October 2025 |
HR InTouchThe Monthly Newsletter of the Greater Madison Area SHRM |
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In This EditionPresident's Message
Legal Update: “Can’t I Just Work Through My Break?”
SHRM Certification Prep Sessions Student Night Out Member Networking and Welcome Event! November Professional Development Summit - Annual Legal Update Virtual Roundtables for 2025! How Milestones of Adulthood Have Shifted from 1975 to 2024 and Why Employers Should Care
Event Recap: South Central Wisconsin Job Fair Diversity Observances in October and November Resource of the Month: October is National Disability Employment Awareness Month (NDEAM)
Board Spotlight: Corporate Relations Volunteer Spotlight: Bonny Bassett Membership Campaign and Referral Contest! Save 50% On SHRM National Membership Now Through December 31, 2025! GMA SHRM Retiree Membership Welcome New Members! Congratulations to our 1, 5, 10, 15 and 20 year anniversary members!
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Government Affairs & Legal Updates Legal Update: “Can’t I Just Work Through My Break?”Submitted by Submitted by Emmerson Mirus, Brian P. Goodman, and Storm Larson, Attorneys at Boardman & Clark LLP, a Platinum Partner
Student Night Out!October 14, 2025
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| Jim Morgan |
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Courtney Lamers Lisa Hirchert |
The traditional markers of adulthood—moving out of the parental home, joining the workforce, getting married, and having children—look very different today than they did nearly 50 years ago. According to an article by Paul Hemez and Jonathan Vespa for the U.S. Census Bureau (2025), the top combinations of milestones achieved by 25- to 34-year-olds in 1975 and 2024 reveal a dramatic shift in priorities and life paths.
In 1975, nearly half (45%) of young adults had achieved all four milestones: they were living independently, working, married, and raising children. The second most common group (22%) had left their parents’ homes, married, and started families, even if not all were employed. By contrast, relatively few young adults only focused on work (3%) or simply moving out (6%).
Fast forward to 2024, and the landscape looks strikingly different. The most common path for young adults (28%) is moving out and joining the workforce but not necessarily marrying or having children. Only 21% achieve all four traditional milestones—a steep drop from 1975. Other common combinations include being away from parents, working, and marrying (14%), or just participating in the labor force (9%). A notable share (20%) falls into “all other combinations,” underscoring the growing diversity of adult experiences.
These trends highlight broader social and economic changes: delayed marriage and childbearing, rising housing costs, shifting gender roles, and evolving cultural expectations. Adulthood in 2024 is no longer a one-size-fits-all journey, but a variety of pathways shaped by choice, circumstance, and opportunity.
The article (2025) concluded that “[o]ver the decades, the most common milestones shifted from family to economic ones—being in the labor force and living independently but not being married or having kids.”
Understanding these shifts isn’t just interesting from a societal standpoint—it’s critical for employers navigating today’s workforce challenges. The changing life milestones of young adults directly influence workplace expectations, retention, and engagement. Here’s why it matters:
- Employees in their mid-20s to early 30s may prioritize career development, financial stability, and flexibility over family-building milestones like marriage and parenthood. Traditional benefits like family health plans and dependent care are still important but may no longer be the top driver for this age group. Employers should consider benefits like student loan assistance, housing stipends, flexible schedules, and wellness programs to remain competitive.
- With delayed life milestones, young adults often have more freedom to move for opportunities or experiment with different roles. This can lead to higher turnover if employers don’t provide clear pathways for growth. Career development programs, mentorship opportunities, and skill-building initiatives can help keep employees engaged and invested in staying long-term.
- A diverse mix of life stages now coexists within the same workforce. Some employees are raising children, while others are still exploring independent living for the first time. Leaders must create a culture that respects and supports these differences. Flexibility and understanding are key to building belonging and psychological safety for all employees.
Recruitment strategies must reflect these changes. Messaging focused solely on traditional milestones—like stability for families—may not resonate as strongly with younger job seekers. Highlighting growth, innovation, purpose-driven work, and flexibility will better align with the values of today’s young adults.
In short, as the definition of adulthood evolves, so too must employers’ approaches to attracting, supporting, and retaining talent. By adapting policies, benefits, and workplace culture, organizations can meet employees where they are—no matter which path to adulthood they’re on.
To learn more about trends in the talent landscape, join us for our free monthly Talent Report+ webinar on October 8 as we focus on Total Rewards Strategies. Register here. Eligible for recertification credits.
Sources:
U.S. Census Bureau, Current Population Survey, 1975 and 2024 Annual Social and Economic Supplements
Hemez, P., & Vespa, J. (2025, June). Most Young Adults Had Not Reached Key Milestones of Adulthood in 2024. U.S. Census. www.uscensus.gov
Event Recap: Resume Reviewers Needed for South Central Wisconsin Job Fair
Submitted Ambar Aguirre Sanchez, HR Generalist at Veridian Homes and Director of Workforce Readiness
On September 9th, ten volunteers from GMA SHRM’s Workforce Readiness Committee staffed 10-Minute Resume Review stations at the South Central Wisconsin Job Fair. Attendees were invited to meet one-on-one with HR professionals for a quick resume review before connecting with recruiters at the fair. To further support job seekers, GMA SHRM also provided a half-page list of tips on how to make the most of the event.
Throughout the day, our volunteers engaged with 80 attendees, addressing a wide range of questions. Many job seekers sought advice on transitioning to a new career and tailoring their resumes to reflect those changes, while others asked for guidance on how to explain gaps in employment. Volunteers also promoted Job Center Partner programs, sharing resources that aligned with job seeker needs.
A big shout-out to our incredible volunteers, who arrived an hour before the event and worked nonstop throughout the event to meet the high demand. It was a rewarding experience to connect with the community and help boost participants’ confidence right before they met with potential employers.
If you’d like to learn more about this event or are interested in volunteering at the next one, please reach out to our Workforce Readiness Director at asanchez@veridianhomes.com asanchez@veridianhomes.com.
We hope you’ll join us in making a positive impact in our community!
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Diversity Observances in October and November
Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI
October and November Observances
Resource of the Month: October is National Disability Employment Awareness Month (NDEAM)
This October marks the 80th anniversary of National Disability Employment Awareness Month, first established in 1945. The 2025 theme, “Celebrating Value and Talent,” highlights the important contributions people with disabilities—including those with mental health conditions and other nonobvious disabilities—bring to our workplaces and economy. NDEAM is both a celebration and a call to action: by reducing barriers and fostering accessibility, organizations empower every employee to contribute fully, strengthening workplace culture while reflecting the true diversity of our communities.
Ideas for Employers and Employees
The ideas below are just a few ways employers and their employees can in October and all year long. For additional inspiration, check out our page “Year-Round Employer Strategies for Advancing Disability Employment.”
Review Policies and Environment
NDEAM is a great time to review policies to ensure that they convey a commitment to an accessible workplace culture:
- Review policies like parental leave, sick leave, and other leave policies to ensure they are inclusive and not punitive toward employees managing a disability or health condition.
- Review hiring policies and procedures to ensure accessibility, from job descriptions to online application tools, to interviewers trained to focus on skills rather than making assumptions.
- Ensure the work environment is accessible, including physical spaces, digital tools, and communication methods.
Train Supervisors and Employees
As part of NDEAM, consider conducting training to ensure that supervisors understand their role in fostering a disability-friendly workplace culture.
- Provide training so that supervisors may have tools to provide support.
- Encourage managers to normalize accessibility by modeling inclusive practices (e.g., turning on captions during meetings, describing visual content).
- Review process for providing reasonable accommodation.
- One easy way to provide such training is to make use of available “turn-key” training modules and available materials, such as those available from the Campaign for Disability Employment.
Educate Employees
Companies committed to disability-friendly workplaces may consider reinforcing that commitment regularly and effectively to employees.
- Several ready-to-use resources can assist in facilitating such activities, such as disability etiquette materials and videos with accompanying discussion guides.
- Provide quick “did you know?” spotlights in newsletters, intranet posts, or digital signage to explain common features (e.g., automatic door openers, captioning tools, ergonomic software).
- Incorporate accessibility awareness into workplace culture campaigns, tying it to organizational values of inclusion and belonging.
- Contact local disability organizations to see if they offer workplace training programs (Dept of Workforce Development, Waisman Center, etc).
Distribute Articles
NDEAM offers content for an employee newsletter or internal website. Articles may address a range of topics, such as general information about the process for requesting reasonable accommodation or perhaps recognizing the contributions of employees with disabilities—either in general or on an individual level. In addition, your company’s top executive may send a message to all employees recognizing NDEAM.
Feature NDEAM on social media
NDEAM provides an interesting hook for content on social media platforms, including Facebook, Instagram, LinkedIn, and X—include the hashtag #NDEAM! Organizations can also use our sample key messages to help incorporate NDEAM into their social media activities.
Employees with disabilities bring lived experiences that foster creativity, adaptability, and inclusive thinking—qualities that benefit teams and drive innovation. By celebrating the talents of these employees, organizations can cultivate a culture of empathy, collaboration, and belonging that positively impacts everyone.
Sources:
U.S. Dept of Labor
Download the NDEAM poster
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Board Spotlight:Corporate Relations
Volunteer Opportunity – Corporate Partner Liaison
Looking for a simple way to get involved with GMA SHRM? Join the Corporate Partnership Committee. The Corporate Relations Committee plays a vital role in connecting area businesses with our members by creating meaningful sponsorship opportunities. Our committee manages the Corporate Partnership Program and other marketing opportunities that help businesses reach our members while supporting GMA SHRM initiatives.
Liaisons work directly with our Corporate Partner businesses to coordinate and maximize their benefits throughout the year. This role requires just 30 minutes per month and is a great way to build relationships while supporting our chapter.
If you are interested in becoming a member of the committee, reach out to us—we’d love to have you join!
Partner with GMA SHRM
Is your organization looking for ways to connect with over 600 HR professionals representing more than 400 employers in the Madison area? GMA SHRM is one of the largest and most respected SHRM chapters in the nation and partnering with us provides a year-long opportunity to promote your products and services.
With Platinum, Gold, Silver, and Bronze levels available, there’s an option to fit every budget and marketing strategy.
Partnership benefits include:
- Year-round sponsor recognition on our website and at every event
- Display at the Human Capital Conference
- Summit sponsorship opportunities
- Newsletter advertising
- Mailing list access
- Partner display banner
- Individual chapter membership
- And much more!
Volunteer Spotlight: Bonny Bassett, Client Relationship Manager at The QTI Group
How long have you been a member of GMA SHRM?
Almost 6 years
How long have you been a volunteer with GMA SHRM?
1 year
What committee(s) have you volunteered with? What’s been your role with the committee(s) or why did you choose that committee(s)?
I volunteer with the Corporate Partnership Committee, where I work directly with our partners to help them fully leverage the benefits available through their GMA SHRM partnership. My role involves building strong relationships, ensuring partners feel supported, and helping them maximize their visibility and engagement within the organization.
Why do you volunteer with GMA SHRM?
The QTI Group has been a long-time corporate partner of GMA SHRM and I have seen the value the organization brings to our local HR community. I wanted to be more involved and felt that volunteering with the Corporate Partnership Committee was a great way to contribute by supporting and connecting with other partners.
What would you say to others who are unsure about volunteering with GMA SHRM?
GMA SHRM is an incredible community filled with welcoming and supportive people who make it easy to get involved. There are so many ways to volunteer. The connections you can make are meaningful and the experience is both rewarding and fun.
What’s been the biggest “surprise” to you since being a member of or volunteer with GMA SHRM? (Something you didn’t know about the chapter before, or something you think others may not know, or a fun-fact about GMA SHRM leadership, etc.)
One thing that really surprised me is how affordable membership is compared to other chapters. GMA SHRM has some of the lowest dues in the country, and that is largely thanks to the generous support of our Corporate Partners. It is a great example of how strong partnerships can directly benefit the entire membership.
What’s been the biggest “reward” for you since volunteering with GMA SHRM?
The biggest reward has been the connections I have made. Volunteering has given me the opportunity to build meaningful relationships with other professionals in the HR community, and those connections have been both personally and professionally enriching.
New Member Campaign and Referral Contest
As a GMA SHRM member you already know that our organization offers support, resources, and opportunities to network with other HR professionals in the greater Madison area, so who in your network would benefit from joining GMA SHRM?
Share code SAVE40 with your HR friends, colleagues, vendors, customers, etc. and new members will receive $40 off their first year dues! (This is for new memberships only.)
Have them enter your name as "Referred By" on the New Member Application and you’ll be entered into the contest.
- Most referrals = win a $200 Amazon Gift Card!
- Second most referrals = win a $100 Amazon Gift Card!
- If your network is smaller, no worries, as two random "Referred By" names will be selected for $50 Amazon Gift Cards.
- Winners will be announced at the November 18th Legal Update Professional Development Summit!
Save 50% On SHRM National Membership Now Through December 31, 2025!
- Offer: New members can join SHRM at 50% off, exclusively through Chapters.
- Eligibility: This offer applies to new professional members only and cannot be combined with any other SHRM promotion. Student and other membership categories are not eligible.
- Promo Code: New members should use the promo code: "NewMembersOnly" when signing up for membership and select your Chapter.
- Be sure to select Greater Madison Area SHRM as your chapter to receive discount!
- SHRM membership does not inlclude membership in GMA SHRM.
GMA SHRM – Retiree Membership
To qualify you need to have been employed in Human Resources and no longer represent a company. We ask Retiree Members get involved and join a committee and/or participate in monthly HR Advice Network group meetings (roundtables).
For more information, visit our Retiree Membership page.
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Welcome New Members!
| Carolyn | Bossert | Telephone and Data Systems |
| Christopher | Dudley | USI |
| Jessica | Grube | Lost Boys Interactive LLC |
| Karen | Knipfer | Hiebing |
| Susan | Lenius | Wis-Pak, Inc. |
| Maggie | McNulty | Hammes |
| Callihan | Moraska | Wisconsin School of Business |
| Brian | Mulvey | EK Machine |
| Phil | Ouellette | EOS Worldwide |
| Mara | Patterson | T.R. McKenzie, Inc. |
| Megan | Repp | Sonoco |
| Charles | Rodriguez | Lift Consulting |
| Alison | Sigman | McCoy Federal Credit Union |
| Elizabeth | West | Lost Boys Interactive |
Congratulations to these members celebrating milestone anniversaries!
1 Year! (2024)
Sarah Dewbre, PHR, SHRM-CP
Jessica Moon
Joanne Mueller
Brandy Foulkes
Kelli Klapatch
Katie Bergeland
Dan Kaye
Shenfeng Cunningham
Mia Doyle
Betsy Smit, PHR
Ev Hyndiuk, SHRM-CP
Lori Alt, SHRM-SCP
Staphanie Larson
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