Ask Ovell的动态

Not everyone is cut out for management or leadership positions. How do I continue to build my brand, remain relevant, and be challenged outside of the expected career trajectory? Watch my video to learn how to provide value in the workplace. Submit your HR or diversity, equity, or inclusion questions at AskOvell.com. "You better ask somebody!"

#PRIDEIndustries employee Jillian Beck is featured in Style Magazine, sharing her journey toward meaningful employment. Her story highlights the transformative impact of inclusive hiring practices and demonstrates PRIDE Industries' commitment to creating opportunities for #peoplewithdisabilities. Read more about Jillian’s experience and PRIDE Industries’ mission in this month’s issue. Style Media Group #InclusiveEmployment #StyleMagazine #ThinkDifferentlyThursday Image: Photo of Jillian in a warehouse. The words "Employee Spotlight Jillian Beck."

What works best, Diversity or Inclusion? Despite all the political rhetoric and pushback, I'm still "pushing" forward with my equity consultant work. It is needed and necessary! Consider this essential inquiry when your organization aims to attract and retain a diverse pool of talent. In this brief video excerpt, I share some key strategies for a group of legal experts that unlock the potential for every team member to feel heard, respected, and appreciated!

Ever felt like you're speaking a different language in the office? ? Remember when we thought Millennials were the ones shaking things up? GenZ has taken it to a whole new level! ? In our second book, we dive deep into the organizational policies and practices that can make or break your GenZ workforce. ? Think flexible work arrangements, purpose-driven work, and mental health support. We're talking about creating a workplace that GenZ actually wants to be a part of. ? But it's not just about policies. We also explore the organizational culture that can either attract or repel GenZ talent. From diversity and inclusion to employee recognition, we've got you covered. ? So, if you're ready to level up your workplace and connect with the next generation of talent, grab your copy today! https://lnkd.in/ep5NE7EZ

Kelli and I started HR Heretics to have real, candid discussions with people like Joelle Emerson. Joelle started Paradigm 10 years ago and her clients include some of the biggest companies in the world. We hit on several topics, but the clip below stood out. Everyone knows DEI is facing significant backlash. But why? My take: equity doesn't have a shared definition. Is it equality of outcome? Providing additional resources based on need? Removing barriers where there are ongoing or historical disparities? I learned a ton discussing this topic with Joelle. Let me know your thoughts in the comments.

This month, on the #CLEBlog, we released a piece on Inclusive Hiring, written by our Director of People Operations, Jacy Nary! This blog, titled “Exemplifying Our Values: Inclusive Recruitment” discusses how inclusive hiring is integral to organizational success. At its core, inclusive hiring is about creating equitable opportunities for all, regardless of visible or invisible disabilities or challenges. Read all about it here: https://lnkd.in/eh2DZBXz. #CLE #InclusiveHiring

“Diversity and inclusion” doesn’t imply hiring individuals for low-level positions solely to display them on your website. Instead, it entails placing them in positions of power, enabling them to make decisions, and effecting policy changes. If you aspire to make a positive impact, adopt a different perspective.

Addressing bias in hiring is not just about individual attitudes, but also about organizational practices. Kline and St Fleur's insights highlight the need to focus on companies actively working to remove bias. Let's advocate for strategies like staff training and data-driven processes to ensure fairer opportunities for all candidates. What are your thoughts? #InclusiveHiring #DiversityandInclusion #FairOpportunities

I had a great opportunity to engage with students at the New York University School of Law and the Cornell University ILR School last week. "Employee voice" was a common topic and my views stray from the norm and harken back to the days of common sense employee relations. In HR or IR or E&LR, it is our job to create the conditions of work that connect employees with their work in a way that attracts, retains, and engages them in an increasingly productive way. We offer good jobs and we ensure there is a line of sight between the work people do from the shop floor to the board room and the "good" delivered by our organizations. Good jobs with good employers are still a source of leverage - especially in a war for talent. In my view, companies should not weigh in on the socio-political issues of the day. Who determines what is "right" in a world of widely diverse histories, cultures, and opinions? The most inclusive position is one that invites everyone to the WORKplace in a way that makes them want to give their all. Large companies' WORKforces are a reflection of the broader populations around them. In the U.S., roughly 1/3 of adults associate with Republicans, 1/3 associate with Democrats, and 1/3 associate with neither. In any win-lose, zero sum issue on any socio-political cause du jour, a stand-taking company positions itself to disinclude at least 1/3 of its WORKforce. And that's before we consider the implications of any typically U.S.-centric pronouncement on the "rest of world". "But Rick, today's workers want their companies to speak out.", I'm told. As a "labor guy", I was most concerned with what the other side NEEDED. What they WANTED was only interesting. It is our job to lead by example. Create the best WORKplace you can. Demonstrate your values through the conditions of employment you create. Unite your WORKforce around the WORK. Don't divide them with socially important concerns that have no bearing on the design, creation, and delivery of your product or service. Given a chance, they might appreciate time where they can focus in a constructive way with a group of diverse people working toward a common goal. It's not a pipe dream. I wasn't drummed off either campus. I might even be invited back. We engaged in good and thoughtful discussions. That's what moves the needle.

One of the greatest privileges of Talent Management is being the "face of the company" during the recruitment process. The first person a candidate interacts with is someone from Talent Acquisition or a search firm representing the company. Every interaction must be engaging and meaningful, embodying professionalism, enthusiasm, and company values. A company cannot be naive about what attracts candidates—no matter the job market. Too often, I’ve encountered the attitude, “They’d be lucky to work here. The job market isn’t strong enough for them to be picky.” That’s no way to build a positive culture or respect. If you’re looking to attract Gen Z, understand that their values differ from past generations. Gen Z wants transparency, purpose, and trust as their foundation. Older generations prioritize stability, loyalty, and growth within a supportive company culture. To truly attract and retain talent across all ages, companies must create an environment where these values are respected and aligned. Trust is the backbone of all relationships—and each generation will hold you to it in their own way.