Today, Microsoft announced new changes and investments aimed at deepening employee relationships and enhancing workplace culture. Specifically, we are making changes to U.S.-based policies and practices related to non-compete clauses, non-disclosure agreements in dispute resolution, wage transparency in employment practices, and the initiation of civil rights audits.
For context, Microsoft is constantly evaluating employee experiences and listening to determine what changes need to be made as a result of what employees need and care. increase.Over the years, this A “listen first” approach helped me identify what worked, what didn’t, and how best to adjust. For example, over the past two years, we have accelerated our evolution to hybrid work in response to employee expectations for flexibility and new ways of working. Our company has invested heavily in mental health his resources as an integral part of employee wellbeing through our benefits packages and workplace culture. We have strengthened our employee listening system through anonymous daily pulse and biannual employee signal surveys, continued investment in our HR system, and Yammer. He has also deepened his investment in diversity and inclusion by expanding employee resource groups, creating racial equity initiatives, and learning his D&I at a commercial level., Our commitment to bridging the disability gap. Employees have helped co-create many solutions. Employee feedback has strengthened, accelerated and deepened our work in each of these areas.
But there is still work to be done. The changes below are meant to address that.
Enhance employee mobility: At Microsoft, we believe every employee should be empowered to work at a company they love and in roles that allow them to grow. We work hard to retain world-class talent by prioritizing people, creating a culture that attracts and inspires world-class talent, and unleashes innovation in line with our mission. is. W.Existing employee contracts have non-compete obligations, does not recommend the use of such provision as a holding tool. I’ve heard concerns that it won’t.Competition clauses in some U.S. employee contracts feel inconsistent with our people principles, even though they are rarely and reasonably enforced. With these concerns in mind,Excludes competition clauses from US employee contracts and does not enforce existing non-compete clauses.Except for Microsoft’s top executives (partners and executives), the competition clause in the US takes effect today. In practice, what this means is that these U.S. employees are not restricted by the non-compete clause when seeking employment with another company that may be considered a competitor of Microsoft. . All employees are responsible for standards of business conduct and other obligations to protect Microsoft’s confidential information.
Fostering Safe Spaces for Concerns: Microsoft’s policies and practices are intended to reinforce that Microsoft is a safe place for employees to raise concerns.U.S. employee contracts specifically require that employees Right to Discuss or Share Terms of Employment, Or concerns about possible misconduct under Microsoft policy. Apart from the employee contract, In some cases, Microsoft resolved disputes with employees or offered severance pay through contracts that typically included non-disclosure clauses. We received feedback that Microsoft could further strengthen workplace culture and enable employees to raise workplace concerns by addressing these non-responses.Disclosure Clause. As such, Microsoft’s U.S. Settlement and Separation Agreement discloses any suspected conduct that workers perceive to be unlawful discrimination, harassment, retaliation, sexual assault, or wage and hour violations occurring in the workplace. no longer contains confidentiality language prohibiting
Increase salary transparency: Microsoft has been reporting equal pay for equal work since 2014. Conduct an equal pay analysis each year, Public post We use equal pay data to deliver accountability and continue to enhance our reporting. We are also actively working to implement best practices to further strengthen our equal pay approach. This led to a decision several years ago to ban the practice of asking job seekers for their salary history. And today, we’re announcing another best practice, pledging to publish salary ranges on all internal and external job postings nationwide by January 2023.
Conducting civil rights audits: Microsoft’s commitment to diversity and inclusion is based on accountability and transparency, recognizing that there is always more we can and should do. That’s why Microsoft today is committed to civil rights audits of employee policies and practices. Conducted by a third party, this audit is guided by U.S. civil rights law and Microsoft’s values to identify areas of opportunity for Microsoft to address. We commit to completing this audit in FY2023 and publishing a summary report and subsequent actions.
We believe these workforce initiatives are a positive change for our employees and reflect the core principle that people are the heart and soul of our company and our number one priority.
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