Pat Hall Jaynes, SPHR, SHRM-SCP’s Post

Recognizing the importance of allyship in HR. Allyship plays a significant role in #HR as it helps create a more diverse and inclusive workplace. By recognizing the importance of allyship, HR professionals can actively work towards dismantling systemic barriers and biases that may exist within their organization. They can advocate for underrepresented employees, provide support, and create opportunities for growth and advancement. Continue: https://lnkd.in/eB2wnaqS #hr #allyship #diversity #diversitytraining #inclusion #belonging #hrci #shrm #humanresources #chro #learning

A final reminder for anyone in the Minneapolis area (or knows someone who is) we will be holding a roundtable discussion on Thursdays at 1230 local time. No webcasting on this one, but if you are interested in getting a copy of the results, please let me know #hr #inclusion #research #data

While the two words are often used interchangeably, it’s important to note that there is a very tangible distinction between the two, and that both are required for a workplace to flourish. Diversity - Otherness … those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. Inclusion - A practice of ensuring that through their work in organizations, people feel they belong, are engaged, valued, and connected to the goals and objectives of the organization. Diversity is all the ways in which we are different, and inclusion is all the ways in which we can bring those differences together. ➡️ https://bit.ly/42GWkHX #GlobalDiversityAwarenessMonth #hr #humanresources #workplacediversity #diversity

While the two words are often used interchangeably, it’s important to note that there is a very tangible distinction between the two, and that both are required for a workplace to flourish. Diversity - Otherness … those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. Inclusion - A practice of ensuring that through their work in organizations, people feel they belong, are engaged, valued, and connected to the goals and objectives of the organization. Diversity is all the ways in which we are different, and inclusion is all the ways in which we can bring those differences together. ➡️ https://bit.ly/42GWkHX #GlobalDiversityAwarenessMonth #hr #humanresources #workplacediversity #diversity

This is what we talk about when we talk about Diversity, Equity, Inclusion, Accessibility, Belonging and Justice. These certainly are very succinct definitions. Nonetheless, they can help you understand: 1) that they are not the same thing; 2) that they differ in a number of ways; and 3) that they overlap in some respects. Check it out! #DEIB #HackingHR #HR #humanresources

Thanks Johnny C. Taylor, Jr., SHRM-SCP for this video, which is the topic for today's #coaching questions for #CEOs: What does #inclusion mean to you? How does you company foster #inclusion safety? How do you make sure there's not only a seat at the table, but room for a different voice in your decision making? What would an #inclusive #culture look like in your company? What's your goal for creating #inclusion for all your employees?

Great point…short but powerful video. And I would take it a step further. Diversity is level one…Inclusion is level two…but Equity is the highest level. When there is diversity at the highest “decision making level”, an organization is really doing it. Equal voices at the table…who is making decisions for your organization? Who is on your Board of Directors? When everyone looks the same, speaks the same, votes the same and believes the same, equity doesn’t exist. Organizations that are more diverse at the highest level increase EBITDA by 33%. When you don’t invite everyone to the party it’s called self-sabotage.

DEI or IED? Is reworking the equation the answer? I was helping my son with his high school algebra this morning and witnessed his frustration at the futility of reworking equations... It got me thinking about this reframe of DEI to IED, which makes sense at some level given the backlash against DEI. But to me these reframes hide the true work that needs to happen to create a thriving workplace culture for all. We need to build: 💡 a culture of safety and belonging through interrupting bias in the moment 💡a culture of learning and growth through talking about our mistakes out loud and admitting what we don't know 💡a culture of caring for employee well-being through flexible work hours and limits on meetings We need to incentivize the behaviors that contribute to inclusion, that support well-being, and that promote diversity of thought: 🍎 shared decision making in diverse teams 🍎 setting boundaries and finding purpose 🍎 employee feedback on small experiments 🍎 objective criteria for promotion decisions And we need to measure the difference it makes to employees' everyday experiences at work, and to let go of solutions that aren't working. The equation I suggest for real culture change is evidence-based behaviors. Which side of the equation are you on? #hr, #change, #culture, #leadership #behavioralscience #employeeengagement #organizationaldevelopment #inclusion

Does diversity matter? Of course, and it always will. But how about shifting the conversation from DE&I to IE&D? How about putting a real emphasis on INCLUSION, equity, and diversity? #SHRM #HR #IED #inclusionanddiversity