* Mission Alignment:
* Consistency: Developing an HR mission statement that mirrors the company's mission ensures that HR goals and initiatives are aligned with the overall organizational objectives.
* Clarity: A clear mission statement helps to articulate how HR contributes to achieving the company's goals.

With a significant portion of the workforce working remotely, it is crucial to address the potential issue of employee isolation. Coaching midlevel leadership on strategies to reduce isolation can help maintain employee engagement and productivity. This can include fostering regular communication, virtual team-building activities, and creating a supportive remote work environment.
References:
* SHRM Managing Remote Employees
* SHRM Learning System for SHRM-SCP

* Core Principle of Inclusion:
* Definition: An inclusive workplace actively values and respects the diversity of its employees, recognizing that each individual's unique background and perspective enriches the organization.
* Cultural Competence: This approach fosters a culture of acceptance and cultural competence, essential for an inclusive environment.

The Age Discrimination in Employment Act (ADEA) requires an employee over 40 to receive 21 days to review a severance agreement before signing. Once the employee signs the agreement, he/she has seven days from the date of signature to change his/her mind and revoke the agreement. Agreements should not contain any type of language that would prevent employees from filing a complaint with the Equal Employment Opportunity Commission (EEOC).

Systemic inequality (of ten times manifested as systemic racism and/or systemic classism) refers to the societal histories, policies, and disenfranchisement that can lead to disadvantages for certain dimensions of people. Lack of access to affordable higher education can force those who grew up in less economically stable communities to seek employment instead of a college education; this lack of formal schooling can be a barrier even in situations where the experience in the field may be more valuable than the diplomas their more privileged peers have earned. It is essential for companies to review and assess the job descriptions and promotion specifications to ensure that the job requirements are truly required and not just preferred. Unintentional discrimination in the job descriptions like this situation is likely to amount to disparate impact as opposed to disparate treatment (A). Ableist standards (C) may be at play in the event that an employee was not physically or mentally able to complete a college education: however, this explanation is less likely to affect many experienced individuals at once. Stereotyping (D) is a barrier to diversity but is not overtly present in this scenario.