Carlos Iraheta’s Post

Come on HR people, please please do better How disappointing that "HR Professionals" are of the opinion that having an anonymous feedback mechanism will cause problems because people will create ways to be offended. If my HR person thinks that I am creating ways to be offended, I'm sure as heck not going to want to talk to them about any issues I'm experiencing in the workplace. So when you have people who are treated poorly, how is HR supposed to find out? With "HR Professionals" like this, you won't. You will just continue to create workplaces that work well for some, but create trauma for others. There is SO much wrong with HR right now. We need to focus on creating better workplaces for everyone. This means having an understanding that the workplace can be totally different for you than it is for me. That doesn't make either of us wrong. It doesn't make either of us a complainer. It just means there are changes that need to be made so that we both feel heard, seen, respected, and valued. That's why I am proud to be part of DisruptHR Tucson and Phoenix. We are serious about making positive changes.

Very interesting indeed and certainly a practical step towards a greater sense of safety in the workplace. Back in the 90’s in PW Management Consultants (now that really was a great place to work) we had an anonymous tool for staff to feedback on Partners. A colleague of mine had been feeling badly bullied by a relatively new Partner and in the Start/Continue/Stop section simply wrote ‘stop being a bully’. I know for a fact that this led to a change in the Partner’s behaviour. But what do you think? Obviously we dream of cultures where everyone feels empowered to talk openly about such matters, but would you want such a tool in your business? And why or why not? https://lnkd.in/exQqmaFT #inclusion #DEI #equity

Absolutely smashing article from David Lorimer and Gemma Taylor regarding affinity networks e.g. internal formal networks such as LGBTQIAA+, gender, race, disability, neurodiversity, social mobility, faith, parents and all other amazing groups. Affinity groups (or Employee Resource Groups) are essential to any large organisation. I am certain that many of my network will be involved themselves in an affinity group. However, as with all things employment, there are potential tension points which can arise. The article discusses navigating these issues and pitfalls to watch out for. For me, one of the key discussion points raised is not to rely on your networks to be a fix-all. Employers should not be looking to inadvertently shirk responsibility for issues on to affinity networks. Companies need to take an active role in driving change. Affinity networks should instead be used to hold companies to account for such issues, advise on policy changes, and create a community who can determine their own priorities (within reason). See you all at the next network meeting! #ERG #affinitynetwork #CoffeeCommunityandChange https://lnkd.in/djE_zM5K

Join us for an empowering journey from Diversity to Inclusion & Equity! Discover how to foster an environment where every individual feels not just accepted, but truly valued for their unique identities and experiences. Explore strategies for creating genuine equity in the workplace. Let's move beyond recruitment and representation to build inclusive spaces where everyone thrives. Don't miss out on this transformative event! Date: Wednesday, June 12, 2024 Time: 9:00 AM - 12:00 PM Location: 1201 Third Ave - 4th Floor Conference Area Seattle, WA 98101 Pricing: (Breakfast and Box Lunch Included) PSALA Members | Free Non-Members | $15 We will be offering CLE Credits! Event Information: Moving from Diversity to Inclusion & Equity focuses on how one moves beyond recruitment and representation to really focusing on the environment that you are bringing people into. How do you create a truly inclusive environment where people from marginalized backgrounds feel not just accepted, but actually valued for their unique identities, insights, and experiences? How do you really reach equity (as opposed to equality)? We cover specific strategies to apply in the workplace. For more information, click here: https://ow.ly/gnpE50RHINY #LegalAdmin #LawFirmManagement #LegalOps #LegalManagement #LegalIndustry #LawOffice #LegalTech #LawFirmLife #LegalProfessionals #OfficeManagement #AdminProfessionals #LegalLeadership #LawOfficeLife #LegalServices #LawFirmAdmin

As an experienced professional, I think that regardless of one's background, everyone should be treated with dignity and respect. It has been discouraging to come across incidences of racism and discrimination during my job search in the UK. Inclusion and diversity are not just simply expressions; they are necessary for creating strong, creative teams. Despite the frustrating experiences I've had recently, I still have faith in my abilities and the value I can add to any organization that values talent above prejudice. To companies that are open-minded and forward-thinking: investing in diverse perspectives is always a win. #DiversityAndInclusion #EqualityInTheWorkplace #InclusiveHiring #StopDiscrimination #EqualOpportunities #ProfessionalGrowth #JobSearchJourney #RespectInTheWorkplace #WorkplaceCulture

Excited to share a transformative experience I had recently walking an ex-offender through the gate to employment. It was a powerful reminder of the importance of providing opportunities for individuals to rebuild their lives and create a positive future. Reducing reoffending through employment is crucial in breaking the cycle of incarceration and supporting individuals in their journey towards rehabilitation and reintegration into society. By offering ex-offenders meaningful employment opportunities, we not only give them a chance to earn a living and support themselves and their families but also provide them with a sense of purpose and belonging. Employment plays a significant role in reducing recidivism rates, as it provides individuals with stability, structure, and a sense of achievement. It empowers them to make positive choices, develop new skills, and build a brighter future for themselves. I am committed to supporting initiatives that promote inclusive hiring practices and create pathways to employment for ex-offenders. Together, we can make a difference in the lives of individuals seeking a second chance and help build stronger, more resilient communities. Let's continue to work towards a more inclusive and compassionate society where everyone has the opportunity to succeed. Great success #secondchances #reducingreoffending #employmentopportunities #socialimpact #inclusivehiring #transforminglives

This is a long and important read. “True inclusion means that someone should be able to hold a political opinion, even if it’s misaligned with the company’s dominant culture, without being penalized or “canceled.” Employers should respect healthy and inclusive discourse while setting clear ground rules around issues such as racism, sexual harassment, and calls for violence. A strong, clear code of conduct is useful, not least by making it clear what a corporation will not seek to control, as well as what it will. An institutional emphasis on individual choice and responsibility can help employees learn to be better political players themselves; indeed, it takes the heat out of demands for corporate advocacy and representation on an overwhelming range of topics.”

Talent transcends color.💯 Workplaces that foster skill development and achievement are what we need.❤️  Join us in honoring #InternationalDayForTheEliminationOfRacialDiscrimination by making a firm commitment to hiring fairly.  #theexecutivelearninglab #dei #deib #discrima #discrimination  #nodiscrimination  #stopdiscrimination  #enddiscrimination  #racialdiscrimination  #workplacediscrimination  #internationaldayfortheeliminationofracialdiscrimination  #hiringprocess  #hiringtalent  #hiringmanagers

Disabled employees bring a lot of value to their teams. At our #StarkloffDisabilityEmploymentSummit , we’re hearing from employees with disabilities about their experiences on the job hunt, at work, and growing into leadership positions. Disabled professionals have a lifetime of experience innovating solutions in a world not built for us. We bring that background on top of our field-specific skills. Employers should be showcasing the resources they provide so we can thrive in our careers. #DisabledPeopleThriving #DEIA #DEI #DisabilityPride #DisabilityAtWork #DisabilityConfident #HR #PeopleOps #LeadersWithDisabilities