Harold Benjamin’s Post

Curious how local governments can drive Fair Chance employment in their communities? Envoy's Matt Joyce recently published a piece with the National Association of Counties outlining five key ways County governments can leverage and encourage Fair Chance practices!

DEIJ transcends mere policies or programs—it's the lifeblood of truly inclusive organizational cultures. It emphasizes the importance of hearing every voice, understanding every story, and valuing every individual's contribution. In our quest for equity, we must strive to create environments where justice, respect, and dignity are not just ideals, but the very pillars upon which we build our community. This journey requires us to challenge our assumptions, to learn continuously, and to lead with empathy. Let's commit to making DEIJ the cornerstone of our organizational ethos, ensuring that our workspaces are places of belonging and growth for everyone. https://lnkd.in/gJTiZXu7 #DEIJ #InclusionMatters #Intersectionality #SocialJustice #CulturalCompetence #HRforDiversity #DisabilityInclusion #WomeninLeadership #RacialJustice #GenderEquality

Empowerment in leadership is crucial because it fosters a culture of trust, encourages innovation, and enhances employee engagement. Empowered teams are more likely to take initiative, feel valued, and contribute to the organization's success. It aligns with inclusive leadership practices that leverage diverse talents and perspectives, ultimately driving better business outcomes. Register below to learn more about Empowerment and how to impact your organization #GBTA #empowerment #empoweringwomen

There are many opportunities to learn about Second Chance hiring through the Florida Chamber of Commerce! If you are struggling finding employees, reach out to the FL Chamber or HR Florida to learn how to tap this talent pool that will quickly become your most loyal employees!

MEI, not DEI Hire on - Merit - Energy - Integrity No form of "positive" discrimination, even if masked by good intentions of DEI, would do any good to your business in the long run. Meritocracy combined with a "blind" approach to innate characteristics is the way delivering equality of opportunities packed with performance. Focus on equality of outcomes (i.e. steering the proportion of races, genders etc. as an end in itself) by definition erases equality of opportunities. #MEI #merit #energy #integrity

We have been awarded the Silver Diversity Mark in Northern Ireland underscoring our commitment to creating a diverse and inclusive workplace. This is the third time we have received this prestigious accreditation showing the progress we have made in this space since 2022. In the last year alone we have: 🎯 Reached our gender target of 33% female partners two years ahead of schedule and committed to a public target of 50% by 2029; 🧠 Improved support for neurodivergent colleagues; 🎓 Formalised our ambitions to improve ethnic diversity by announcing a long-term target of achieving 35% ethnic minority representation across legal early careers roles (trainees and apprentices) by Oct 2030. 📝 Promoted the elimination of gender-stereotyping and/or misgendering by introducing gender-inclusive language in all company correspondence including all legal documents. Our employee networks have been a vital part of our progress as a firm and are playing an integral role in our journey to becoming a truly diverse and inclusive workforce. Swipe right below to read about what achieving this accreditation means to them: You can also read more about our Silver Diversity Mark here: https://lnkd.in/e_s2zBF5

Izzy gives a brief overview of the history of employment 🧑🌾

As workplaces become more diverse, there is need for employers to be more intentional in promoting Diversity, Equity Inclusion and Justice for staff to feel more engaged and Belonging Acceptable behaviors that promote Diversity, Equity, Inclusion, and Justice (DEIJ) in the workplace include: 1. Active Listening: Valuing diverse perspectives by listening to and considering input from all employees. 2. Open Communication: Encouraging transparent discussions about DEIJ topics and providing safe spaces for dialogue. 3. Allyship: Supporting colleagues from marginalized groups by advocating for their needs and amplifying their voices. 4. Inclusive Decision-Making: Involving a diverse range of employees in decisions that affect the team or organization. 5. Continuous Learning: Seeking out education on DEIJ topics and being open to feedback about one’s own biases and behaviors. 6. Equitable Practices: Ensuring fair treatment in hiring, promotions, and evaluations, recognizing and addressing systemic biases. 7. Celebrating Diversity: Acknowledging and celebrating various cultural events and achievements within the workplace. 8. Encouraging Participation: Actively inviting and encouraging input from all employees, especially those from underrepresented groups. 9. Mentorship and Sponsorship: Supporting the professional growth of individuals from diverse backgrounds through mentorship programs. 10. Accountability: Taking responsibility for one’s actions and holding oneself and others accountable for creating an inclusive environment. Embracing these behaviors promotes a more equitable and inclusive workplace culture. #DEIJ #Inclusion #Diversity #Equity #WorkplaceCulture

The David vs. Goliath Battle: Individual Employees vs. Large Organizations at the Fair Work Commission For many Australians, navigating the Fair Work Commission can feel less like a pursuit of justice and more like an uphill battle, especially when facing large, well-resourced organizations. Too often, individuals who have lost their employment—and lack the same access to legal resources—find themselves at a disadvantage, with procedural strategies used by large employers who can afford to play the legal “long game.” This imbalance isn’t just frustrating; it’s deeply unjust. Many people fail to find justice under this system, leading to growing resentment within civil society. When workplace processes appear skewed toward those with money, trust in these institutions erodes. Staff within well-resourced organizations who break workplace rules are often shielded, not by merit but by the organization’s capacity to maneuver through complex legal strategies. This is not a fair fight. It’s a flaw in the system that needs addressing. To truly honor the Commission’s role as an impartial body, reform is essential—focusing on leveling the field, providing equal access to justice, and ensuring that fairness, not financial resources, decides the outcome.

Wishing family, friends and those celebrating #LaborDay Honoring the achievements and contributions of the American workers and the labor movement that fought for the rights and dignity of the working class. Enjoy the end of summer! 😎 kester.quarmby@legacyresourcing.com #kester #legacybuilding #engineeringmanagement #constructionmanagement #builtinfrastructure #builtenvironment #reit #PrivateEquity #ITinfrastructure