Leadership Perspective: Are Traditional Measures of Workforce Diversity Outdated?

Inpower Coaching

Despite being the #1 recruiting trend for 2018 for businesses, and despite decades of trying to improve workforce diversity demographics in the workplace, the commercial sector has made little progress. Will this different way of thinking about diversity make our organizations better?

Cultural Change: An Update on Workforce Diversity

Inpower Coaching

As I’ve begun to explore the interpersonal dynamics of workplace discrimination more closely, I have gone back to update my own understanding of workforce diversity data and what it tells us about the the demographic makeup of the modern workforce. Personality and Thought Diversity.

How to Grow a Diverse and Inclusive Team with Evidence-Based Performance Management

7geese

Libby Stewart: Welcome all to our discussion today around How to Grow Diverse and Inclusive Teams with Evidence Based Performance Management. I am a Behavior Change Specialist and Evidence-Based Consultant and Researcher in Organizational Psychology as Libby had said.

I Was The Only Woman

PerformanceICreate

The fact is I never thought of women’s issues in the workplace because I have never faced overt discrimination at work. No one has ever made terrible comments to me, sexually harassed me or any of the other actions you think of as discrimination.

What the Air Force taught me about managing through change

Jhana

By Kristin Moore, Jhana Business Development Manager Since the November election, it has been difficult to separate personal feelings of fear and uncertainty from work. To provide some background, the Air Force is actually more diverse than you may think.

Ageism in Tech Companies is a Real Problem

Jeff Waldman

But… Yes… a big fat but… why have I experienced more discrimination based on my age during the past couple of years than ever before? Yeah… that… strategizing, implementing, delivering, change management and rolling up your sleeves and getting s**t done is another. Diversity and inclusion is smart business. Business Diversity Emotional Intelligence Employee Experience HR inclusion Leadership Recruiting Startup ageism Work

Ethical Employer Branding: How to Attract Candidates With Shared Values

Eightfold

companies recently received a federal tax cut, outdoor clothing company Patagonia decided to donate its $10 million to nonprofit environmental groups committed to fighting the effects of climate change. Check Yourself For Discrimination.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more.

How to Use People Analytics and Recognition to Strengthen Culture

Bonusly

Management guru” David Ulrich took a meta approach to this problem by applying analytics to assess the impact of analytics. Analytics can also help reduce existing biases for real or perceived discrimination or favoritism. Employee surveys on management practices.

The impact of Brexit on employment: Insights from 3 experts

Workable

She added a point of optimism that maybe – just maybe – the anticipated changes may not be as marked as originally feared, based on the UK government’s Brexit white paper which was released in December of 2018. A change management plan is a really good idea,” said Louise.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

One Fortune 100 company I talked with recently, for example, said that its model was very accurate for individual contributor and manager-level roles, but totally fell apart for senior leadership roles. In addition, some organizations worry about disclosing the predicting turnover scores for individuals, as managers may not use this information appropriately. These are exciting trends but a big change for many companies.