PTA- Pinnacle Talent Acquisition

“The Broken Rung” ?According to the U.S. Bureau of Labor Statistics 2023, women makeup 46.9% of the US labor force but only hold 30.6% of chief executive positions. Research shows that companies with women in leadership roles perform 10 times better than those with fewer females. ?The McKinsey data report revealed that although women have made gains in getting up the corporate ladder, advancement is slower at the manager and director’s level. The greatest obstacle women and specifically women of color face on the path to senior leadership is the “broken rung.” The broken rung is a broken step on the corporate ladder. Women are unable to break through entry-level management roles to elevate to higher-level roles, which traps them in lower-level positions. Women are prevented from getting the same opportunity to advance due to systemic and cultural biases in the workplace. ?Leaders who are committed and intentional about driving meaningful change and promoting a more equitable and inclusive workplace can take the necessary steps to remove any barriers to women's advancement. Change must start from the top down.?Below are a few recommendations: ?Acknowledge the problem—recognize that "the broken rung" is a real issue that impacts opportunities for women and minorities to advance in their careers and limits diversity in leadership roles. Address Bias in Hiring and Promotion—Examine your company's hiring/promotion practices and policies and check for barriers holding women and minorities back. Invest in Career/Leadership Development programs—promote coaching, mentoring, and sponsorship to provide support, guidance, and resources for career advancement opportunities. Create a culture of Inclusion and Belonging. Encourage open dialogue, listen to feedback from your employees, and take steps to create an environment where everyone feels valued, respected, and supported. Provide Training to Managers – to understand and acknowledge biases and norms that need to change. Be Transparent—Establish clear and transparent career progression paths within the organization and consistently discuss and apply them. In summary, leaders who practice emotional intelligence and foster a fair, equitable, and inclusive work environment will cultivate a culture of innovation, creativity, and growth and improve the organization's performance. ? For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website and select the “Contact Us” tab. ?

Are we unintentionally relying on biases when making decisions in our companies? Though we can never completely remove implicit bias from individuals within our companies, or even from within ourselves, we can work to reduce the impact implicit bias can have. It first starts with we as leaders, making sure that we understand and recognize the various types of implicit bias. Knowing these tendencies can help us recognize when we rely on biases to guide decision-making. Specific types of implicit bias make us more likely to hire or promote others who resemble ourselves. This may hinder us from hiring individuals with more experience, training, or job skills. We prefer individuals that we can better relate to or share similarities with. Still, if part of our strategy in becoming an employer of choice includes hiring exceptional talent, we may be unknowingly turning away the most talented candidates. Instead, we'll end up with those we're most familiar with, limiting growth, diversity, and the introduction of new ideas. Some common signs of unconscious bias include: Making assumptions about someone's abilities or qualifications based on their appearance or background Having a gut reaction to someone that is not based on their work performance Making assumptions about someone's abilities based on their age Prejudging someone based on sexual orientation Stereotyping an employee because of where they went to college or where they live We can all benefit from recognizing and addressing unconscious biases in the workplace. Please visit us at www.pinnacle-ta.com and click on the inquiry tab to discuss this further. We offer training and awareness that will strengthen leadership development by recognizing the following: The difference between Explicit and Implicit Bias Ways to identify Unconscious Bias within ourselves The effect bias has on diversity in the workplace, as well as ways to lessen its impact

Is working from home making us sick? ? I wanted to review how our society is doing concerning virtual work or the work-from-home phenomena.?What seemed so positive in the minds of millions of employees when COVID sent us all home has now become an exacerbation of anxiety and depression. Last year, USA Today polled 47 million Americans, and 75% said they have struggled with working from home 100% of the time. Loneliness and isolation have affected their productivity and their mental well-being. When working remotely, we miss out on the social cues of a busy office and much-needed social interactions – catching up in the corridor or making a drink in the kitchen while checking in and asking about the weekend, or face-to-face collaborations and brainstorming. These seemingly small moments can collectively have a large impact on our well-being. ? What to do Ensure that your yearly employee satisfaction surveys include unique questions to address any possible challenges in your work-from-home model. Be mindful of dips in productivity from your employees. Provide robust management training to help identify any challenges. Provide an EPA program. ? Although the work-from-home model has its advantages for some, it’s challenging for others. As human resources professionals, we know one size doesn’t fit all. For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website?and select the “contact us” tab.

An employee’s experience can make or break your company! ? As a HR professional, it's extremely important for me to create an exceptional employee experience for our staff. Even though our staff consists of contractors or temporary employees, our employees feel like they belong. Every year, PTA hosts an annual celebration to celebrate our staff. We nominate an employee who's demonstrated an amazing work ethic throughout the year, and who went above and beyond for our client partners. We do these things because we value what they do, and because we understand that?the journey an employee has with a company from their first day to their last is extremely important. Their experience can affect employee morale, brand and reputation, and customer or client experiences. Employees, past and present, talk about their experiences and will have a big influence on how your company is perceived by others no matter how big or how small you are.? ? Here are?5 reasons your employees' experience is important: ? 1. Creates more engaged and productive employees ? When an employee is happy, they tend to perform better. According to a study conducted by Oxford University, happier employees are 13% more productive. Employees who are more productive can drive better business outcomes. ? 2. Attracts and retains top talent ? When an applicant applies for a position with a company, they’ve likely researched it through Glassdoor or LinkedIn, to learn more about how employees like working there. They’re specifically looking to work with companies where employees feel heard and valued. Creating a positive employee experience can have significant effects on attracting top quality talent and retaining them. ? 3. Creates a strong workplace culture ? One of the core pillars that makes up employee experience is the workplace culture. A strong culture that supports, empowers, and celebrates employees can create a positive employee experience, and a positive employee experience can drive a deeper sense of community at work. When employees feel a sense of belonging or a meaningful connection to their teams, they’re more likely to contribute better and more thoughtful work. ? 4. Improves employee well-being ? A poor employee’s experience can be a lot of things. It can be a toxic work culture, or even a workplace that doesn't support productivity and creativity. No matter the case, this drains your employees, and makes them feel burnt out and unhappy. ? 5. Reduces turnover rate ? A low turnover rate means that your employees like where they are and want to stay there. Turnover can be costly from a financial standpoint, and from a reputation standpoint as well. High turnover rates can also drain your HR and recruiting team’s resources.? ? In conclusion, creating a great employee experience tells your employees that you care about how they feel at your company and that you want them to stick around for the long haul. For more, visit us at www.pinnacle-ta.com?and click the inquiry tab.

Artificial Intelligence (A() is transforming the landscape of the workplace, particularly human resources (HR).?AI has been around since the 1950s and the advancement of AI technology is rapidly growing.?By 2030, AI technology will add 15.7 trillion to the global gross domestic product (GDP).?It is expected to be worth $190 billion by 2025. ? Companies are realizing that there are benefits to using artificial intelligence in HR functions and processes.?AI can enhance decision-making capabilities, streamline processes, analyze vast amounts of data, identify trends, make interacting with HR easier for employees and free up time to make better hiring decisions and invest in employee satisfaction and retention. ? However, it is crucial to know that AI systems are only as unbiased as the data they are trained on. If the data used to train an AI model is biased, it can perpetuate existing inequities and discrimination.?HR teams must be vigilant in identifying and rectifying biases that may arise in the AI system they employ.?Before HR implements AI tools and technologies, companies must explore the challenges, ethical and legal risks associated with AI implementation, with a focus on customer and employee experiences.?It is important to understand and get to the root cause of why AI can be biased to properly mitigate it. ? Here is a framework that the HR team can take to mitigate ethical issues related to AI. Diverse and Representative Data Sets – ensure that the data used to train AI algorithms is diverse and representative of the real-world population.?Biased data can lead to biased outcomes. Transparency – must be able to explain the decision-making process behind AI systems to enhance trust for both employers and employees.?Transparency will allow HR to identify and rectify any biases that may emerge in the algorithm. Establish Clear Guidelines – to define the ethical boundaries within which AI systems operate.?The guidelines should align with employment discrimination laws (such as EEO laws) and ethical standards. Fairness and equity – ensure the benefits of AI are distributed fairly across all stakeholders. Privacy – ensure that employee’s information is protected. Regular Audits – to help identify and rectify any biases that may arise over time.?Evaluation must be ongoing. In summary, AI tools for HR is good for business.?With proper understanding and mastering the technology for the future, the emerging tools for innovation will allow HR to become more strategic focus while continuing to provide the human touch. ? For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website?and select the “contact us” tab.

In recognizing Pride Month, it’s a time to celebrate the progress made towards the LGBTQ+ community; how far they have come, and raise awareness of issues affecting the LGBTQ+ community.?Despite the US Supreme Court landmark ruling (Bostock v. Clayton County) in June 2020, employment discrimination for the LGBTQ+ community continues to be persistent and widespread. ? Below is some staggering data that LGBTQ+ employees are saying about workplace inclusivity. How will you tackle these issues? ? 46% of LGBTQ+ employees have experienced unfair treatment at work motivated by religious belief. 31% of LGBTQ+ employees reported that discrimination played a role in their inability to get promoted or the salary they wanted. 46% of LGBTQ+ Americans in the U.S. are not “open” about their sexuality or gender identity at work because they feel it could hurt their careers. ? According to recent studies, LGBTQ+ employees deal with an overwhelming set of obstacles, social isolation, harassment, anxiety, and inequities in the workplace. Here are a few things that the LGBTQ+ community is asking for in an inclusive workplace environment.? ? Visibility and Representation – to see themselves represented at all levels of the organization Safe spaces – to express their identities without fear of discrimination, bias, or retaliation i.e. gender-neutral rest rooms, allyship/employee resource groups (ERGs), etc. Equitable Policies & Benefits- create policies and provide gender-neutral benefits Inclusive Language – use gender-neutral language in communications and avoid assumptions about employees’ identities. Communication and Education – create awareness and commitment for a more informed and respectful workplace. ? In summary, DEI programs for the LGBTQ+ community must be tailored to address the unique challenges faced in the workplace.?When organizations’ leaders foster diversity and demonstrate a commitment to LGBTQ+ inclusion, it can have a positive impact on the lives and experiences of all employees in the workplace.? ? For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website?and select the “Contact Us” tab.

With the new pay transparency and pay equity laws on the horizon, organizations must be prepared for the effects on employee engagement, workplace morale, and well-being.?Organizations should review and revamp: Communication – walk the talk – have honest conversations with the Board and staff on plans to: approach pay equity and pay transparency. close pay equity gaps. modify recruitment processes, both internal and external. plan to address concerns about equity and prepare total compensation statements to provide the bigger picture on pay. Risk Management/Compliance with the law: Ensure required postings are in common areas. Review compliance with laws related to pay discrimination. Check policies’ adherence to laws. Commitment to mental health and wellness of staff and work environment: ·????????Develop strategies to utilize your EAP resources and begin conversations about well-being.? ·????????Create Financial Wellness programs. ·????????Provide development programs (training) on civility in the workplace and Emotional Intelligence (EI). ·????????Focus on diversity, Equity, and Inclusion (DEI). Now is the time for organizations to look ahead and determine the course for the future workplace. For a free 30-minute chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website at www.pinnacle-ta.com and click on the inquiry tab.

Pinnacle Talent Acquisition (PTA) is searching for an HR professional with an undergraduate degree in a related field or relevant 4-6 years of experience, complemented by HR certification for Director of HR for our amazing client in DC with a hybrid work schedule.?For more information or to apply, please?visit https://lnkd.in/eZG66NAM

Why is having a fluid workforce important and necessary? The way we work was changing before the COVID-19 Pandemic.?However, the COVID-19 Pandemic brought on many unexpected challenges as never seen including forced a large segment of the global workforce to go through a massive remote work experiment.?The landscape of the future of work rapidly changed due to disruptions and new technologies i.e. AI.?Today, companies are exploring and adapting innovative work models.?Some companies are using the fluid workforce model.?A fluid workforce is comprised of independent workers, freelancers, gig, or crowdsourced workers.?These workers are temporary and work on specific tasks or projects.?They are not on the company payroll.?These types of workers help companies to adapt quickly to changing demands and challenges. High-performing companies acknowledged that work can no longer be obstructed.?Instead, they will embrace the fluid nature of work, and build channels to direct its potential towards ever-greater outcomes.??Leaders must stay agile, keep learning new skills, be inclusive, and adapt to a mindset for a new normal.? As work continues to evolve, embracing fluidity will become essential. The fluid workers will become part of the core workforce.?In a fluid work environment, the only constant is change.?According to Capgemini Research Institute report, a fluid workforce will help a company to thrive and remain agile for the purpose of remaining relevant.?However, this will require companies to make dramatic changes to their talent management strategy including fluid assets into mainstream capabilities, shift the recruitment and retention operating model towards make-or-buy principles and short-term/mid-term balance, build a culture where full-time and fluid workers feel equally valued and work as a blended team, and leveraging their respective capabilities and skillsets effectively. What changes have you made to your talent management strategies in this changing environment??If you want a free 30-minute chat with a PTA staff member about the topic or how our consulting services may assist your organization, please visit our website at www.pinnacle-ta.com?and click on the inquiry tab.?? ?#fluidworkforce, #agility, #pinnacletalentacquisition