employees can succeed.

You probably have a morning routine the minute you wake up and hit your alarm clock. You may exercise, eat breakfast, drink coffee, or meditate. You may give yourself some much-needed “me time” before heading to work or your home office to log in to your computer. Whatever your routine, you can typically expect everything to run smoothly.

On Friday, June 28th, in Loper Bright Enterprises v. Raimondo, the Supreme Court overturned a 40-year-old precedent deferring to federal agencies where Congressional statutes are otherwise ambiguous. In their decision, the Court ruled that the judiciary, not the executive branch, is responsible for interpreting ambiguous legislation. This will likely lead to a significant change in the process of issuing federal regulations.

For many people, saying no can be tough, especially for someone in a position of authority. We’re hard-wired as humans to want to fit in and conform to those around us, and this can result in a hesitation to say no to others.   Those of us with people-pleasing tendencies are familiar with their predispositions to be a “yes” person. But even those who don’t consider themselves people-pleasers may still find it difficult to refuse a request. It’s uncomfortable, and sometimes it feels like you’re letting people down. Learning how to say no when it matters can make everyone’s lives much easier, both in everyday relationships and in the workplace.