Paul Sarvadi’s Post

Having a good people strategy and building a Culture by design is KEY to the success of your business. Take a look at what our CEO, Paul Sarvadi, has to say about the effect on how empowering your employees can help you too! #Insperity #HRThatMakesADifference #MakingDifferencesWork

For almost 10 years, I've been part of the Insperity culture by proxy (husband works for Insperity). In my experience, the company culture has consistently upheld the principles outlined in the article--nice to see how the founder describes it in the article: Commonality, Equality, Cohesion. Had to share!

Even the most inclusive organizations face internal resistance to diversity, equity, and inclusion (DEI) initiatives. If your business is experiencing a similar struggle, here are 7 tips for you to consider. https://lnkd.in/gXuiP4Ug #Humanity #HowTo #Business #Advice

Even the most inclusive organizations face internal resistance to diversity, equity, and inclusion (DEI) initiatives. However, these 7 tips can help us overcome this resistance. https://lnkd.in/gXuiP4Ug #Humanity #HowTo #Business #Advice

Diversity, equity, and inclusion (DEI) have faced growing opposition lately, with the importance of boosting DEI now morphing into ‘woke culture’ and budget cuts. Despite this shift in attitude, the importance of DEI targets remains unwavering for forward-thinking organizations. Going beyond legal compliance, these targets play a pivotal role in addressing systemic inequities and establishing workplaces that truly reflect the diversity around us. In this piece from Audeliss learn why DEI targets are non-negotiable in today's business landscape. https://lnkd.in/d-cYzZam #DEI #Diversityandinclusion #ExecutiveSearch #Diversityequityandinclusion #Businessinsights #Businessdevelopment #Targets #2024Goals #2024Planning

These career coaches predict a shift in #DEI programs where the goal is no longer “checking-the-box” — it’s systemic change. Successful organizations will meet this moment by embedding DEI principles into all aspects of their culture and decision-making. #diversity #equity #inclusion

💰 Are fines just another cost of doing business? While working as Chairperson of the Commission for Employment Equity (CEE), I noticed that some companies treated fines for non-compliance as just another business expense. This 'compliance-by-cost' mindset misses the mark, harming profitability and failing to drive meaningful transformation. It keeps employment equity stagnant and undermines the value that an inclusive workforce brings to organisations. By merely paying fines, companies avoid the opportunity to drive true inclusivity and representation in their workforce. Beyond this, Conscious Leaders are all about long-term sustainability of the company and this attitude undermines this sustainability. 🔑When employment equity is embedded into the organisation’s DNA, compliance comes naturally, resulting in cohesive teams, improved innovation and a business that is built to last.

Employment Equity (EE) fines are intended to serve as a deterrent against non-compliance with the Employment Equity Act, rather than being treated as just another cost of doing business. However, in some cases, businesses may view these fines as a manageable expense, especially if the cost of compliance is perceived as more burdensome than the fines themselves. The fines for non-compliance can be significant, especially for larger companies, with penalties escalating based on the severity of non-compliance and the size of the organization. Fines can range from a percentage of turnover (up to 10%) or be capped at millions of rands, depending on the circumstances. Despite these steep penalties, some businesses may choose to absorb the fines rather than fully commit to EE goals, particularly in sectors where transformation efforts are challenging due to skills shortages or legacy issues. This is especially true in industries where certain demographic groups have been historically dominant, such as the mining or financial sectors. Ultimately, while EE fines are designed to promote equitable workplace transformation, their effectiveness can be undermined if businesses treat them as just another line item in their operational costs. This highlights the need for stronger enforcement mechanisms, including making compliance more of a reputational issue, rather than just a financial one.Tabea Tshesane - Kabinde everything I said I have learned from you, you are a good coach 👍 👏

For those organizations needing to find some strength in their conviction and commitment to diversity, equity, inclusivity, justice, and belonging. The performative statements and headline chasing is not the real work. We need to acknowledge that it's not easy but worthwhile ventures rarely are. The benefits of truly pursuing these efforts are limitless. #diversityequityandinclusion #justiceandbelonging #professionaldevelopment #dignifyanddisrupt #employeeinvestment https://lnkd.in/gq6Gwzeb

Balancing diversity, equity & inclusion initiatives with business goals is not just a business best practice, but a goal to strive for to strategically propel your business forward. We're sharing why maintaining and creating DE&I principles yields significant results. Click here to gain actionable steps to build sustainable DE&I initiatives within your organization here: https://lnkd.in/gZxkGFAu #dei #diversity #inclusion #equity #strategy