All year round, but especially during Pride Month, employers have an obligation to demonstrate inclusive hiring practices, diversity efforts, and equality in the workplace. We celebrate Pride Month not only to honor the incredible strides made by those in the LGBTQ+ community, but to continue educating on their admirable history and fighting for unconditional acceptance. 

Visibility & Reassurance

Visibility speaks volumes. Employers should have initiatives in place in order to support those at their organization who identify as LGBTQ+. This all starts in the recruitment process. Company values, such as embracing diversity, should be clearly communicated by recruiters, hiring managers, and even your marketing department. Potential hires should never wonder whether your organization is accepting and supportive of people from various types of backgrounds.

It’s important to remain proactive when recruiting potential new hires. For instance, if a candidate has questions on how their identity might effect their experience in the workplace, you must be ready to answer those questions appropriately. Many members of the LGBTQ+ community, especially those from younger generations, care deeply about an employer’s level of acceptance and equality. Be prepared to reassure, and provide evidence, that your organization will meet their expectations. According to a survey by Handshake Network Trends, 53% of respondents in Generation Z agree or strongly agree that “they would not apply to a job or internship where they find an employer lacks diversity.” 

Director of Talent Acquisition, Brooke Stemen, elaborates on a crucial way that Green Key employs this practice. “We have woven equality into the Green Key Resources fibers by having nongendered parental leave policies,” she says.

Year-round inclusivity

In terms of celebrating Pride beyond the month of June, there are many ways your organization can support the community. For instance, adjusting your marketing and advertising campaigns to include more LGBTQ+ people can be a major factor when clients and customers choose to work with your company. Including LGBTQ+ people of different races, races, and identities in marketing images and videos helps to connect with members of the community and assure them that you’re in their corner. This all comes down to social listening and recognizing how your company conducts outreach to LGBTQ+. 

Demonstrating inclusion year-round, through updated job descriptions, relevant events, and supportive benefits, will prove to candidates that your company is actively making an effort to create a healthy, communicative environment in the workplace. At Green Key, we are proud to support the LGBTQ+ every month throughout the year, while also maintaining a safe space for our employees. Adina Goldman, Principal at Green Key and Head of Corporate Human Resources, mentions, “We’re advocates for participation in the programs that we offer, but we understand that each employee has a different comfort level. This is why diversifying the programs offered is so beneficial. It creates a greater opportunity for employees to engage in whichever way that is meaningful and comfortable for them.” 

If you’re interested in advancing your recruiting career, and joining a firm that values the LGBTQ+ community all year long don’t hesitate to connect with Brooke on LinkedIn and get these conversations started today!

Jun 6, 2023

The ‘Radical Reinvention’ of Human Resources

Now is the time for a “radical reinvention of human resources,” declares a report from IBM’s Institute for Business Value.

Businesses are adapting to the rapidly and dramatically changing world, says the report, prefacing the findings and recommendations from a survey of more than 1,500 HR executives from a variety of industries.

How they engage with employees must also change. “Enterprises now must become inherently humanized, build engagement with remote employees, foster trust in uncertain times and cultivate a resilient, diverse workforce capable of facing whatever the future may hold.”

This, says the report, is HR 3.0.

HR thought leader Josh Bersin, who collaborated with IBM on the report, explains what that means in his introduction:

“Traditional HR 1.0 departments focus on compliance, administration, and highly efficient service delivery.

“HR 2.0 teams move toward integrated centers of excellence, and focus on training and empowering business partners to deliver solutions at the point of need.

“HR 3.0, which only 10 percent of companies have achieved, turns HR into an agile consulting organization, one that not only delivers efficient services, but also practices design thinking to push innovative solutions, cognitive tools, and transparency into the organization.”

HR 3.0 - blog.jpg

The report found substantial agreement among the surveyed executives on the key ingredients of HR 3.0, but uncertainty among them about how to evolve their operation. Providing that guidance is the essence of the report.

After studying multiple HR practices, Bersin and IBM identified 10 “Action Areas” drawn from what the most successful companies are doing. “Our analysis has identified ten priority Action Areas critical to the HR 3.0 model. The Action Areas span the breadth of the human resources function, in some cases wholly reinventing traditional people practices.”

These 10 are:

  1. Measure employee performance continuously and transparently
  2. Invest in the new role of leadership
  3. Build and apply capabilities in agile and design thinking
  4. Pay for performance — and skills — in a fair and transparent way
  5. Continuously build skills in the flow of work
  6. Design intentional experiences for employees
  7. Modernize your HR technology portfolio
  8. Apply data-driven insights
  9. Reorient and reskill your HR business partners
  10. Source talent strategically

Though few companies are on the path to 3.0, those that don’t begin to evolve will be left behind.

“Even as leading companies transform their HR model, it’s clear HR 3.0 is not a destination, just a way station. The world is changing too quickly to allow even a hint of complacency,” the report concludes.

“As we continue to face unprecedented opportunities to build better businesses and a much better world, an HR 4.0 will evolve as a model to help us keep doing just that.”

Image by David Mark


Jun 6, 2023

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