Allegis Global Solutions的动态

Beyond Goals: Tim Ryan’s Approach to DEI at PwC Tim Ryan, former PwC’s US Chairman, has been a driving force behind embedding diversity, equity, and inclusion (DEI) into the company’s core strategy, demonstrating that true inclusion starts with clear, accountable leadership. Reflecting on his experience, Tim often emphasizes, “One of the enemies of great teams is lack of clarity, on the part of our leaders, in showing well-meaning people what they're looking for. I think that's one of the most important lessons of leadership.” This lesson became especially evident during a pivotal conversation in 2017 with a Black PwC employee, who shared their frustration about the lack of DEI discussions within the company: “The silence was deafening whenever I walked into the room,” they told Ryan. "I thought we had been doing a fairly good job with DEI at PwC until this employee confided in me," Ryan recalled. Disturbed by this feeling of isolation, he took immediate action by convening a task force to explore the issue. Their findings were clear: while PwC had set ambitious diversity goals, it had not clearly communicated how to integrate DEI into the daily work of employees. Ryan took this responsibility seriously, not only improving DEI within PwC but also spearheading the creation of the CEO Action for Diversity & Inclusion?. This national coalition provides a platform for over 2,200 CEOs representing 21 million employees to share best practices and strategies, including those from companies too small to have their own chief diversity officers. What began as a collaboration among a few CEOs in 2017 has grown into a movement for building more inclusive workplaces. Through transparent leadership, training, and a renewed focus on diverse talent, Tim Ryan has made PwC a model for DEI excellence, showing that inclusion is more than a goal—it’s a responsibility. ?? Inspired by this action? Let’s build a culture where every voice matters. ?? Share your thoughts in the comments?? How can leaders foster a more inclusive workplace? Don’t forget to like, share, and follow for more insights on driving positive change in the workplace. Credit: Forbes #MergePlusInc #BusinessCaseForDEI #Diversity #Equity #Inclusion #BusinessGrowth #DEIImpact #Sustainability

Congratulations to Amy Dufrane, CEO of HRCI, and her entire team for winning The Washington Post’s award for Top Place to Work for an Inclusive Environment 2024! During my recent interview with the iconic Mrs. Jane Elliott, she commended Amy for her influential leadership, particularly in guiding her organization to complete a 12-hour certification training focused on inclusive behaviors. This is an exemplary way to model the behaviors you desire and expect in others. Here is the icing on their celebration cake, even their Chairman of the Board Mr.Andre Allen bought out the time to be part of this inclusive behavioral training.This is the epitome of leading by example! Class Act! There are organizations that simply talk about being inclusive, and then there are organizations that truly commit to it through their actions. HRCI is a shining example of the latter, dedicated to creating environments where people are celebrated, not just tolerated. Kudos to Amy and her team at HRCI, and a special thanks to Mrs. Jane Elliott for pioneering the importance of embracing inclusion, equity, and diversity since the 1960s. Statistics show that approximately 85% of what we learn in life comes through what we see. Amy and Jane, we see you and applaud your efforts to make a positive difference. Action truly speaks louder than words! Creating inclusive environments is not beyond our reach, however it will take all of us committing to make an impactful difference! Inclusion is good for your business pass it on! #Inclusion #Equity #Diversity #Leadership #BestPlacetoWork #HRCI #JaneElliott

Today, I had the pleasure of engaging with an organization that’s not just talking about DEI but actively implementing those principles. It’s one thing to have diversity, equity, and inclusion goals on a website, but it’s another to see them reflected in real, meaningful ways. What stood out to me was their commitment to equity through their hiring process. They understand that candidates invest valuable time and effort into hiring projects, and they respect that by providing a respectable fee for the work involved. This simple but impactful gesture speaks to the value they place on people's time and the importance of fairness at every stage. It’s refreshing to see a company living out its core values in such a tangible way. When organizations prioritize actions over words, they create a stronger, more inclusive culture—one where people feel valued every step of the way. ?? #DEI #EquityInAction #RespectForTime #InclusiveHiring #Leadership #EqualOpportunities

?? Commit to Inclusion: Elevating Our Efforts Beyond Pride Month ????? As Pride Month draws to a close, the question remains: How do we carry this momentum into every other month of the year? True commitment to inclusion transcends any calendar event, extending into daily practices and strategic objectives. In this latest installment of our Pride Month series, we delve into the transformative practice of regular diversity audits. These audits are essential not just for compliance, but as strategic tools that guide our ongoing journey towards a truly inclusive culture. They allow us to critically assess and realign our strategies with our core values of diversity and inclusion. ?? Coaching Tip: Incorporate feedback mechanisms in your audits to hear directly from employees. This will enrich your understanding and inform more empathetic and effective interventions. ?? Action Step: Commit to conducting diversity audits bi-annually and publicly sharing the progress. Transparency builds trust and encourages a culture of accountability. Call to Action: As leaders and changemakers, it's our duty to ensure that inclusion is not just a momentary highlight but a foundational aspect of our organizational ethos. What steps will you take to ensure your leadership promotes an inclusive environment year-round? #LeadershipExcellence #PrideMonth2024 #InclusiveCulture #SustainableChange #BusinessLeadership

Last week, I was honoured to be part of a transformative discussion with Baroness Ruby McGregor -Smith CBE for a Page Executive webinar hosted by the Empowerment Network for Asian and Black Leaders (ENABL). ? Founded by PageGroup’s very own Joanna McCrae, Aaran Dosanjh and Catherine Osaigbovo, ENABL is a community network aimed at supporting and elevating C-suite Black and Asian leaders. ? Our conversation delved into maximising opportunities for both executive and non-executive career development, while also exploring various facets of advancing diversity, equity and inclusion in the workplace. ? Ruby’s illustrious career has been marked by groundbreaking accomplishments, from becoming the first Asian female FTSE250 CEO to driving meaningful change through DE&I initiatives and becoming a member of the House of Lords. Her achievements are both inspiring and representative of the changes the corporate landscape should be striving to make. ? Looking back to the start of my career in 1995, when for example it was very normal to include age profiles in job briefs, we are in a very different situation today. And while progress for diverse representation has been made, with increased awareness and intent for change, now is the time to really move towards taking action. ? ? PageGroup’s dedication to driving progress remains unwavering. By fostering a culture of inclusion and prioritising actionable strategies, we can create a future where true diversity isn't just an aspiration but a lived reality. ? Below is a short snippet of our conversation. If you’re looking to diversify your own workforce, please get in touch with Joanna. And if you’re keen to hear more about our executive search offering, please reach out to Aaran and Catherine. ? I extend my heartfelt gratitude to Ruby for her invaluable insights and to the ENABL community for their engagement and participation. Together, let's continue to champion DE&I, paving the way for a more equitable tomorrow. ? #DiversityandInclusion #LeadershipDevelopment #ENABLCommunity

Listen to our CEO Nicholas Kirk who underscores the importance of looking beyond traditional markers like #experience when #hiring and instead focusing on the #potential of candidates. He as well suggests that assessing candidates based on their ability to learn, grow, and adapt to new challenges might be more valuable than simply considering their past experiences. This approach can lead to a more #diverse and #innovative workforce, as it opens up opportunities for individuals who may not have extensive experience but possess the drive and potential to excel in the role. #Proud of PageGroup's continued commitment to champion DE&I, paving the way for a more equitable tomorrow.

Nurturing Diversity, Equity, and Inclusion is crucial for fostering innovation and success in the workplace. At Innovation Minds, we offer a comprehensive DEI consulting program designed to help organizations create a culture where every voice is heard and valued. ?? Our detailed DEI assessments provide valuable insights into your organization's current landscape, highlighting strengths and areas for improvement. ?? Tailored strategic planning ensures that your unique needs are met, driving real, lasting change within your organization. ?? Empower your employees with knowledge through our interactive workshops covering critical topics like unconscious bias and inclusive leadership. ?? With ongoing support and mentorship, we ensure that your DEI initiatives are sustained and impactful, fostering a culture of inclusion and belonging. ?? Join us in celebrating diversity, prioritizing equity, and making inclusion the norm in the workplace. Let's create a difference together. #DEI #DiversityEquityInclusion #InnovationMinds #InclusiveWorkplace #WorkplaceCulture #Consulting

Join our upcoming 'The Economics of Inclusion: Harnessing Diversity for Sustainable Growth' automotive webinar?https://lnkd.in/ebFJpaD6 Join us for a thought-provoking webinar as we delve into the intricate relationship between inclusion and your bottom line. Our panel of esteemed industry thought leaders will dissect the multifaceted benefits of inclusion.?Through insightful discussions and real-world shared experience, attendees will gain valuable insights into 1. **The Business Case for Inclusion:** Unpacking how diverse teams and inclusive workplaces drive innovation, productivity, and profitability. 2. **Define Inclusion & Belonging** Understand through real world experiences from industry leaders the meaning of Inclusion and how inclusion and belonging fuels diverse teams 3. **Essential Skills for Inclusive Leaders:** Discover the skills that leaders should develop to foster inclusive cultures. Learn from: Sherry Schultz Marc Bland Damon Lester Sandy Zannino, SPHR, SHRM-SCP

?? Reflecting on an Inspiring Aerospace HR Event on DEI! ?? I had the privilege of attending a dynamic event focused on Diversity, Equity, and Inclusion (DEI) within the aerospace industry. With an incredible panel of experts, we delved into important strategies that can foster inclusive and innovative work environments. Key takeaways: ?? Realistic Group Conflict Theory reminds us that conflict often arises between groups, but rather than focusing on differences, we should center our attention on shared vision, mission, and goals. We have more in common than we realize! ?? HR leaders have a vital role in fostering DEI by: - Promoting belonging and uniqueness. - Inspiring through communication that brings people together. - Building a safe space for diverse perspectives to be heard. - Ensuring managers are trained in emotional intelligence, empathy, and active listening. ?? Mentorship programs and inclusive decision-making structures are key to developing future leaders and keeping DEI at the forefront. Special thanks to Aerospace HR of SoCal and panelists for their insightful contributions: ?? Randi Levin ?? Dr. Charles E. Bray, Jr. ?? Yajaira Rose Smith SPHR-CA This event was a powerful reminder that DEI is not just a strategy—it's about creating a lasting culture of inclusivity and innovation. #DEI #Leadership #AerospaceHR #Inclusion #EmotionalIntelligence #DiversityInTech #EmployeeEngagement #HRLeadership

Here's our CEO Nicholas Kirk highlighting the importance of looking beyond traditional markers like #experience when #hiring. Instead focusing on the #potential of candidates, he suggests that assessing candidates based on their ability to learn, grow, and adapt to new challenges might be more valuable than simply considering their past experiences. Way to go PageGroup Michael Page Page Outsourcing ??