“We often forget the ‘I’ in the D&I conversation. The challenge is in having a culture where all employees feel included. It’s a major investment to bring talent into your organization, so why bring them in if they’re not happy when they get here? You’ve got to get the inclusion part right.” – Johnny C. Taylor, Jr., SHRM-SCP, SHRM CEO
Diversity and inclusion is top of mind for HR practitioners and employees alike. If we think about diversity as who is walking through the door, then inclusion would be the next part of the employee experience. With the recent focus on workplace diversity trends, it’s important to not forget how important it is to create an inclusive working environment.
I consistently see organizations with unnecessary barriers slowing their D&I efforts down or blocking them altogether. Want to move forward? Here are six opportunities to consider. I will unpack each of these further in following posts:
This will be my last blog before SHRM18. I wanted to share my experience with Diversity Stride 2018:
I had the great privilege to present an unconscious bias presentation with Judy Elliott-Pugh, SHRM-CP, PHR, MBA. Judy and I are the Diversity & Inclusion Co-Directors with the Garden State Council-SHRM (GSC-SHRM). We presented to the North Jersey-Rockland SHRM Chapter. We wanted to explore unconscious bias by discussing what it is and how we address it in our everyday lives and in our workplaces.
The United States Congress created the Days of Remembrance as our nation’s annual commemoration of the Holocaust. This year, Holocaust Remembrance Day (Yom HaShoah) is today, Thursday April 12, 2018.
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Today’s workforce and workplace trends are rewriting the traditional rules of work. Everything we’ve ever believed about how, where and when work happens is rapidly changing. And this is driving organizations to quickly reassess the ways in which they will design jobs, organize work and develop employee skill sets so that technology and people can work together for future growth.
Today’s we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity, and hyperpersonalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first AI, highly individualized leadership, and achieving breakthrough diversity and inclusion.
I hope everyone had a nice holiday season and I also wish you a very happy, healthy, and prosperous New Year! 2017 was a great year for me. I really have enjoyed and learned so much as the Diversity & Inclusion Co-Director with the Garden State Council SHRM (GSC-SHRM). This year, I am also the Diversity & Inclusion Director for the North Jersey-Rockland SHRM Chapter, as well as the GSC-SHRM 2018 Conference Social Media Chair. All good things and all offer great learning experiences.
Two words that are often inadvertently confused are “diversity” and “inclusion.”
A great way to remember the difference is this: If diversity is being asked to the party, inclusion is being asked to dance.
If you’re an employer looking to create a diversity and inclusion (D&I) program, the next logical question might be: “If we’re having a party, who’s handling the invitations?”
Let’s take a trip down elementary geography lane for a second. The triangle is considered the most stable shape which is why it’s so commonly used around us – from bridges, camera tri-pods and bicycles – triangles provide the stability and support in many things around us.
The 2017 SHRM Diversity & Inclusion Conference & Expo in San Francisco was without a doubt an amazing experience that I will never forget. SHRM posted my first blog about the conference on October 24. This is my second blog about the conference.