SHRM’s Post

Discover what you missed! Our blog post "Navigating the Diversity Divide in the Global Marketplace" is packed with valuable insights you don't want to miss. 👉 https://lnkd.in/d4R6um3x

🌟 Discover the growing significance of generational diversity in the workplace in this insightful blog post. Gain valuable insights into how this phenomenon is shaping the modern business landscape. Read more at the following link: https://ift.tt/MIY3j7l

Ending our week with some thrilling news. 🥰 Our Digital Etiquette: Mind the generational gap report has been selected as LinkedIn's number one must-read article for talent professionals this week. Learn more about our report. ⤵️

1️⃣ Place 2️⃣ Power 3️⃣ Purpose 4️⃣ Privacy 5️⃣ Pacing By paying attention to these six elements, global workers will gain insight into why things may “feel different” when getting to know their colleagues. They may even discover they have more in common with their colleagues than they initially assumed.

One condition of belonging is meeting the basic needs in Maslow’s Hierarchy. Air and water aren’t usually too much trouble for companies, but some struggle to establish psychological safety. How can you move from theory to practice and increase employees’ access to feelings of belonging and inclusion? Here are 3 proven and powerful ways, backed by proof points from Deloitte, Gallup, various scholars, and our own customers. https://lnkd.in/e5sDgR4E

How does your organisation's approach to inclusion measure up? Complete your scorecard to receive a free, personalised report. Assess the effectiveness and maturity of your internal inclusivity and uncover your organisation's cognitive inclusion score. Here’s how it works: → Quick and Easy ⏱️: It takes just 2 minutes and is completely free. → Instant Results 📈: Receive personalised results immediately after answering 17 quick-fire questions about your organisation's approach to inclusive practices and employee development. → Comprehensive Assessment 🧠: Our assessment is carefully designed for leaders, managers, talent management, HR, and DEI teams, aiding in the understanding of how diverse thinking influences the workplace. What's in it for you? → Identify and Benchmark 🎯: Easily identify and measure your current performance, providing a clear path for enhancement. → Personal and Team Growth 🌱: Discover tailored strategies to enhance your personal performance and decision-making skills, and learn how your team can collaboratively fine-tune their strategies for a more cohesive and productive environment. Ready to make your organisation more inclusive? This scorecard is thoughtfully crafted to assist leaders, managers, talent management, HR, and DEI teams in better understanding the impact of diverse thinking on workplace dynamics and strategic decision-making processes.

The construct of a VUCA world has been with us for some time, but we were reminded of its existence this week by the Bank of International Settlements, which referenced upheavals, market volatility and, specifically, a major global shares sell off last month. We are not immune from such ups and downs within talent acquisition. Since 2020, we’ve experienced the world shutting down, a hugely competitive jobs market, everyone working from home, people opting out of the labour force in their hundreds of thousands, some people working from home, redundancies, a jobs market largely in retreat, fewer people working from home. So, how should your EVP respond to such fluctuation? For me, your EVP should be a touchstone, a north star. It’s key that it is linked to long term strategy. Your people should understand that the work they are doing is contributing to where your organisation is going in the long term. An EVP should not be a weathervane, responding to daily, weekly, monthly changes in sentiment. They should not be set in stone, but if you’ve got your EVP right, its evolution should be about incremental change, rather than complete reinvention. (See my website https://lnkd.in/e4GTWAm6 - I have some current availability, so if you like some of the thinking here and feel I could benefit your employer branding/EVP initiatives, get in touch).

Research shows that over 61% of employees hold back aspects of their true selves, impacting engagement and inclusion. Sharing more of who you are fosters trust and creates a psychologically safe environment where everyone feels connected and valued. This article shares how to express your authentic self and create better connections. 💙

Research shows that over 61% of employees hold back aspects of their true selves, impacting engagement and inclusion. Sharing more of who you are fosters trust and creates a psychologically safe environment where everyone feels connected and valued. This article shares how to express your authentic self and create better connections. 💙

Research shows that over 61% of employees hold back aspects of their true selves, impacting engagement and inclusion. Sharing more of who you are fosters trust and creates a psychologically safe environment where everyone feels connected and valued. This article shares how to express your authentic self and create better connections. 💙