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Let's face it, while Diversity, Equity, and Inclusion (DEI) may have slipped off the radar for some, its significance has never been more important. This week, I am excited to join a roundtable discussion at the Reconsidered Change Hub, led by Jessica Marati Radparvar, a leader in impact-related conversations (and a great LinkedIn follow!) Our focus will be on understanding the current landscape of DEI and identifying pathways for meaningful progress. #dei #esg

Over the last few months my team has been on a journey of growth and evolution, mirroring my role's expanding global and technical remit. Bringing new starters into the business is always a great test of our leadership abilities. You're juggling existing priorities and performance targets with getting to know and onboarding new people at an instrumental time in their employee experience - one that we know is fundamental to success and tenure in a role. NO PRESSURE! Aiko's post has inspired me to share some of my own red and green flags when it comes to leading while supporting new starters in a way that feels authentic and empathetic while driving ambitious growth. 🟢 Make the most of the fresh perspective window. New joiners bring unique insights that those of us more entrenched in product, process, and jargon might overlook. Their fresh eyes can reveal areas for improvement that we might have become blind to or become used to. I've actively built space and KPIs around this into every new hire's onboarding plan. 🔴 Check your ego! These new perspectives are not criticisms but opportunities. Embrace them, and see them as chances to enhance your approach rather than threats to your authority. 🔴 You don't have to have all the answers. In fact, your team members will welcome being treated as trusted problem solvers and solution finders. 🟢 Remember you hired brilliant people because of their brilliance - it's your job as a leader to set the foundations, share the vision, and be clear with success measures, and then let their brilliance shine. 🟢 View time spent onboarding and answering questions as an investment that pays off. The more effort you put in upfront, the quicker you'll see rewards. 🔴 Don't get hung up on mistakes, embrace them as moments of maximum learning and an opportunity to double the your dividends. Special Friday shout out to my new joiners who've brought so much joy, inspiration, expertise and brilliance to the team and business - Aiko Cecile Sato Alice Olins Robert Austin and Elorna L. - and to those they've joined who've helped me get them settled in and thriving Lydia Hamilton Ellen Hannacher and Alex MacLeod. Can't wait to see where we go from here ✨

While Corporate Social Responsibility (CSR) is generally a voluntary initiative, it holds immense value for companies. Establishing a CSR policy and actively engaging in community initiatives is highly recommended. Various CSR activities can make a positive impact, such as offering work placements or work shadowing opportunities, presenting career insights to local schools or colleges, conducting a brief assembly, participating in careers workshops, supporting community projects like litter-picks, sponsoring local events, providing one-to-one mentoring, or arranging workplace visits. These initiatives not only contribute to the well-being of your local community but also allow your company to give back in meaningful ways. If you're interested in exploring more CSR ideas or discussing potential activities, feel free to reach out to us. We're here to help! https://lnkd.in/ehaxC34S [Image Description: On a white background there’s a business owner looking up in thought with a purple thought bubble. The phrase ’How does CSR work?’ is in white text inside. The Jen Healy Innovations logo is in the bottom right hand corner.] #CSR #socialimpact #community

LinkedIn: APEN Members: As we navigate the complexities of today’s digital and social landscapes, the principle of diversity has never been more imperative to our collective success and unity. Amidst the rapid evolution of societal norms and the pervasive influence of algorithms, the essence of diversity can sometimes seem obscured by the very tools meant to connect us. On March 19th, 2024, at 12 PM AEDT, Sarah Thompson, APEN's Victoria Regional Coordinator, invites you to a conversation that matters. Drawing from her extensive background in the dairy industry and her experience in roles centred around people development, HR, and safety, Sarah offers a unique perspective on the challenges and opportunities that diversity presents in our current context. This APEN Conversations session is an invitation for professionals from all walks of life to engage, share insights, and learn from the diversity of experiences within our community. It's a moment to critically reflect on how the digital age shapes our professional and personal interactions, and how we can navigate these changes while championing diversity. What strategies can we implement to ensure diversity remains a cornerstone of our professional ethos? How do we reconcile the rapid pace of digital evolution with the timeless value of diverse perspectives? Join us as we explore these questions, grounded in pre-session readings that examine the role of social dynamics and the impact of digital platforms. 🔗Groupthink, individualism, and how social media contributes to both: https://lnkd.in/gW97VrZp 🔗The power of groupthink: Study shows why ideas spread in social networks: https://lnkd.in/dm8i4iV This session is a call to professionals everywhere to recommit to the principle of diversity, understanding its nuances and advocating for its benefits in the face of digital transformation. Your voice is crucial as we address these challenges together, striving for a more inclusive and vibrant professional landscape. Register now and contribute to a dialogue that shapes our future. Every perspective counts as we build towards greater inclusivity. https://lnkd.in/gdTWGxVv #ProfessionalGrowth #DiversityAndInclusion #APENConversations

How do you cater to the unique needs of different clients, while keeping diversity and inclusion in mind? This was a question on a procurement form earlier this week that made me think... how do I promote D&I as part of my work! This topic is really important to me and yet I didn't have an answer to hand.... Seeing as I had to spend time thinking about it, I thought I'd share on here as well. I'd love to hear from others as well - How would you answer the question? Here's what I do as part of my work: ✅ Share my own experiences of hiring, leading and retaining diverse technical teams. ✅ Model inclusive and empathetic leadership ✅ Advise clients on technical hiring practices that are inclusive to all ✅ Highlight practices that may lead to less inclusive engineering cultures and recommend changes. Here's what I do outside of my work: 🔩 I'm one of the organisers of the Women Who Code Edinburgh meet up where we host monthly online talks from women in Scotland on tech topics to increase visibility of women in tech careers. 🔩 Talk about diversity and inclusion on LinkedIn and other social media to raise awareness of the issues 🔩 Advise and mentor juniors and those who want to get into tech careers.

Still We Rise! Today, I want to acknowledge and celebrate all my fellow administrative professionals who are challenging the status quo and reframing the narrative that surrounds our profession. Keep on striving - this one is for you! Still We Rise We work beside the powerful. We manage their precious time. Yet constantly the narrative is, That we're not worth a dime! They 'diminish' us in org charts, Or not have us there at all. They may view us a ‘luxury’, Yet, like the sun at dawn, we rise. Their messages often exclude us. Their strategy, does not see' It’s not magic, glue or superpowers' It’s talent, skill, expertise! They rather us be silent. To react, respond - not lead. To not disrupt their ‘comfort ‘zone, But like the sun at dawn, we rise. No matter the environment, Or narratives which frame us wrong. Our administrative population Continues to grow strong! Their views of us are biased. The metric data used: Tik-Tok! But ‘lazy girl’ or ‘lazy guy’, We certainly are not! We are articulating clearly, Our impact, value, worth. Not masking or deflecting For like the sun at dawn, we rise. We are elevating talent. We are advocating all. We're removing all the barriers, They systematically installed. For those advocating with us, For those championing our cause, Today, this day, we celebrate us And say thank you one and all! To my fellow administrative professionals, Half a billion of us, strong This day, of all days, I salute you Keep rising - our day will come!  ✨ 🌟 ✨ 🌟 ✨ 🌟 ✨ 🌟 #togetherwerise #administrativeprofessionalsday #APD2024 #leaderassistant #EA #administrativeprofessionals #inclusionmatters #raisesnotroses #notjustagirlsjob

Let's speak the unspoken: Diversity and Inclusion conversations are neither Diverse nor Inclusive. I want to tell you a story about my book club. Our group of 6 has been meeting for years. We're great friends who have great conversations (that sometimes even include a book). A few months ago, our discussion turned to D&I, specifically through the lens of race, and as always, it was lively. Except that the people of color were the only ones talking. Our white friends barely said a word. The same thing happened the next time race was the topic. And that made those of us who’d inadvertently been dominating the discussion curious. It took a beat for our usually bold friends to open up, but here’s what we learned: They weren't comfortable speaking up. Even though they, like us, had experienced the trauma of being treated as Outsiders in their own contexts, they assumed their experiences were less relevant and didn't want to compare them unfairly to ours. They were also mindful of recent messages that people with privileges they did not earn should spend more time listening than talking. So they were listening and learning—silently. And the conversation suffered. My friends’ humility, respect, and commitment to learning didn’t surprise me. That's who I know them to be. But it broke my heart that they didn’t feel they had the right to participate even in a group as safe as ours. That they felt like their stories and experiences somehow mattered less than ours. They aren’t the only ones feeling this way. All around us, including in companies where I coach leaders and teams, there’s a disturbing trend that doesn't get talked about enough. Diversity and Inclusion conversations are neither Diverse nor Inclusive. Entire populations—even people like my book club friends who recognize their privilege and want to learn—are being shamed and silenced, homogenized and typecast, even canceled for saying the wrong thing. Two wrongs don’t make a right. Morally and pragmatically, we can’t afford to fight shame with shame like we’ve been doing. After a groundswell of support and investment following the tragic events of 2020, corporations are already deprioritizing D&I again. →Budgets are being slashed →Job postings dropped 63% from 2022 to 2023 →Many companies, including category leaders, are seeking safer,smaller conversations And employees are losing heart too. While 52% are satisfied with Diversity efforts at their company, only 29% feel truly Included. Look: We can’t afford to let this beacon of hope be written off as a set of woke buzzwords and compliance checklists that no longer merit serious corporate investment. And that’s exactly what’s going to happen if ALL of us don’t come together to have a different kind of conversation. It’s in our collective interest to make Diversity and Inclusion more Diverse and Inclusive. And like in our book club: Only the people who have a voice in these crucial conversations can make them truly Inclusive.

There's less than 48 hours until DiversiTEA Talks! ⏳ During our insightful panel discussion, we'll delve deep into the findings of the AESC report, "Diversity, Equity, and Inclusion: Creating Competitive Advantage Through Fairness, Inclusion, and Belonging." You'll gain actionable insights tailored for professional environments, uncover the strategic advantages of an inclusive workplace, and expand your professional network. 🚨 Reserve your seat now before the event starts!

Did you know that CSR activities not only improve a company's image but also attract top talent? More and more companies are discovering that investing in Corporate Social Responsibility (CSR) not only helps build a positive image and strengthen their reputation but also gives them a competitive edge in attracting and retaining talent. Why is this so important? 🔹 Image and Reputation: Companies committed to responsible and sustainable practices are viewed more favorably by the public. This not only enhances their image but also generates trust and loyalty among customers and partners. 🔹Talent Attraction: Nowadays, many professionals seek more than just a good salary and benefits. They want to work for companies that align with their values and have a positive impact on society. 🔹Internal Culture: CSR initiatives also foster a positive corporate culture. When employees see that their company is committed to important causes, they feel prouder of their work and more motivated. This not only improves the work environment but also increases productivity and staff retention. In summary, CSR activities are a strategic investment that goes beyond public relations. They help build a stronger, more responsible company capable of attracting and retaining the best talent in the market. What do you think about the importance of CSR in companies? 🤔 Are you more attracted to companies with a clear commitment to social responsibility? Leave me a comment and share your opinion!

Which emerging trends are shaping the executive search landscape in 2024? As we continue to celebrate Audeliss' 13th birthday this month, take a look at what to expect across the Executive hiring landscape in this brilliant piece. #CEOInsights #ExecutiveSearch #BusinessDevelopment #BusinessInsights #CSuite #Executivehiring #Seniorleadership #Seniorteams #SLT