Deltabase’s Post

While Mark Zuckerberg is out here talking "freedom of expression," we can't help but think we're missing something way bigger. The real revolution isn't happening in social media debates. It's happening in our workplaces, where neurodivergent talent is absolutely crushing it. We, and probably you, see this every day. Our neurodivergent candidates are crushing it in roles where "thinking different" isn't just allowed - it's the whole point. We're talking analysts spotting patterns others miss, developers building elegant solutions, and strategists connecting dots in wild new ways. Meta is finally catching up to what we've known:  💡 The best ideas often come from the perspectives you weren't expecting. It's not just about diversity for diversity's sake. It's about tapping into this incredible pool of talent that's been overlooked for way too long. #Neuropool #Neurodiversity #InclusiveWorkplace

Meta has announced that it's sunsetting Workplace. 🌅 Some of my connections reading this will no doubt be frustrated. Therefore now might be a good time to look at ways to ensure business continuity but also use this as a chance to explore new opportunities in engaging your workforce. Flip helps businesses with frontline employees reach, engage, and transform their workforces. Here's why we're the #1 alternative to Workplace, and you'll be glad you switched: 💬 Direct communication: Get important info on-time and on-demand, even with spotty internet. 🌐 Live translation: Language isn’t a barrier. Write in any language, and AI handles the rest. 📋 Task management & training: Easily assign tasks, track progress, and stay organised. 📈 Process digitalisation: Streamline operations with DIY forms and workflows. Feel free to drop me a message if you'd like to learn more! https://okt.to/GBiwF9

Had some good air time to reflect on the recent Meta announcement to shut down Workplace. So a quick shout out to all those who are dealing with this and thinking through what’s next. 🤔 We are here to help you through the transition. Aware has deep experience on options and our platform is a natural solution to help you maintain the company knowledge, pulse and persona as you move to the new platform. Beyond that, we can help you lead through successful Organization Change, which is critically dependent on understanding sentiment, feedback and people insights. Please reach out and let’s have the conversation on options that we are seeing others evaluate as well as how to create a strong strategy and success plan to make the transition. Talk soon!

🧟 BEWARE OF THE META CULTURE...! 🧟♂️ If you want your culture top be a source of competitive advantage then you need to have the courage to stand out from the crowd. You need at least on thing that distinguishes you from the 'meta culture' of the rest of the hospitality industry. But deciding to be different is one thing. Being different, consistently at scale... that means building an architecture and system for managing your people that turns the aspirations you have for your culture into the reality of your employee experience. And that's where Youda comes in. Our founder - Matt Grimshaw - loves talking to founders about how they can influence the culture of their hospitality businesses, please book a conversation with him: https://lnkd.in/enEfZvv4. Else read his blog - https://lnkd.in/eBJtuWD7. #hospitality #culture #hrtech #peopleOS #competitive advantage

Access to global talent is more important than ever before! "Meta plans to dismiss approximately 3,600 employees identified as low performers and replace them with new hires, according to an internal memo" The "wind of change" seems to be sweeping! This move reflects a broader trend among tech giants to recalibrate their workforce strategies, emphasizing performance and alignment with evolving business goals, creating openings for new talent to step in. It signals how dynamic the industry remains, with companies continuously adapting to maintain competitive edges and innovate. https://lnkd.in/gK8adDgB

META Abandons DEI in Favor of Meritocracy - what should you do? META’s decision to pivot from diversity initiatives to a merit-based hiring philosophy reflects a broader shift in the corporate world. For years, many organizations have embraced diversity as an end in itself, sometimes leading to hiring practices that prioritize appearances over actual outcomes. While diversity is crucial for fostering innovation and ensuring representation, it cannot come at the cost of hiring the wrong people for the job. A team filled with mismatched talent, no matter how diverse, will ultimately struggle to deliver results. Companies today are recognizing that success lies in balancing diversity with competence—building teams that are not only diverse but also highly capable and aligned with organizational goals. (Link to the leaked META memo in the comments for more context.) At the same time, the concept of meritocracy isn’t without its challenges. On paper, hiring the “best person for the job” seems straightforward, but personal bias often clouds decision-making. From unconscious preferences for candidates with certain backgrounds to snap judgments made during interviews, human subjectivity can derail the very meritocratic ideals we aim to uphold. This is where tools like Bryq come in. By leveraging objective, data-driven assessments, we help organizations evaluate candidates based on their actual abilities, personality traits, and cultural alignment—not their resumes, demographics, or personal connections. This ensures that meritocracy doesn’t become a smokescreen for biased decisions but a genuine pathway to hiring the best talent for the role. To every organization: Even if #Bryq isn’t the right fit for you, invest in platforms that provide objective data to inform hiring decisions. A truly meritocratic approach doesn’t have to mean sacrificing equity—it’s about making informed, impactful decisions. #Meritocracy #DEI #TalentIntelligence #Leadership #META

At Meta, we believe technology can 'Unlock Potential' - supercharging growth, connection, and social progress - but only if we get the fundamentals right. That's why I'm excited to share our 2nd annual: 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 𝗥𝗲𝗽𝗼𝗿𝘁 https://lnkd.in/eKB_cF37 The 2024 report, covering 2023 data, shares progress on our commitments to operating transparently and sustainably, building responsibly, and empowering our people and partners. Highlights include: • 𝗥𝗲𝗹𝗲𝗮𝘀𝗶𝗻𝗴 𝗟𝗹𝗮𝗺𝗮, our open-source AI model, which has been downloaded over 170 million times. • 𝗟𝗮𝘂𝗻𝗰𝗵𝗶𝗻𝗴 𝘁𝗵𝗲 𝗔𝗜 𝗔𝗹𝗹𝗶𝗮𝗻𝗰𝗲 for responsible AI innovation with 50+ partners. • 𝗘𝘅𝗽𝗮𝗻𝗱𝗶𝗻𝗴 𝗽𝗮𝗿𝗲𝗻𝘁𝗮𝗹 𝘀𝘂𝗽𝗲𝗿𝘃𝗶𝘀𝗶𝗼𝗻 𝘁𝗼𝗼𝗹𝘀 globally across our platforms • 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝗻𝗲𝘁 𝘇𝗲𝗿𝗼 𝗶𝗻 𝗼𝘂𝗿 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 and setting science-based emissions reduction targets. Sylvia Lee Blair Swedeen • 𝗖𝗼𝗺𝗽𝗹𝗲𝘁𝗶𝗻𝗴 𝗼𝘂𝗿 𝘀𝗮𝗹𝗶𝗲𝗻𝘁 𝗵𝘂𝗺𝗮𝗻 𝗿𝗶𝗴𝗵𝘁𝘀 𝗿𝗶𝘀𝗸 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁, paying special attention to the rights, needs and challenges of individuals at risk of becoming vulnerable or marginalized. • 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗶𝗻𝗴 𝘁𝗼 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗱𝗶𝘃𝗲𝗿𝘀𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 that reflects and supports Meta’s ability to serve billions of users around the globe. Maxine Williams In addition to the content in this report, further details about our efforts are available in our latest: Human Rights Report (launching today!) https://lnkd.in/eWp9XVkU Miranda Sissons Iain Levine Gabrielle Guillemin Sustainability Report https://lnkd.in/eGi-W7MY Marlo Tablante Leslie Collins Transparency Reports https://lnkd.in/eEZh4Ryr Report launch day is always bittersweet. It's exciting, because we get to share our progress. At the same time, it's a relief to wrap up many months of hard work. Huge thanks to the hundreds of colleagues at Meta who make this report happen, especially Tyler Feigenbaum, Kate Kelly, Christopher Sgro and Sarah Bailey Tropiano. And a special shoutout to our awesome partners at ERM Shelton. I'm so proud to work with an incredible team dedicated to making a positive impact! Read more in our newsroom post: https://lnkd.in/eF7tKPcm #UnlockingPotential #ResponsibleBusiness #ESG #HumanRights #Sustainability #Transparency #responsibleAI #SDGs #UNGA #ClimateWeekNYC

🌟 Big Move Ahead 🌟 Workplace from Meta might be closing its doors, but that doesn’t mean your organisation has to struggle with the transition. 🏠🔧 Dylan has just published our take on moving to a new communication platform and why it's easier with us as your movers! 🎯 Check out our latest blog post to learn how your organisation can move forward confidently 👉 https://lnkd.in/eJmNfKsB #DigitalTransformation #WorkplaceFromMeta #BusinessComms #DataMigration #WorkplaceSolutions #FutureOfWork

I am not surprised that companies big and small are being weasels. After my Meta post two days ago, many employees told me about their companies moving towards a "spirit of intensity" and implementing elimination-based performance reviews. One person brought up such a good point... Companies have been laying off hundreds of thousands over the last two years. Teams are more bandwidth and resource-constrained than ever. Emotions are high, with employees feeling survivor guilt and wondering if they are next. Fear is rampant. But these companies offer no mercy, no opportunity for repairing the employee-company relationship, and no room for mental health. Some of the companies are ones that I held so much admiration for previously. But when the big dogs start howling, the little dogs chime in, too. Because little CEOs want to feel like they belong too, going against the grain is too radical. But heed this warning: markets evolve. It won't always be an employer's market. People will remember how you treated them. They will demand more compensation, policy change, and flexibility. It will be hard and painful. Companies: Why not just avoid the pendulum altogether? Why not be a stable company? The better company? It saves you money in the long run.