Shining a light on hot topics and organizations who are leading the way in the HR space.
Today is a day to celebrate – May 17 is the International Day Against Homophobia, Transphobia, and Biphobia. The discussion about identity has been hard fought, and there is a new focus on organizations to become more diverse, equitable, and inclusive (DEI).
In our conversations with HR leaders across industries and across the world, as well as our extensive research on the topic, a few common challenges in getting started with metrics and analytics have emerged. These challenges can be grouped into four categories.
In my time at McLean & Company I’ve had the opportunity to work with many HR leaders to create an overarching talent (HR/People/etc.) strategy and have learned many practices and tricks that can make it more likely that a strategy will become reality.
For May, which is Asian American Pacific Islander Heritage Month in the United States and Asian Heritage Month in Canada, I wanted to highlight actions we can take to support employees through current salient societal challenges impacting Asian, Pacific Islander, and Muslim communities.
In my five years at McLean & Company I’ve led countless focus groups and talked to hundreds of employees across North America about what makes them engaged at work. I’ve come to learn that no matter the industry, role, or location, their answers are incredibly consistent.
When facilitating discussions on sensitive topics related to diversity, equity, and inclusion (DEI) in a workplace setting, our key responsibilities are to support learners in becoming better critical thinkers, active participants in their own ongoing development, and emotionally intelligent human beings while nurturing a psychologically safe learning environment. But when these discussions reach a crisis point, it’s an opportunity to think differently about what psychological safety entails for individual learners with different experiences.
Empathy may lie at the heart of our ability to move the dial when it comes to diversity, equity, and inclusion (DEI), but it can be difficult to foster. How do we build empathy at a group level?
As the months have passed and COVID-19 vaccinations are starting to roll out around the world, more and more people are beginning to think about what kind of work environment they will be returning to.
Moving from Black History Month into Women’s History Month, we wanted to highlight some very critical practices and concepts in our workplaces today that are owed to the work of Black leaders in the space.