Adecco Group US Foundation’s Post

In February, we wrote a blog that explored one central question: What can workplaces do to ensure WOC are respected, supported, recognized, and ultimately, set up for success? We relayed three key ways leaders can show up for women of colour: up your feedback game, keep work hybrid, and be intentional about DEI. This month, we bring you part two, where we share three additional ways organizations and leaders can better support their WOC employees. Check out the link in the comments to read more, and let us know what you think! In the mean time, we'll leave you with this quote: "Creating workplaces that are intentional and mindful about diversity, equity, and inclusion takes time, effort, and practice. It requires us all to think about our positions of power and privilege.” #womenofcolour #workplacewellness #diversityandinclusion #belongingatwork #leadership

BREAKING: SHRM Assumes Ownership of CEO Action for Inclusion & Diversity Effective today, Oct. 1, SHRM has acquired CEO Action for Diversity & Inclusion (“CEO Action”) from PwC US Group LLP and is transforming it into CEO Action for Inclusion & Diversity. CEO Action is the largest CEO-led coalition dedicated to workplace inclusion and diversity (I&D). SHRM’s acquisition of CEO Action underscores its commitment to leading with inclusion as the catalyst for holistic change in workplaces and society. Partnering with CEOs, CEO Action will support organizations through the challenges of the evolving business landscape, leveraging I&D to accomplish business objectives. SHRM will infuse significant resources into CEO Action, including additional tools, resources, events, and thought leadership opportunities, that will help better support business leaders in advancing and promoting inclusive workplaces. Creating inclusive workplaces isn’t just a moral imperative—it’s a strategic business advantage. Learn more about the coalition at https://ow.ly/S6e750TAjSr. READ MORE >> https://ow.ly/WoBj50TAjSq

BREAKING: SHRM Assumes Ownership of CEO Action for Inclusion & Diversity Effective today, Oct. 1, SHRM has acquired CEO Action for Diversity & Inclusion (“CEO Action”) from PwC US Group LLP and is transforming it into CEO Action for Inclusion & Diversity. CEO Action is the largest CEO-led coalition dedicated to workplace inclusion and diversity (I&D). SHRM’s acquisition of CEO Action underscores its commitment to leading with inclusion as the catalyst for holistic change in workplaces and society. Partnering with CEOs, CEO Action will support organizations through the challenges of the evolving business landscape, leveraging I&D to accomplish business objectives. SHRM will infuse significant resources into CEO Action, including additional tools, resources, events, and thought leadership opportunities, that will help better support business leaders in advancing and promoting inclusive workplaces. Creating inclusive workplaces isn’t just a moral imperative—it’s a strategic business advantage. Learn more about the coalition at https://ow.ly/qgFp50TAjSl. READ MORE >> https://ow.ly/spey50TAjSn

🌟 Tip #2 for Employers to Dismantle Glass Ceilings 🌟 Every organization thrives when its employees feel valued and have equal opportunities to succeed. We’re sharing tips on how employers can prevent glass ceilings in the workplace: 💡 Provide Equal Access to Development Opportunities: — Offer mentorship and sponsorship programs specifically designed to support the career advancement of women. — Provide access to training, leadership development programs, and networking opportunities for women at all levels of the organization. — Ensure that women have equal access to stretch assignments, high-profile projects, and opportunities for skill-building and career growth. 👉 Dive deeper into how you can foster a fair and equitable workplace. Read our full blog post and get all the tips: https://zurl.co/gj3d #BreakGlassCeiling #InclusiveWorkplace #ChangeTheSystemNotTheWomen #ChangeTheSystem

We believe that building your ✨confidence✨ as a leader starts with building your competence 💯. And when you feel confident that you can do hard things, you develop the courage to take them on 💪. ➡️ What skills, knowledge, or support would help you build your confidence in your ability to lead? ➡️ Now that you know what you need, what will you do about it?

As companies re-evaluate their diversity and inclusion policies, there’s a renewed focus on taking it from a stored document to an action-based platform. Getting it right is the challenge, requiring effective leadership, expertise and support at a time when the status quo just isn’t going to cut it, say diversity and inclusion experts. Here are four tips to help facilitate an inclusive workplace from the top down. https://ow.ly/RiJU50SuPT4

Being a part of WOmannkind’s Women’s Leadership ERG over the past couple of years has been such a joy for me! Seeing Tanya Booke, MSHR along with some brilliant executive leaders, make programs like this a priority is something to be proud of! 🏆This article resonates with several principles and outcomes they are currently putting in place. Just remember upleveling a company culture takes time and commitment. Keep your focus on the outcomes you want and be solution driven. For every workplace challenge, ask: 1. Who else needs to needs to be brought to the decision-making table? 2. What are the results we want? 3. What are 3 moves we can make that get us closer to that goal? Check in often to reevaluate. Look for minor tweaks, focus on next moves, and reengage! #burnout #thrivingcareercoaching #leadershipdevelopment #careerdevelopment #ikigai #reignitethefireinyourcareer #turningpurposeintoprosperity #roadmaptocareersuccess #dreamjob #professionaldevelopment #resources #womenlifteachotherup #buildyourbench

This is an interesting decision. I have been saying a lot of debate happening currently on this decision by SHRM. My views: Probably what SHRM is trying to here is to say that Equity is an inevitable part of the entire process and need not be separated. It's like saying I am manufacturing a shirt - so I am talking about the cloth material and the style. I don't talk about the buttons - because that's an inevitable part of a shirt without which the shirt is of no use. Which is a valid point - that equity is an inevitable part of the I&D or D&I (however one wants to put it), and without it I&D is of no use. But the question still remains is how progressed are we as a society, organization, industry to understand this concept - is there still a long way to go before Equity becomes an unsaid, integral part of the system. It's like I know this baby can eat the food on it's own - but at this time I need to feed it (phase 1), then there will be a time I need to assist/teach it to eat (phase 2) and eventually there will be a time when it will start to eat on it's own (phase). I think as a society/organization/industry world over we are still in Phase 1 & 2 (there would be extremes - some who haven't even had a baby yet to some who's babies have started eating on their own). But until everybody has reached that level - "EQUITY" needs to be a part that needs emphasis, focus and drill down - For me it will still remain Inclusion, Diversity & Equity - to create a safe & secure space with a sense of Belonging!! Let the debate continue. As I always like to say, "Each to their Own" - my views are my own and my intention is not to impose these views on anyone. #inclusion #diversity #equity #diversityandinclusion #diversityequityinclusion #linkedin #inclusionanddiversity #workplacechange #leadership #HR #hrcommunity

SHRM’s new strategic direction to prioritize Inclusion first is a significant step toward creating workplaces where everyone feels they belong. But what does leading with Inclusion truly mean for our day-to-day practices and long-term goals? Understanding the Impact: Leading with Inclusion means recognizing that a sense of belonging is fundamental. When employees feel included, they are more likely to be engaged, productive, and loyal. This approach moves beyond mere representation to ensure that every voice is heard and valued. Building Inclusive Cultures: It’s about creating an environment where diverse perspectives are not only welcomed but actively sought after. This requires ongoing education, training, and commitment from all levels of the organization. Inclusion must be woven into the fabric of the company culture. Challenging the Status Quo: An Inclusion-first strategy pushes us to examine and address the systemic barriers that have historically marginalized certain groups. This involves revising policies, practices, and norms that perpetuate exclusion and bias. Prioritizing Equity within Inclusion: Equity remains a crucial component of our I&D efforts. By embedding equity within the broader framework of inclusion, we ensure that fairness and justice are integral to our approach. This means taking proactive steps to level the playing field for all employees. Driving Accountability: For Inclusion to be effective, organizations must hold themselves accountable. This includes setting measurable goals, tracking progress, and being transparent about outcomes. Regularly soliciting feedback from employees helps to keep the focus on continuous improvement. Fostering Leadership Commitment: Leadership plays a pivotal role in championing Inclusion. Leaders must model inclusive behavior, support diverse teams, and drive initiatives that promote a culture of belonging. Inclusion should be a key performance indicator for leadership effectiveness. Leveraging Technology and Data: Utilizing technology and data analytics can help organizations identify gaps in inclusion and track the success of I&D initiatives. This data-driven approach allows for more targeted interventions and better resource allocation. As we embrace I&D, let’s remember that the journey toward a truly inclusive workplace is ongoing. It requires dedication, empathy, and a willingness to evolve. By putting Inclusion at the forefront, we not only enhance the employee experience but also drive innovation, collaboration, and success. Join SHRM and other forward-thinking organizations in adopting an Inclusion-first approach. Together, we can create workplaces where everyone feels valued, respected, and empowered to contribute their best. What steps are you taking to lead with Inclusion in your organization? Share your experiences and insights below. Let's learn and grow together in this important journey. #DiversityAndInclusion #WorkplaceInclusion #InclusiveLeadership #HRLeaders

I firmly reject this nonsense. Inclusion and equity are not the same, they are two very different concepts with very different meanings. For an organization that says that it is leading the Human Resources profession, this is a disgusting, despicable, and disturbing announcement. I knew the moment that Johnny C Taylor started talking about civility that this is where he was headed. SHRM should be ashamed of themselves and they need to get a new CEO pronto. Get back to the right side of history. Inequity does exist and Human Resources professionals should be leading the charge to bring equity to every organization. There is so much work to be done and this isn't helping. If you want change in your organization, and you believe that equity is something that should exist, please reach out to me. https://lnkd.in/gEXK-DvP.