Equitable HR Guild

Want to know how to include your LGBTQIA+ employees throughout the employee lifecycle? Check out our new guide! We've been working on this for the last few months and thought what better time to launch it than Pride?! Feel free to reshare or download by clicking into full screen view and then selecting the download icon. Alongside the guide, we also created a resource list. You may see some of our favorites like FOLX Health, Plume Clinic, Mossier, Everywhere Is Queer, Black Remote She LLC, Disclo, Textio, Grammarly, and so many more! Check it out - https://lnkd.in/gaKaSJ_F The resource list is still a work in progress, so if you'd like to be featured or have a suggestion of something that should be included, email us at hi@equitablehrguild.com. We're especially interested in DEI practitioners and trainers. Credit to Jennifer L. + Mahal Maningas on the content of the guide. We hope you find it helpful!

💰Take a few minutes today to reconsider the design of your retirement program. 💰 Many company retirement plans include an auto-enrollment feature, wherein new employees are automatically enrolled to have a modest base-level portion of their salary deducted towards a company-sponsored retirement plan. While employees can, of course, adjust these settings, many are unaware of their enrollment, don't realize they have the option to make changes, or simply don't take the time to do so. While this auto-enrollment strategy is well-intentioned for boosting retirement savings, it is not as equitable as it seems. Not everyone's financial situation is the same. While the default setting may serve as a helpful nudge to save for some, it may not align with the unique goals, financial circumstances, or personal preferences of others. By removing auto-enrollments, we're advocating for a more equitable approach to total compensation. It's about giving individuals the autonomy to make conscious choices about their financial circumstances and future. Instead, consider implementing a default employer contribution, enrolling all new employees in the plan but allowing them to decide whether they want to contribute from their earnings. This initial contribution can be a modest percentage, such as 1-2%, with the option to participate in a matching program above that.. Go a step further by offering financial wellness education for your employees. Equipping them with the knowledge and tools to make informed financial decisions can greatly enhance their overall financial well-being and help them make the most of their retirement plans and overall compensation. By removing auto-enrollments, we restore power to the hands of individuals, empowering them to take control of their financial destinies. 💪🌟 -- #MicroactionMonday is a weekly series by Equitable HR Guild highlighting small steps you can take to make your workplace more equitable.

We're calling on HR professionals to take a stand for equity in our industry. SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. We invite you to join us in signing the below petition to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Call to Action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well!

You know who won't be dropping equity work because of "societal backlash and increasing polarization?" Us! It's literally in our name. As disappointed as we are to see SHRM move away from equity, it comes as no surprise. Equitable HR Guild was initially created in response to SHRM's harmful resources and spineless stances. Our vision of HR? Equitable policies, practices, systems, and people. Follow us here and subscribe to our newsletter (launching Friday!) to follow along as we build that vision.

Include space to share personal pronouns throughout the hiring process. Add a field to your ATS, calendar form for booking interviews, and anywhere else you ask for candidates’ names. Whenever possible, provide a write-in field instead of dropdown or checkboxes. If you are including a dropdown or checkboxes of options, be sure to include more options than just he/him, she/her, and they/them; include mixed/rolling pronouns and neopronouns. Share the disclosed pronouns with the hiring teams to ensure they are respected. Train interviewers to kickoff each interview with a round of introductions, including pronouns. #microactionmonday

Eid Mubarak to all who are celebrating! In honor of Eid al-Adha and in response to the ongoing reality of Islamophobia, we created a resource on Muslim inclusion in the workplace. Written primarily for HR professionals, it focuses on practical steps to foster inclusivity. This guide draws insights from paid interviews with Muslims in various roles, industries, and leadership levels. Check it out, download, and feel free to share!

Requiring employees to pay for work related expenses out of pocket and request reimbursement is inequitable. It doesn't work for people living paycheck to paycheck, especially if it takes you more than 1-2 business days to process reimbursements. There are a ton of options out there for easy credit card and expense management. Our favorite is Ramp!

Happy pride! We're proud to be a queer led collective all year round! 🏳️🌈

Did you know that in half of the US states, employers are legally required to provide some form of sexual violence or domestic violence leave? FMLA may also apply in certain cases. Regardless of the legal standards, providing leave to survivors of sexual harm is a must for true allyship and support. We recommend incorporating paid leave for survivors of all forms of violence into your anti-violence policy. See below for a sample policy to get started. Please note that the policy incorporates the language of 'victim' instead of 'survivor.' This is at the recommendation of employment counsel and for the sake of clarity that this policy includes all employees who have experienced any form of violence including assault, hate crimes, etc. #SexualAssaultAwarenessMonth

Sunday is Trans Day of Visibility and the last day of Women's History Month. We thought we'd spotlight a few of our favorite trans women throughout history. Learn about them below!