Corporate Diversity Leaders: Less Focus On Demographics, More On Belonging

Screen Shot 2018-06-07 at 3.22.24 PM

“There are champions of “diversity” and there are champions of a “demographic”. We need to be more concerned when something happens to one of us; it’s really happened to ALL of us. Being a champion of diversity means being a champion for everyone across ALL inter-sectionally, not just the familiar” — Candi Castleberry Singleton, VP of Intersectionality, Culture and Diversity – Twitter.

My professional HR relationship with diversity initiatives has always been, “meh.”

For that reason, I was thrilled to attend the “Beyond a Corporate Initiative: Making Diversity, Inclusion and Belonging Real For Employees” panel at WorkHuman 2018. The panel included some mighty star power including Candi Castleberry Singleton, VP of Intersectionality, Culture, and Diversity at Twitter; Barbara H. Whye, Chief Diversity & Inclusion Officer and VP of Human Resources at Intel; Willard McCloud III, Global Lead of Diversity & Inclusion and Culture at Pfizer; and Barbara Williams Hardy, Global Head of Global Diversity, Inclusion & Belonging at Netapp.

I was sincerely inspired by this panel. To understand, you need to know more about my “meh” relationship with D&I initiatives, which I imagine that some of you have had too. It was not for lack of believing in their human value nor for a lack of believing all should be given equal opportunities to work, live, and be respected. My “meh” HR relationship was driven by the feeling that no matter what HR “did,” the task at hand was too big to tackle, too time-intensive, and, frankly, would drive limited results.

More importantly, I’m not sure I related enough to the stereotypical demographics affected. I’m a white woman. Yes, women are included in the “stereotypical” group, but to date, I hadn’t felt any professional pain because of my gender. How could I relate enough to lead diversity programs? Frankly, I didn’t feel I belonged.

The panel’s insights, given to a packed crowd, made me sit up in my seat. A D&I work theme loudly heard was that in addition to giving the oppressed a “voice,” D&I is also about creating safe workspaces for ALL to belong. For if one truly feels they belong, they can be their true selves. When you are your true self, you have more courage to speak your story to others. That’s the magic.

Belonging is a human issue, not just a demographic one. This was very powerful to me and to the crowd. So much so, I regretted not having this revelation in my earlier HR days, where the story I had in my head of “not belonging” in the diversity world was really off-base.

The panel also agreed that the issues we are seeing in society (#metoo, Charlottesville, transgender equality) are impacting diversity and inclusion initiatives in the workplace. For new generations of workers are demanding companies to respond to social injustices in a very public way. This is new territory for stereotypically risk-averse corporations. They will need to navigate these waters now, or risk talent acquisition and retention problems in the future.

In the end, the panel hit home that no initiative or program, whether diversity-related or not, succeeds without the help and support of all. And for those leading D&I programs, it’s time to get clear on who your programs are championing. If your answer is not “all,” you may need to reframe your purpose towards creating a culture of belonging.

>>>This post was originally published on Globoforce’s WorkHuman Conference Blog.  To learn more about Globoforce and the WorkHuman Movement — click on the links.  Also, to continue the WorkHuman conversation, join your peers on LinkedIn by visiting workhumancommunity.com.

 

#SHRM18 > 4 Speakers #HR Can’t Miss If You Want To Re-Skill

Screen Shot 2018-06-06 at 2.44.22 PMHello Friends!

I am going to be covering the SHRM National Conference this month in Chicago, IL (yes, one of my fav states).  Since I go, speak, and write for a lot of conferences (I’m a nerd), I want to share some love with you.  I mean, we know HR pros and leaders need to sharpen skills to handle the modern organization.  Take a little time for yourself (for a change) and get your learn-on.

Here are four speakers I have seen whose sessions I recommend you attend at SHRM18.  They have smarts coupled with research.  They are entertaining and will keep your attention. They have books! So go see them. Pronto. Tag these on folks on your SHRM18 App asap.

  • Tim Sackett
  • Cy Wakeman
  • Jamie Notter
  • David Rock

To read all the reasons why — you must check out my full piece originally published On the SHRM Blog.  All of the links to these speakers and their sessions are just a click away.

Also, let me know if you are going! Let’s hug it out —

WEBINAR! Join me > L&D “Selfies”: How To Customize Programs To Make Employees CEO of Their Careers

Hey Gang! 

If you are a leader of Culture, Engagement, HR, Learning and Dev, don’t miss this one.  I’m happy to host this webinar:  L&D “Selfies”: How To Customize Programs To Make Employees CEO of Their Careers.  This one is brought to you by the great folks at Clear Company and HR.com. 

This one is Thursday, May 10th, 1pm – 2pm Eastern Time (12pm – 1 pm Central).

REGISTER HERE : ) 

Today, all generations in the workforce are smack in the middle of the “i” generation. From the iPhone to Amazon, our world is tailored to individual needs. New ways of receiving information (Facebook, anyone?) have also changed how we absorb information. That includes how employees interact with learning and development programs within the workforce. 

Join me, to examine how we should be empowering employees to drive their own development. She’ll discuss how this method is not only what most modern employees want, it’s also key to retention and engagement of your top talent. 
  
We’ll Discuss: 

  • What makes up the modern “career”
  • How developing leaders has risen to the top of executives’ priority list
  • The top current ways adults absorb information
  • New employee-driven learning and development techniques that not only teach skills but also drive employee engagement
  • Why creating great employee experiences, including learning and development programs, is critical for success

REGISTER HERE and NOW: 

https://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/l_jgcqg36j.html

The HR Rebellion Includes Engaging Employees. Here’s A New Playbook To Help You.

IMG_2895

Rebels are few and far between.  But when they stick, they stick.

Rosa Parks, David Bowie, #metoo leaders, Galileo, the Star Wars Rebel Alliance, Abe Lincoln, and the rebels in the Paris Uprising of 1832. (OK, they lost, but we got Les Miserables). There is something these rebels have in common:  They take action. They do something. They don’t talk, they do.

And now, with the rise of the internet, we’ve witnessed in real time, our latest rebels – the modern worker.  And this has been very good. Freedoms afforded all through social channels, including instant access to knowledge and the ability to vote through “likes” have become the norm everywhere.  Everywhere, except the workplace. This has been very bad. But never fear, we’ve got a new bunch of rebels changing that. Corporate leader/rebels that have decided to do something to make the workplace a better and more profitable place to work.

These “rebel companies” are highlighted in a new book I a happy to introduce, Build It: The Rebel Playbook, For World-Class Employee Engagement.  Written by Debra Corey and Glenn Elliott of Reward Gateway, they have used their expertise creating employee engagement solutions as a basis for their “Rebel Playbook”.

Why is this important? The playbook spells out to us curious, yet time-crunched “trench HR” pros, how 59 “rebel companies” took baby steps to create engagement cultures. From McDonalds to VaynerMedia, and Krispy Kreme to Brewdog, there are plays for everyone. Did I mention the book spells this out for you.  Did I mention, baby-steps? It makes the impossible, possible.

I had the pleasure of speaking to Debra Corey, and very much liked what she had to say.  She’s what people in the South refer to as, “my people”. A trench HR vet herself, she has worked for the likes of big players like the Gap in addition to smaller tech companies – so she’s seen most everything.

51wqVLBG+mL._UY200_

Debra stated, “The companies represented are big and small.  We didn’t just want (to highlight) the “biggies” on purpose.  That being said, all who created successful engagement experiences had a few common themes:

  • They had a strong rebel driving the change.  Sometimes is was HR, sometimes other leaders, but they said things boldly to get attention.
  • There was support from leadership.
  • A majority of the companies saw connection between employee engagement initiatives to the total company engagement experience — including the customer experience”.

Although Debra is seeing a shift in a less “risk-adverse” HR culture, there are still pros that enjoy their place as risk mitigators and rules regulators. This is OK.  “However, some of these people may not be your workplace “rebels”.  These may not be the ones who will lead a cultural shift that centers on employee engagement”.  

Personally speaking, as an HR vet and someone who has read the book, I feel the “non-rebels” will still benefit from The Rebel Playbook. The best risk mitigation is to create an engaged workforce, one that understands the purpose of their work, feels they are being heard, and are connected to the organization.

So go get the book!  It’s a fun, practical read that will be worth the $10 Kindle price! That’s the cost of 2 Starbuck’s Tall Flat Whites. Then let me know what you think. Then be on the lookout for more of my posts about The Playbook, Debra and employee engagement topics.

#WorkHuman Conference: 2 Words – BRENE’ BROWN!

Hello Friends!

Check out my latest VLOG on why you must attend the 2018 WorkHuman Conference this April.  One of the keynotes is a favorite of mine — BRENE’ BROWN (I love her so much).

Brene’ is an expert on vulnerability.  I mean check this quote out: “Vulnerability sounds like truth and feels like courage. Truth and courage aren’t always comfortable, but they’re never weakness”. IMO, this is critical for modern leadership.

ALSO – when you Register for the conference, use the Magic Dawn Discount code WH18INF-DBW

SEE You There!

DB

 

 

VIDEO: HR ON THE RUN: How Not To Be Accused Of Harassment This Holiday

This episode of HR On The Run, I’ll give you tips on how NOT to be accused of sexual harassment this holiday!  Be safe!

 

 

Want to Look Smart about Google For Jobs? Recruiter Nation Live Hangout Series W/ Jobvite & Fistful of Talent!

Screen Shot 2017-11-10 at 8.48.07 AM

Hey Gang!  The FOT gang and Jobvite are at it again.  Joining forces to help you have #nobadhires. Join my friends Tim Sackett and Kris Dunn for the inaugural edition of The Recruiter Nation Live Hangout Series 

Our first hangout is at 1pm ET on Tuesday, November 14th 

Google for Jobs/ROI of Recruitment Marketing Spend! What You Need to Know to Look Smart!!

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!!

If you’re a client or follower of Jobvite, you know the Recruiter Nation Live series.  It started with the Recruiter Nation Live Conference in San Francisco last June, and continued with the Recruiter Nation Live Roadshow that brought real recruiter talk to 9 cities in North America over the last three months.

The feedback was great – you loved it, so we’re back with the latest in the series – the Recruiter Nation Live Hangout Series.  Once a month, we’ll be hosting a Google Hangout designed to keep the conversation among recruiters going – focused on things you can use, like the best-kept secrets of today’s smartest and most efficient recruiters, Jedi-mind tricks proven to make you more persuasive/ get great candidate response and strategies to hold your hiring managers accountable for their choices–so everyone wins.

Our first hangout is at 1pm ET on Tuesday, November 14th and will be hosted by Kris Dunn and Tim Sackett, focused on the following juicy topic:

Google for Jobs/ROI of Recruitment Marketing Spend! What You Need to Know to Look Smart!!

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!!

Let’s have some fun and learn from each other at the same time.  See you at 1pm ET on November 14th!!!

Top Question I Still Get from #HR Pros; What Tech do I need?

I speak around the country at conferences about a variety of things.  Hiring, culture, modern employees, learning and development, and burnout are amongst the topics I cover.  Typically after the sessions, it is normal for attendees to come ask me questions about what I presented on.

Unequivocally, the number one question HR pros ask me is “What HR technology do I need to get for my company?”.  The second question, “How do I pay for it?”. Now, HR technology is such an important topic that I likely I mention it in every presentation I give, regardless of topic.  Since HR tech touches every aspect of our function it is always important and relevant to every topic.

Here are some of my thoughts to pros, vendors and pundits. 

  • Not having HR technology in your organization is like a balloon with no helium.  Yeah, you can blow up a ballon manually, and technically it is still a balloon, but it doesn’t fly.
  • If your CEO/CFO (hell, even CHRO) thinks HR tech is a non–essential, they have a head like a hole. Yes, it is black as their souls.  I want to say quit these folks.  But I know, sometimes “I just can’t quit you!”.  In that case, you need to start the education process. Yes YOU.  Not IT, not accounting, YOU.
  • Education tip one:  Don’t expect divine intervention to pop knowledge into your head.  Don’t expect an epiphany.  The only way to get most things done is to do it yourself.  How?
  • Don’t put the cart before the horse.  The order of your tech purchases does make a difference.  My suggestion:
    • Start with a lightweight HRIS system if you are small to medium sized.
    • If you are a huge company, you probably already have an enterprise system in place.  It’s your job to make sure you are using all components of the HR module.  You have no idea how many HR teams have tools and don’t use them
    • Next, trick out your Applicant Tracking System.  This is still the core component to your tech stack. See last weeks post for more on this!
    • Stop there.  You can worry about other stuff later.
  • Don’t be a victim.  Own this.  You’ll be a rock star.  You’ll prove value
  • Get help from Sales.  Why?  They can teach you how to build a business case.  You need advocates anyway, start there.

Good luck – have fun – and make some magic happen.

 

 

Effective Recruiting Teams Using Multiple Softwares via #HRTechConf

FullSizeRender (7)

Modern recruiting/ talent acquisitions teams, it is time to roll up your sleeves and get your tech on.  Why?  To be effective most pros are using multiple talent acquisition platforms to provide a soup-to-nuts recruiting experience.  And not just a good experience for candidates, but also for recruiters.  Looks like a one-and-done recruiting platform isn’t quite enough to get the right candidates to you and provide recruiters the data needed to be the most effective.

At the HR Technology Conference in Las Vegas, I attended a panel called “If We Build It, Candidates Will Come: Building the Perfect TA Tech Stack”, facilitated by Tim Sackett.  The panelist included Marriott International’s VP of Talent Acquisition Strategy, Jessica Lee, Intel Corporation’s Recruiting Capability Adoption expert, Allyn Bailey, and Bazaarvoice’s, Head of Global Talent Acquisition, Graham Pionkowski.

These are larger companies, so it stands to reason they have greater resources to adopt several platforms. Never fear smaller HR teams:
–All agreed the center of their “tech stack” was still the Applicant Tracking System.–  
So my HR friends just beginning to build a tech stack or who have limited funds — start there
Also, some of the newer components pushing their way up the TA food chain is are automated sourcing tools such as Entelo and Recruiting Marketing tools such as Smashfly.  So start learning more about how automated sourcing and recruiting marketing are being coming essentials as well.
Alright.  Hold on to your butt’s HR friends, here is what a comprehensive Talent Acquisitions/ Recruiting  “Tech Stack” could include: 
  • Applicant Tracking System
  • Sourcing
  • Employee Referral
  • Candidate Experience
  • Employment Branding
  • Job Descriptions
  • Onboarding
  • Screening/ AI
  • Data & Analytics
  • Recruiting Marketing/ CRM
  • Background Check
  • TA Communications
  • Reference Checking
  • Assessment
  • Contingent Labor
  • Interview Tech
  • Job Boards
  • College Recruiting
  • Career Sites
Go show this list to your resource “decision makers” now.  Or the picture embedded in this post.  Next time you say to that decision maker, “we need more”, this may help prove your point, if even just a little.
All this being said — it is an exciting time in the recruiting world.  It is also a time where our workloads are increasing, pressure is on the rise, and finding candidates is tougher than ever.  My advice:  determine the one pain point you have in recruiting, determine the category above that can help relieve that pain point and start doing some research.
You may just be pleasantly surprised how a few tech pieces can impact your results.

VIDEO>HR On The Run: Sexism & Preventing “Weinstein’s”

Screen Shot 2017-10-11 at 11.18.49 AM

This edition of HR On The Run…

Harvey Weinstein, media mogul, founder of Mirimax, producer of incredible movies is now another cliche’ loser.  Not shockingly, he’s admitted to perpetrating rampant sexual abuse towards several actresses, assistants, or other women in the Mirimax organization.  This is really, really awful.  More shameful, people didn’t talk about this for years.  I call bull-shit that the board, parters, and bother didn’t know — but that’s another post.

Here are my 4 Tips/Takes on how HR pros can help prevent this occurring in your organization.  Check out the video for more! 

  1. Sexism / Harassment is about Power
  2. If your CEO misbehaves — ALL know.
  3. Create a safe space for employees
  4. Remember your legacy as an HR pro