WEEKLY EDITION BY ZIHAN LYU

Welcome to your latest HRD Connect's Weekend Digest, your go-to source for the week’s top insights and updates tailored for HR professionals.

Here’s what’s inside:

◾ How Pleo uses hard data to drive measurable DEI progress

◾ Why loneliness at work is spiking—and what leaders must do to reverse it

◾ The 4 top motivators for millennial and Gen Z (and why they matter)

CASE STUDY

Going Beyond Wishful Thinking: How Pleo Uses Data to Drive Diversity

Diversity goals often stall because companies rely on good intentions over evidence. At Pleo, data is used the same way as performance metrics—to diagnose problems and track real outcomes.

When internal surveys showed a gap between women’s representation and leadership roles, the company launched a structured sponsorship program and rewrote promotion criteria. Six months later, women in leadership increased by 7%.

When LGBTQIA+ employees reported lower inclusion scores, targeted language changes and executive backing led to an 11-point gain. Each department now receives a quarterly diversity dashboard, tied to leadership accountability. Progress is expected—and supported.

EXPERT INSIGHTS

The Lonely Workforce: How Disconnection Impacts Success

Over 40% of workers say they feel lonely at work. Employees in meeting-heavy schedules or in-office setups report no improvement in connection. Isolation shows up as poor feedback, higher turnover, and lower performance.

Men and Gen Z are the most affected, with some saying they have no one to talk to about daily work stress. Managers who check in regularly, ask personal questions, and create time for informal interaction see stronger team cohesion. Companies that treat connection as essential—not optional—retain more talent.

EXPERT INSIGHTS

The 4 Top Motivators for Millennial and Gen Z Works (and Why they Matter)

More than half the workforce is now Gen Z or Millennial—and what drives them isn’t what most employers think. New research shows comfort, personal connection, challenge, and excellence top their list of motivators.

Pay, purpose, and perks? Surprisingly less important. These findings flip traditional retention strategies on their head and call for deeper investment in psychological safety, team cohesion, and meaningful growth opportunities.