Reimagine HR’s Post

Workplace backlash to diversity, equity and inclusion (#DEI) is nothing new. But it remains an ongoing barrier to progressive organisations. Here, Professor Tom Calvard outlines two ways for HR to approach this complex challenge. https://lnkd.in/efdnDrSH This article is part of an HRZone series recognising National Inclusion Week 2024: #ImpactMatters https://lnkd.in/eRHZVMDd #NIW #Inclusion

🏔️⛰️🗻 Proposal Accepted! 🏔️⛰️🗻Headed to Colorado in November to facilitate “Top Ten Best Practices for Inclusion in Any Workplace!” 🏔️⛰️🗻 So many of us don’t agree with SHRM leadership’s decision to drop “E” from it’s existing work. In fact, this proposal was submitted well before that decision. Given our current context, now is the time to fill gaps where we see them. 🏔️⛰️🗻The diversity, EQUITY, and inclusion work continues. #shrm #shrminclusion2024 #equity

Thanks to HRZone for enabling me to write this piece on two ways we might try to understand and address DEI backlash - using 1) insights from resistance to change research, and 2) insights from research on silos and organization design

"For all things work, turn to SHRM, the world's largest HR association dedicated to creating better workplaces that work for all." This used to be the value of SHRM, however, a recent shift from DEI to I&D by SHRM's CEO Johnny C. Taylor, Jr., SHRM-SCP, citing the political landscape, has sparked concern for many, including myself. Focusing solely on inclusion may overlook systemic barriers, perpetuating deeper injustices and inequalities. This approach risks creating workplaces where some groups face continued disadvantages and exclusion. True progress lies in dismantling these systemic barriers, advocating for equity, and ensuring workplaces are fair and just for every individual, irrespective of background or identity. Let's work together to ensure that every workplace truly reflects justice and opportunity for all. I believe SHRM can and will do the right thing with pressure, because we all know equity belongs in the equation! #SHRM #DEI #Diversity #Equity #Inclusion #HBCUs #HBCU20x20

If your organisation is at the beginning of its inclusion and diversity journey, you may be wondering where you should begin or which area of inclusion you should start with. In that case, you may want to take a look at how inclusive your organisation currently is and work from there. Senior Inclusive Employers Standard Programme Lead, Emily Pattinson, shares how specialist housing provider Anchor used the Inclusive Employers Standard to start their inclusion journey and work their way to achieving a Gold award in inclusion four years later. In their interview with Anchor, Anchor shares: 🔴 How the six pillars of inclusion helped structure their approach to inclusion and diversity 🔴 How they use data to inform decision making 🔴 How they maintained their inclusion focus during difficult periods for the care sector Read the interview to learn more about how the six pillars of inclusion could help build your organisation’s inclusion and diversity strategy: https://hubs.ly/Q02W-p0G0 #Inclusion #Diversity #EDI #HR #InclusiveEmployersStandard

We're excited to be part of National Inclusion Week 2024 🙌 As Inclusive Employers explains, 'it's a great chance for employers to put inclusion into focus, with everyone in your organisation able to get involved.' This year the theme is ‘Impact Matters’, each one of us holds the potential to make a profound and positive impact to foster #inclusion at work, via the work we do and our own behaviours. During September, we've been highlighting the CIPD's focus on how to manage workplace conflict. It's key to foster an inclusive culture at work where people feel valued, they have a voice and any conflict situations can be resolved quickly. People professionals, you make the greatest impact by having the skills, confidence, and credibility to drive this. 🤝 We provide a broad range of resources including reports, guidance and learning opportunities to help you and your organisation effectively manage and resolve workplace conflict and drive inclusion: https://ow.ly/sYzF50Tq7pz #ImpactMatters #HR #CIPDmembers #NationalInclusionWeek

The finance sector is increasingly embracing diversity - and now is the time to prioritise inclusion. By taking an intersectional approach, organisations can ensure that colleagues and new employees feel supported in the workplace, helping them grow and thrive. Albany beck prioritise inclusion through their Engagement Managers, who offer continuous support and pastoral care to our Consultants whilst onsite. If you’d like to learn more about how to create an inclusive environment for diverse talent, listen now or reach out to Ella Hysom to learn more about how Employee Resource Groups support this ➡️ https://lnkd.in/eGgTTU-n #Diversity #Inclusion #SocialMobility

In 2021, SHRM-Atlanta* undertook a profound journey of self-reflection to identify and define our core values. These values have since guided us, serving as our compass and voice in championing causes and taking actions that affirm our identity as an organization. We take great pride in our core values, one of them being: “championing the highest ethical and equitable standards of professional practice and accountability in HR.” Equity lies at the heart of HR, driving professionals to create workplaces that are fair, inclusive, and offer access to opportunities and resources. We invite you to join us on August 26, Women’s Equality Day, to gain a deeper understanding of Diversity, Equity, Inclusion, Belonging, Accessibility, and Justice (D, E, I, B, A, J). Learn why it's important to preserve the independence and focus of each in order to pursue and achieve progress in each area. Register at https://lnkd.in/epZS7P4g. *SHRM-Atlanta is a chapter of SHRM but operates independently with our own mission, vision, core values, board of directors, CEO, staff, and volunteers. Decisions on strategy and focus for SHRM-Atlanta are made locally. #corevalues #diversity #equity #inclusion #belonging #accessibility #justice #humanresources #hr

The Society for Human Resource Management (SHRM) has removed EQUITY from it’s DEI philosophy. I personally believe in equity because it is the foundation of bridging the gaps in diversity and inclusion. Equity clarifies that equality isn’t always what’s needed to meet people where they are. I am proud to serve as a board member for SHRM-Atlanta because of the intentionality of the leaders I have the pleasure of serving with. Under the leadership of Jason Cline, CAE SHRM-Atlanta has established its core values. Those values are crafted to support and serve all. Jason Cline, CAE, Camye Mackey, Elizabeth Beltramini Gunterman, Patricia Kellner, SPHR, SHRM-SCP, Xavier Cugnon MS, SHRM-SCP, PHR, Rock Anderson, Polina Ilieva Zlatev, Sara Shockley, MPA, PHR, Alecia Williams-Pierre,MHRM, Tom Darrow, SHRM-SCP, Ivy B. Gardner, JD, MBA, Geri Baldwin Gonzalez, MBA, CPA, Kathy Jackson, Teela Jackson, MBA, Richard A. Smith, J.W. Mozley, Ph.D., SHRM-CP , Nicole Holcomb, Esq., Tasha Davis Mills, Adena Walker, MBA, SHRM-CP

🌍💬 Addressing the backlash against diversity, equity, and inclusion (DEI) initiatives is more important than ever! A recent article emphasizes the need for open dialogue and a clear understanding of DEI’s benefits in fostering a positive workplace culture. Organisations must listen to concerns while reinforcing the value of inclusivity. Read this article from HRZone: https://ow.ly/xKP550TWjw9 #Diversity #Equity #Inclusion #WorkplaceCulture #HRLeadership #DEI