Seramount’s Post

In HR, we need effective partners, allies and advocates. Here’s why. Contrary to popular belief, HR isn’t just there to protect the company’s interests, we are also there to the protect employees interests too, as Delia Bogues Assoc. CIPD rightly shares here. Creating collaboration and partnership with our stakeholders is often really hard to do. It can often feel like we are starting at a trust deficit. The only way I’ve been able to overcome that is by being intentional about how I build relationships. Stakeholder empathy mapping was life (and career) changing for me, which is why we learn it in Bloom. You simply map out:  What do they need and expect from me?  What displeases them?  What makes them happy? Then brainstorm all the ways you can make their world better and build up their trust timer with you. But know this, non HR colleagues… We live the big stuff with you, we do life with you, we care about you. We want to see you win! ✳️ Ps. This is a clip from my recent interview series with phenomenal women in HR, Women Who Lead. If you're in HR, follow me (Ruth Penfold-Brown) for more videos like this ✨

Are you ready to embrace change in 2024? Industry leaders predict another transformative year for DE&I teams, according to an article by HR Brew. The post highlights the dynamic environment in which DE&I teams operate and offers predictions of continued evolution in response to societal shifts. As we strive to maintain an inclusive workplace, what changes are you foreseeing for your team? https://lnkd.in/eU9-daHs #HR #DEI #FutureofWork

This provocative article suggests that (1) employees hate human resources (HR) and (2) HR managers feel miserable because everyone hates them. However, the article doesn't talk about issues of gender in these reactions, which I suspect are present. Human resource management is a female-dominated profession; 81% of HR managers in the U.S. are female. Research suggests that female senior-level managers experience "glass cliffs", such they are appointed to more precarious, risky positions than males with equivalent credentials; does this include the position of HR manager? I am interested in reactions to these notions, both from HR professionals and scholars; feel free to share them in comments. #humanresourcesmanagement #IloveHR #HRsucks #HRandgender #genderinmanagement #management

Let's talk about this week's #shrm "strategic update" that has all of us in employee centered roles WTFing at the moment. You're welcome for that new verb. ICYMI: The leading society of all things #hr #humanresources announced "an important shift" this week to remove #equity from DEI strategic initiatives. This organization, arguably the largest in terms of depth and breadth of PEOPLE focused membership (paid btw), one that charges for certifications required by many companies, made a conscious move that will likely trigger a negative behavioral shift among thousands of employers. They are rebranding this as "I&D" - #inclusion and #diversity. This is not as simple as removing a term from a title. This is like inviting everyone to a concert but there are no big screens for the seats in the back/at the top to see the performer on stage. The whole audience can listen, but fail to experience the same as those with premier seats. Diversity without equity spotlights privilege and sacrifices resources for groups that may benefit from assistance to gain (more less enjoy) the same experience. We cannot have one without the other and pretend to empower employees with fair opportunity. And yes, I understand attending a concert with front row seats is an entirely different experience. If you have been fortunate to experience that at some point in your life, count your blessings. Learn more about the value of equity in the workplace: https://lnkd.in/gYDgRmgh Join the HR voices taking action: https://lnkd.in/gqYXHgap

In times of political turmoil, it is crucial to remember that fear can lead to a range of emotions, including anger, anxiety, and uncertainty. It is important to approach these situations with patience and compassion, especially in the workplace where tensions may run high. By fostering a supportive and understanding environment, we can promote open communication and mutual respect among colleagues, despite differing political views. It is essential to remember that we are all human beings with unique perspectives and experiences, and by practicing empathy and kindness, we can navigate through these challenging times with grace and understanding. Let's strive to create a culture of inclusivity and respect, even in the face of political discord. #FosterCommunity #EmbraceOurDifferences

Talking w/ Civility @ Work ☮ Heard an interview this morning on Marketplace by APM with SHRM President Johnny C. Taylor, Jr., SHRM-SCP and David Brancaccio about how to process divisive topics at work, such as the attempted assassination of former President Trump. One example from the interview that stood out to me was TEACHING people how to have these conversations and having clear POLICIES/GUARDRAILS. Brancaccio: ...I once saw sign in a bar that said, “No Trump Biden talk.” And what about that rule for a workplace? Don’t discuss politics. Taylor: So, it’s kind of hard to say and enforce a policy of “No policy, no discussions around politics in the workplace.” And thus, the point: We’ve got to teach people how to have those conversations and place guardrails in place. We’ve got to establish very clear policies about where having an opinion can turn into badgering, harassing someone in the workplace — and then it’s not something we’re going to tolerate.

Johnny C. Taylor, Jr., SHRM-SCP is absolutely right.    The basis for our society is civil disagreement. When we stop the flow of ideas, we cease to challenge our assumptions and thus learn and grow. Our choice lies in how we invite and respond to commentary that challenges our viewpoints.   Even if politics is the last thing on your mind, a little bit of kindness and civility can go a long way towards improving our relationships, our workplaces, and yes, our nation.     #SHRM #CivilityAtWork #HumanResources

Join the forward-thinking wave! 🌊 According to recent surveys, 60% of #HR leaders are gearing up to boost their investments in #DEI initiatives in 2024. It's time to take proactive steps to ensure your company stays ahead of the curve. Embrace diversity, foster inclusivity, and drive meaningful change within your organization.

There's no copy-and-paste formula on how to facilitate hard conversations. But there are tactics that yield more fruitful discussions when political topics arise in the workplace.   I'm excited to be facilitating Boon's next webinar with a few outstanding people and voices in HR to hear their recommendations based on years of designing and advising upon DEI programs and solutions. Alex Seiler, Chief People Officer and Start Up Advisor Tracie Sponenberg, Advisor and Fractional CPO Morgan Williams, Co-founder and CEO, PeakHR A few key components we'll be discussing as a panel: - Balance free expression with workplace harmony - Address sensitive political issues at work - Create inclusive policies that reflect diverse views - Leverage political diversity as a strength Register in the link below - this is one you don't want to miss!

Join the forward-thinking wave! 🌊 According to recent surveys, 60% of #HR leaders are gearing up to boost their investments in #DEI initiatives in 2024. It's time to take proactive steps to ensure your company stays ahead of the curve. Embrace diversity, foster inclusivity, and drive meaningful change within your organization.