We were proud to officially launch the In Good Company community in Israel, welcoming 57 HR and business leaders for an evening of insight, conversation, and connection.

The event delivered exactly what it set out to create: thoughtful discussion, engaged participation, and meaningful networking that continued well beyond the formal program.

Highlights from the evening:

• A compelling keynote from Dr. Adena White on The AI Paradox, exploring the tension between AI’s rapid advancement and the practical realities organizations face when implementing it.

• A candid and well-balanced panel discussion, moderated by Adi Janowitz, featuring Neomi Farkas (Aidoc), Orit Stanton (Justt.ai), and Micha Cohen (Cyera). The conversation sparked honest dialogue around AI adoption, leadership, and navigating change in high-growth environments.

• Practical, actionable insights from Yoni Friedman, offering attendees clear takeaways to apply within their own organizations.

• Strong audience engagement throughout, with dynamic Q&A sessions and high energy that carried into an extended networking session filled with thoughtful conversations and new connections.

This marked a powerful start for In Good Company in Israel and laid a strong foundation for building a vibrant, local community of HR and business leaders.

We’re excited for what’s ahead.

📊 The law is in—and so are the numbers.

Since 2022, Israeli employers with 518+ employees must publish annual gender pay gap reports. But the conversation is moving beyond compliance. Many organizations are starting to analyze differences by job role, seniority, and even sector-specific benchmarks—going further than the minimum requirement.
For HR leaders, transparency can feel risky. But in a tight talent market, it’s also a chance to show commitment to equity and strengthen employer brand.

Question
Has your company published pay gap data in Israel yet? What’s one action you’ve taken—or plan to take—after seeing the results? 👇

Across Israel, investment in mental health has grown fast—but so has employee skepticism. People want more than apps and one-off wellness weeks. They want to see that wellbeing is a real priority, not just a checkbox. But with cultural and legal differences between countries, getting it right at scale is tricky. Authenticity matters more than ever, and employees can tell when support is performative. So the question becomes: how do you make wellbeing part of the culture, not just the benefits package?

Question
What’s one wellbeing initiative at your company that’s had a real impact—and what’s something you’re still trying to figure out?👇