Lynne Peabody’s Post

Yesterday, I had attended an event hosted by the The Herald Scotland, s1jobs and Powering Futures. One of the panels featured five incredibly inspiring young graduates and apprentices, sharing invaluable insights on how businesses can empower young talent to drive innovation and sustainability. A key takeaway? Imperfection is absolutely fine. The discussion centered around the importance of allowing young people to fail, listening to their ideas, and providing them with opportunities to thrive. It got me thinking about the illusion of perfection. Let's face it, perfection is overrated – and who wants that anyway? Reflecting on our journey at Iconic, I recall the early days when we'd obsess over perfection, sweating every tiny detail. But guess what? Done is better than perfect. Lauren Jow and I remind ourselves of this mantra daily. Don't get me wrong, we still obsess about client and candidate happiness. But rather than achieving flawless results, we shift to making progress, learning from our mistakes, and for continuous improvement. From perfection to progress – because that's where the magic happens.

Hey everyone!Sharing with you my 1st International Conference to attend online regarding career on research. I want to talk about something that really caught my attention—how we can create better working environments and opportunities in the world of research. There’s this great initiative by the European Commission, in collaboration with Member States and stakeholders, that focuses on making research careers more sustainable. It’s all about ensuring stable pay, pension schemes, healthier working environments, and opportunities to develop new skills. For someone like me, involved in leadership and innovation, this is a game-changer. What’s inspiring is how they’re modernizing research management and creating incentives and rewards for researchers. They’re even working to make it easier for professionals to transition between sectors seamlessly. This kind of forward-thinking is exactly what we need to foster creativity and long-term impact in research. If you’re passionate about research or leadership like I am, joining discussions like these is a great opportunity to learn and contribute. It’s not just about improving our work—it’s about supporting the people behind the work. Let’s keep building a future where research careers thrive, and together, we can drive meaningful change."

When you review your organization's approach to diversity, equity, inclusion, and accessibility, you'll often find that the work skews heavily towards: 1) soliciting entry-level talent, 2) training that talent, and sometimes 3) placing that talent, temporarily, in your workforce (via internships, programs, etc.). That focus is based, in part, on governing but incorrect assumptions that: 1) lack of DEIA in your org is due to a lack of qualified candidates in the professional pool; and 2) your current workforce is a safe, non-threatening space for emerging or diverse voices at any level of experience. As we read the many derogatory comments about VP Harris's candidacy for presidency in these very public spaces, question why your org's DEIA work doesn't actively focus on the mindset and practices of your existing workforce, which is what creates and continues the void you're trying to fill. Then work with strategists to devise a way to transform and transcend this. Also, be protective of the people in your organization who call this behavior out and seek its correction because they often are ousted, instead, as "bad culture fits."

I had the privilege of attending a thought-provoking event hosted by Chapter 2 and The Ladder Group focused on a critical aspect of diversity, equity, and inclusion (DEI)—Social Mobility. 🚀 The dialogue was full of practical insights, pushing us to think about how we can make our workplaces more inclusive and equitable. 💼 Key Takeaways: Applying, Securing, Succeeding: We explored strategies to support diverse candidates from application through to career progression. It’s essential that our efforts extend beyond hiring to ensure all employees can thrive. 🌱 Deepening Our Commitment to Retention: Inclusivity must be woven through our organizational fabric, ensuring that every employee feels valued and poised for success. 🤝 Addressing Structural Barriers: Discussing social class as a protected characteristic highlighted ongoing challenges and sparked ideas on how we can be part of the solution. 🛠️ There were then roundtable discussions which provided a forum for sharing actionable steps to enhance social mobility within our companies: Innovating Recruitment Practices: We discussed shifting toward more accessible apprenticeships and paid opportunities to eliminate financial barriers for entry-level candidates. 💡 Engaging with Underserved Communities: By partnering with schools in these communities and hosting unique insight days, we can attract talent who might not typically be exposed to our sectors. 🌍 Prioritizing Potential Over Traditional Credentials: It’s vital to value diverse experiences and skills over conventional resumes, recognizing the untapped potential that different backgrounds bring to our teams. 🔍 These discussions reinforced the importance of strategic, thoughtful approaches to DEI. There's significant work to do, and with a commitment to continuous improvement, we can create workplaces where diverse talents are not only hired but are empowered to succeed. Let’s stay engaged and push for real change, ensuring that social mobility is integral to our DEI strategies. #DiversityAndInclusion #SocialMobility #HumanResources #TalentAcquisition

Interesting case study about an employer-higher education partnership in Texas to fill entry-level talent needs. These two recommendations for employers caught my attention: 💡 Think outside the box to pursue new talent pools: The EY US pilot program re-evaluated the qualifications for existing roles and created opportunities for community college graduates. 💡Educate recruiters about the community college system: Alamo benefited from informing corporate recruiters about the community college ecosystem, which resulted in recruiters championing community college graduates. A good read for anyone thinking about the future of the workforce and how we better connect education and employers. ⬇

“It’s giving young people access, direct access, to actual industry experts”   The See it Be it in Sheffield campaign is transforming the ambitions of Sheffield’s young people by connecting them with the world of work.   Hear from Abi Merritt, Head of Development & Engagement at Mercia Learning Trust, as she shares how an impactful employer encounter shaped her own career aspirations.   We’re calling on Sheffield’s employers: Volunteer your time to help raise the aspirations of Sheffield’s young people and make a lasting impact.   Learn more: https://lnkd.in/eZB6ktB3   #SeeItBeItSheff

🌍 Reflecting on an Inspiring International Staff Training Week 🌍 This week, we had the pleasure of hosting an International Staff Training Week on Global Perspectives and Strategies in Higher Education Partnerships. We were happy to welcome participants and speakers from across the globe, and it was great to see how actively everyone engaged in the programme. It was also an excellent opportunity to meet our partners in person. Here are some of the key takeaways from this inspiring week: ✨ Partnerships are a tool for growth, not an end in themselves. A special thanks to Ian Creagh for his inspirational talk. 🌱 Nurturing global partnerships is essential for their success. Building strong, lasting connections requires ongoing care and commitment. 🤝 Equity in partnerships matters. We need to place greater emphasis on creating truly equitable partnerships that benefit all involved (thank you, Barnabas Nawangwe for reminding us). 🔺 Partnerships can have a multiplier effect. I loved Cecilia Hewlett's image of the "partnership triangle". A huge thank you to the Università degli Studi di Padova Projects & Mobility Office team for making this staff week possible, and to everyone who contributed, both directly and indirectly, to its success! 🙌 Looking forward to continuing these important conversations with our partners!. Info: https://lnkd.in/dqQx7FwD #InternationalPartnerships #HigherEducation #GlobalCollaboration #StaffTrainingWeek #EquityInPartnerships #PartnershipGrowth #GlobalStrategies

The financial services industry is facing a critical challenge: a talent shortage. As the average age of financial advisors has reached 57, firms must urgently focus on attracting and training young talent to ensure sustainability. Industry experts stress that, without dedicated efforts to engage a new generation, the industry could face a gap in leadership and expertise. Read more from Matt Cellini and Laura Stoner's blog with National Association of Plan Advisors about how Greenspring Advisors approaches this issue: https://bit.ly/3WyDaTb

🚀 “Supercharge Systemic Change” in society with DEI training for the research industry. 🚀 In the world of research, diversity isn't just a goal—it's a necessity. MRS and ONS data reveals that many diverse voices within our industry still feel underrepresented, and that our structures may not effectively reflect the audiences we aim to serve. This is why Diversity, Equity, and Inclusion (DEI) practices are no longer “nice-to-haves”for our industry —they’re a must. Join me on Thursday, 28th November for a Market Research Society (MRS) training session dedicated to making our industry better: Supercharging Systemic Change - Embedding Diversity, Equity & Inclusion within Organisations. In this course, I’ll guide you through the key DEI principles tailored to our industry. We'll explore root causes of inequality, practical frameworks for implementing DEI, and ways to ensure our sector truly represents and benefits diverse communities. 🌐 What you’ll learn: ▪️Understanding systemic DEI challenges in our industry and society ▪️Building a DEI roadmap with achievable milestones ▪️Best practices to advance DEI in hiring, career progression, and beyond within research Our role is vital in shaping how the world understands people’s experiences, and it’s becoming even more important in our ever-changing world. Let’s ensure we’re truly making a difference. 📅 Learn more and register here: https://lnkd.in/eN2BQ4ZC Here’s a slide from the session -we’ll be discussing attracting diverse talent in more detail. #Diversity #Inclusion #Training #MarketResearch

70% of The Skills Workshop (TSW) audience are from minority ethnic groups within the UK. Our approach of providing free access, offering virtual attendance, and enabling cameras-off anonymity helps to remove barriers to participation. These policies ensure that underrepresented talent can access opportunities and feel supported in exploring careers in our sector. Thank you to everyone who helped us deliver this year’s programme: Charlotte Curley, Daniel Chapman-Harris, William Turner, Katy Raven, Zoe Clarke (Stavrinou), Nirav Shah, Digby Neave, Lucy Bond, Gabriel Ridding Assoc CIPD, Christopher Oyin-Adeniji, Kellen Dempsey, Vanessa Luu, Rachel Robinson, Ernest Young, Siona Haria, Diyana Shah, David Shatwell Olivia Maskill, Claire Kennedy, Inge West, Martell McBean BSc, Assoc CIPD, Stuart White, Beth Goldsmith, Jacqueline Alcindor, Khalifa Mustapha, Laura Nicholas, Chinonso Anatune, Sarah Thomas, Verity Graham, Ursula Henry, Kerry Amies, Mitesh Sheth MBE, Lisanne Molina, Marcella Capistrano, Ha Dinh, Vanessa Torgbor, Roya Bolourchi, Thandi Barnes, David Connelly, Deborah Sowunmi, Izzy Scott, Jagoda Masalska Diversity Project - Investment Industry #WhatWorks #CareerReady #InvestmentCareer