Restructuring jobs and career development through the lens of skills can be difficult, to say the least. That’s especially true for large companies that have to analyze and reshape thousands of roles with skills and L&D programs in mind

It’s a process that the satellite radio giant SiriusXM has become well acquainted with in recent years. In September 2024, SiriusXM completed a spin-off and merger, establishing it as a standalone, publicly traded company. Through this restructuring, the company set its sights on becoming a skills-based organization, Faye Tylee, SiriusXM’s chief people and administrative officer, told HR Brew at its Talent Summit in NYC in April.

“We’ve been talking about skills-based now for probably the last two plus years, and it was really, as a result of a change in our business strategy at SiriusXM,” Tylee said.

While SiriusXM’s skills transformation is far from complete—and may never be (more on that later)—Tylee shared some key lessons her team has learned over the past two years.

For more on the lessons from SiriusXM’s skills transformation, keep reading here.—PM

A Colorado corrections officer lost a lawsuit on Monday against his former employer over its mandatory DEI training, making it the second time his case was dismissed. The case is the latest in a string of cases where DEI training has ultimately been found to be lawful.

The latest. In the case of Young v. Colorado Department of Corrections, the plaintiff alleged that his previous employer’s racial sensitivity training created a hostile work environment. The case was initially tossed out in 2024 when the court held that the training alone could not be used as the basis for hostile work environment claims.

According to the latest appeal that tossed out the case, the plaintiff submitted an updated complaint alleging the training “compromised security” and that leaders “acted upon the training for disciplinary decisions.” Young also alleged that specific terminology from the training, such as “white fragility” and “white exceptionalism,” contributed to the hostile work environment. However, the court found that the additional allegations against the training didn’t appear to have a direct impact on the plaintiff’s job function or how he communicated with other employees, nor proved that “the training program and its aftermath would have created a hostile work environment.”

Zoom out. Other suits involving anti-bias trainings have been determined in the favor of employers. Courts have found that the plaintiffs can’t prove that anti-bias training inherently causes a hostile work environment.

For more on the lawsuits targeting DEI and anti-bias trainings, keep reading here.—KP

Ah, spring. The season of new beginnings.

And nothing says new beginnings quite like decluttering your home—and your HR strategy.

Yes, you read that right. Your HR strategy could use some spring cleaning. That’s not a knock on your housekeeping HR keeping skills—it’s just good practice. So much so that Nancy Vitale, chief people officer at Omada Health, has made it an annual tradition.

“Every year, we’ve gone through kind of a refresh…and it’s happened around this time. Kind of a simple refresh, what still makes sense, how do we add, edit,” Vitale said during a recent episode of HR Brew’s People Person podcast.

She sat down with Kate Noel, SVP and head of people operations at Morning Brew, to discuss her approach to spring cleaning at the digital healthcare company.

For more from our conversation with Vitale, keep reading here.—VV

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