Mary.Kaylor

On June 20 as #Nextchat invited special guest Joe Gerstandt to join us for an informative discussion on “what’s next” for Diversity and Inclusion in the 21st century.

In case you missed it, here are all the tweets from the chat:

SHRM is known for producing some of the most brilliant, entertaining and informative HR conferences on the planet and the “SHRM Annual Conference” is our flagship.

If you’ve never attended a SHRM Annual Conference, it may be difficult to understand why “The Big Show” is on almost every ambitious HR professional’s yearly bucket list.

Whether they’re a first-year generalist or a seasoned employment attorney, SHRM members usually reserve the last week of June on their calendars 11 months in advance.

SHRM is known for producing some of the most brilliant, entertaining and informative conferences on the planet. 

As 15,000 excited SHRM members, media, and expo vendors prepare to descend upon Atlanta June 24-27, SHRM is doing its best to help them get ready for an amazing experience.

In the past few years, SHRM has expanded its social media activities at Annual Conference with increased conference programming, a social media lounge, tweet-ups and a growing group of bloggers who report all the best highlights. 

Branding and social media seem like the perfect match.  Whether you’re an individual or a large business, social media can help you build strategic relationships with your target audience and create a community of trust.

According to the latest research from McKinsey & Company, while 53 percent of new workers entering the workforce are female, only 3 percent of CEOs are women. Complicating this statistic are individuals and organizations who limit women’s ability to advance in their careers due to outdated attitudes and limited --  if not zero -- workplace flexibility. 

Workplace flexibility is replacing the one-size-fits-all, 9-to-5 way of working in a growing number of organizations.

What’s motivating companies to consider new ways of making work “work?” And what impact does giving employees more choice over how, when and where work gets done have on workplaces and the bottom-line?