SHRM Blog

Conversations with the Boss

by Mofota SefaliOn September 23, 2019 0 comments

 

 

Growing up, we always had the radio playing in the background—an old wireless in the kitchen that was stuck on one station. My favorites were the dramas that would play just before bedtime. I loved listening to the stories that would go on for weeks until the series would come to an end.

Radio made me love listening to people talk. It also helped me develop my listening skills and possibly also helped me with some areas of the English language. So, I have this thing for listening with my...

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It Doesn’t Take A Law Degree to Know That an Employer May Have Really Screwed Something Up

by Eric B. MeyerOn September 20, 2019 0 comments

 

 

 

I can often draw upon my years of experience as an employment lawyer to predict from reading the first paragraph of a federal court opinion how the court is going to decide the discrimination claim before it.

Let’s see what you think. 

Here’s the first paragraph from a recent opinion from a Michigan federal court in which the plaintiff alleged race discrimination.

[The plaintiff]—formerly a nurse at [the defendant’s] Dearborn hospital—reported to her supervisor…that she overheard her patient tell someone on the phone, “I do not want

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#Nextchat: Allies in the Workplace

by Mary Kaylor, SHRM-CPOn September 16, 2019 0 comments

 

 

 

Some of the most well-intentioned workplace conversations don’t always turn out as planned. Statements made in an effort to be supportive or complimentary can end up being insulting and hurtful.  

A microaggression is a statement or action regarded as an occurrence of indirect, subtle or unintentional discrimination against members of a marginalized group, including groups formed around gender, sexuality, race, ethnicity, religion, age and ability.

Microaggressions contribute to feelings of exclusion in and from...

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Learning to be a Better Ally

by Heather BussingOn September 13, 2019 0 comments

 

 

 

I like to think about myself as being a good ally. But I still have a lot to learn. I have relied on my own reality and experiences and made assumptions that other people's experience is similar. It's not. Not even a little.

As someone who was adopted, I have some insight into what it feels like to be 'other' and not belong. As a woman attorney, I have plenty of experience with gender bias and sexual...

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The Same but Different - Building a Truly Inclusive Culture for All

by Mofota SefaliOn September 12, 2019 0 comments

 

 

 

“Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin and political beliefs.”

What about race? How do we break down the fundamental differences that are inherent in people of the same race? Africans are different, African-American’s are different. We don’t seem to understand that even amongst people who appear to look the same, we are different. We are not a monolithic group of people. We don’t all...

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Video Interviews: Employer Brand and the Candidate Experience

by Phil StrazzullaOn September 11, 2019 0 comments

 

 

Video interviewing software has become an increasingly popular way for businesses to screen candidates. Now, companies from startup to Fortune 500 are using video interviews in their hiring process in order to streamline and expedite the hiring process,

While video interviewing is commonplace, many companies still get it wrong.  Specifically, many recruiting teams stumble when it comes to the employer branding and candidate experience implications of video interviews.

To get started, here are some of the pitfalls you should consider when you start using video interview software that can hurt the candidate...

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Intrepreneurship

by David KovacovichOn September 11, 2019 0 comments

 

 

As one who has dedicated the better part of his life to finding the Holy Grail of Employee Engagement, I am consistently in the trenches trying to find what works and what needs to change. This requires 4 a.m. conference calls with other regions of the world, speaking at and attending conferences of various disciplines and driving technical deployments that are massively complex in scale. Every day presents new challenges, every organization wants something different and no concept seems impossible to bring to reality.

The studies that promote global employee...

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