Rick Warters的动态

Today's youth do not appreciate our economic system. They instinctively hate businesses, particularly large corporations. Yet, many of them want to work there. What they are missing is the mindset of Jack Welch, former CEO of General Electric. Look at his idea behind "Crotonville." "Crotonville was a shrine to such “freaks,” people who so bought into the company’s values that they considered it an honor to be invited to an off-site program where they got to talk about those ideas even more than they did at work. Crotonville was based on the notion that you could love your company. And your company could love you. I remember those days with bittersweet nostalgia myself, but this seems like a laughable notion in 2024, doesn’t it?" "Handshake, a job site solely for college students and recent grads, recently conducted a survey of 2,500 undergraduates. When asked for their definition of career success, 78% of Gen Zers named sustaining a work-life balance as their top choice. Dead last was “advancing to a senior role,” at 40%. This trend has reverberations through corporate America. At Brunswick, where I’m a senior adviser, we’re used to clients presenting all sorts of strategic problems. Lately, “employee engagement” has topped the list again and again. Here’s another data point: In 2023 a Gallup poll found that Americans are unhappier at work than they’ve been in years."

Imagine a workplace where age doesn't matter, and everyone's skills and experiences are valued equally. That's the kind of inclusive environment we need to strive for, especially when it comes to ageism in the workplace. Ageism is when people are treated differently because of their age. It can happen to older or younger workers and can affect things like getting hired, promoted, or respected at work. But everyone, regardless of their age has something valuable to offer. We've all heard stereotypes about different age groups, like older workers being slow or younger ones being lazy. But these ideas are often wrong and unfair. By showing the unique strengths and talents of people of all ages, we can challenge these stereotypes and create a more inclusive work culture. Think about how much we can learn from each other. Older workers have years of experience and wisdom, while younger ones bring fresh ideas and tech skills. Encouraging collaboration and Mentor ship between generations can make our teams stronger and better. Organizations can make a big difference by having fair rules for hiring, promotions, and training. It shouldn't matter if someone is 25, 35 or 55, what matters is their ability to do the job well and meet the company’s standards. Like we discussed in our previous article, learning never stops and companies that support ongoing training and skill development for all employees, regardless of age, are setting themselves up for success. This not only helps individuals grow but also keeps businesses ahead of the curve. Have you ever been in an organization where your age is what determines if you’d be respected or not? If yes, how did you handle that situation ?

It's essential that organizations prioritize equitable practices, as they significantly impact employee morale and overall business success. However, it's disheartening to see many companies still perpetuating biases in hiring, promotions, and workplace culture.

In Michael Collins' new Forbes column, he explains why eliminating degree requirements is a positive step but is not a magic fix for diversity. While it opens doors for millions without degrees, achieving true workplace equity requires more than just addressing “technical” challenges that come with hiring. We must confront deep-seated biases and adapt our values to ensure fair opportunities for all. As Michael argues, data proves that racial disparities persist even among equally qualified candidates. Without tackling these adaptive challenges, we risk perpetuating occupational segregation and economic disparity. Read Michael’s first piece as a Forbes contributor to explore the complexities of skills-first hiring and its impact on diversity: https://lnkd.in/eY53SuVE Follow Michael on Forbes for monthly insights on equitable opportunities in higher education and the workforce! #WorkplaceEquity #EconomicMobility

?? Being a strong advocate for diversity and inclusivity, I feel compelled to share the concern brought up in the below Forbes article: the limitations of skills-first hiring in improving diversity. While skills are undoubtedly important, overlooking diversity in the hiring process can hinder innovation and growth within organizations or teams. ?? To tackle this problem, we need to adopt a more holistic approach to hiring. This includes actively seeking out diverse candidates, implementing unconscious bias training for decision-makers, and creating inclusive company cultures where everyone feels valued and supported. ?? One solution highlighted in the article is to implement blind recruitment practices where candidates are evaluated solely on their qualifications and experience without any identifying information. Additionally, fostering mentorship programs for underrepresented groups can help them thrive within the organization and advance their careers. In my own experience, I have seen firsthand how prioritizing diversity leads to a more dynamic and creative work environment. By embracing different perspectives, we can drive innovation and achieve greater success as a team. #DiversityandInclusion #Innovation #BlindRecruitment ?? https://lnkd.in/dWpwHXBN

Every day, take a step forward. Your steps can be small or large. Earners of this credential have pledged their support for neuro-inclusive workplaces. They support the view employers should encourage neurodiverse job applicants, adapt their hiring process, and support neurodiverse employees to achieve their potential by embracing different types of minds. Through sharing this credential with their networks, they are raising awareness and contributing to building equity in the workplace.

Access to work is a human right. Being treated fairly is a human right. Working free from bias, harassment, or discrimination is a human right. But human rights at work don’t happen by chance — they happen by design. And one of the biggest barriers? Unconscious bias. Bias shows up in hiring, onboarding, and everyday interactions. It affects who gets opportunities, who feels safe to speak up, and who thrives. But here’s the good news: we can do better. By addressing unconscious bias, businesses can build stronger, fairer, and more human workplaces where everyone can perform at their best — no matter their background. Despite the decline in human rights we see globally — in mobility, workplaces, gender-based violence, and democratic participation — I see signs of hope. People everywhere are restoring dignity through art, education, restorative democracy projects, planet diplomat missions, company-led initiatives, and more. This is the energy we need to build on. How can I support your organization? I offer keynotes, workshops, and hybrid events to guide companies in addressing unconscious bias in a practical, action-oriented way. From onboarding processes to leadership development, I support teams in embedding a human rights perspectives into their DEI efforts. Make 2025 the year your workplace becomes a model for human rights in action. Let’s connect and create better business through better bias awareness. Find this useful? Consider reposting, pls. ?? P.S. What’s one area in your workplace where unconscious bias needs to be addressed? #HumanRightsAtWork #UnconsciousBias #DEI #InclusiveLeadership #WorkplaceEquity

One more DEI thought: Opponents of diversity and inclusion in opportunities for employment may want to consider this. Maybe expressing that exclusionary sentiment is why you will not get hired. In 2024, not many people want to work with others who actively try to obstruct their human progress and career success. The organizations that are interested in lifting everyone up may not want your attitude affecting the well-being of its staff and reputation as a healthy and safe place to work. Imagine having to work for a manager who has an opinion about why you got hired and letting that opinion affect performance reviews. This can and does go farther all of the time. We must protect each other. That means that, no, you don't get a free pass as a result of inclusion if your behavior exhibits a direct conflict with the values of inclusion. Carry this to the level of politics. If you engage in insurrection and actively try to destroy democracy, you really aren't welcome to the discussion. Put on your adult hat and treat people with respect. And, by all means, do speak up against someone who is being disrespectful to other people, regardless of their demographic.