Jacob Goodapple

Has everyone forgotten that recruitment using diversity quotas and discriminative employment is illegal? How are we to recruit for a diverse and inclusive workplace? Scott Warrick returns to share the pitfalls and damage diversity quotas and hiring employees for reasons of diversity rather then qualifications and competencies can create. It's a contraversial topic but one that needs to be discussed. #humanresources #HR #businesschallenges #recruiting #business

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I'm a self-identified accidental #HR executive, so I've never had a #SHRM certification or even considered it. #Culture to me has always been bigger and broader than just HR. Yet it's difficult to ignore this week's troubling announcement that the widely recognized organization was removing #equity from it's #DEI framework. This is an organization that provides certifications (for a price) that hold significant weight in hiring decisions for HR practitioners and whose representatives testify in front of governments on behalf of the HR community. You can't have #inclusion without equity. Period. The #futureofwork is equitable. Period. Kudos to Angela R. Howard, Hebba Youssef and others for speaking out and helping to organize action to defend the #DEI progress so many have fought for in the workplace. Let's seize the opportunity to accelerate diverse, innovative voices building thought leadership beyond the traditional HR model (read: expensive accreditations), elevating a new category of invaluable skills and unexpected backgrounds necessary to transform not only the HR practice but organizational #culture as a whole.

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I would love to hear from People Ops and HR Professionals on this topic. I’ve read several articles covering SHRMs decision but still uncertain if this was this the consensus among members, if members were surveyed or was this an executive decision? What was the explanation on why people have such a hard time with the concept of ‘equity’? — This is our topic of discussion at VEST this month so please share your thoughts. If you are not already a member, be sure to subscribe to our podcast to listen to the conversation! #DEI #Inclusion #HR #SHRM

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I recently spoke with a CHRO and he said that no year in his job has been the same. Every year he had to rethink his job description and recontract with his internal stakeholders on the impact that he would drive. I think this is one of the reasons why the CHRO job is so difficult. Not only does the CHRO need to stay ahead of changes in the business, but the CHRO job itself also changes. In the past, the CHRO ↪️ Managed the HR team ↪️ Focused on Strategy Alignment ↪️ Optimized for cost efficiency ↪️ Managed up and down However, today the CHRO ↪️ Manages the people and experience function ↪️Focuses on building critical capabilities ↪️ Optimizes for impact ↪️ Manages up, down, and sideways in a much more complex stakeholder landscape Here are the 5 barriers to success in the CHRO role as well as how organizations can create a healthy CHRO pool: https://aihr.ac/3xdVI1N 🔗 #CHRO #HR #HumanResources #HRleaders

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Your company culture isn’t defined by what’s written in your mission statement or displayed on posters. It’s reflected in how your people feel on a Sunday night… Are they energized, looking forward to contributing to meaningful work? Or are they overwhelmed, dreading the week ahead? True organizational culture is not built overnight. It’s an ongoing commitment demonstrated through: Leaders who inspire trust and lead by example. Teams that collaborate with mutual respect and purpose. Recognition that acknowledges effort and drives excellence. A great culture ensures your people feel valued, empowered, and motivated to bring their best selves to work every day. After all, it’s not just about meeting goals; it’s about creating an environment where people thrive. The real question is—what are we doing today to ensure our team feels inspired tomorrow? #Leadership #CompanyCulture #ProfessionalGrowth Crompton Greaves Consumer Electricals Limited Prasanth Nair Yogesh R. Basole Anuja Chauhan Nitin Balsaraf Rakhee Samsi (Kamath ) Saee Joshi Namita Rane Kanto Biswas Neeraj Rai Falguni Sharma

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Reminder for all compensation pros going through their year end merit cycle: an often overlooked stat to check is velocity of promotions. If one gender, race or minority group is consistently promoted faster than others, it likely will create pay disparities. Why? Those promoted more quickly typically earn more, sooner. Velocity of promotions is also one argument for why many organization’s lower levels are predominantly one gender/race, while upper levels are another. Essentially, your velocity of promotions highlights glass ceilings, a signal of deeper inequality. Follow for more tidbits of advice as Pequity helps our customers make their end of year comp planning / merit cycle processes easier! #comp #comptech #HR #HRtech #compensationcycles #compensation #humanresources #pequity #tech #promotions #data #peopleanalytics #stats #payequity

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Equity in the Workplace: A Challenge Worth Tackling I’ve been sitting with SHRM’s decision to remove "equity" from the phrase "diversity, equity, and inclusion." Part of the reasoning behind the decision was that equity issues are too big, too distracting, or too systemic to tackle within the workplace. But that perspective has left me thinking deeply after the initial wave of reactions about our influence and responsibility. As HR professionals and leaders, I believe we are very much a part of "the system." We create policies that can be humane or so rigid they have a detrimental impact on the people we employ. If we do not do what we can within our sphere of influence to provide equitable opportunities, how will we see a more equitable future? One reason I have deep fondness for the property management industry is that it doesn’t require a college degree to enter. Our training and development team has created numerous opportunities to advance our team member's careers, no matter where they start. Programs like our free Certification Program, Rotational Internship Program, and Area Manager Mentorship Program, as well as our core instructor-led curriculum, allow team members to start with no prior experience bringing transferable skills from other industries and continue to build their capabilities as they grow. This has resulted in a 25% internal promotion rate. From an HR perspective, we’re doing what we can to remove bias in the hiring process. We start with a blind resume review and focus on transferable skills and accomplishments instead of previous titles. We aim to create a sense of belonging in our workplace by amplifying what makes people unique within our organization. One of my favorite team experiences that our HR Director started is “belonging birthdays” where the whole team comes up with a theme to celebrate them based on what they love. I share a few of the things my team does as examples, but this isn’t about what we do. It’s about a larger conversation we need to have within our profession. Equity may be a huge challenge, but it’s not insurmountable. We need to ask ourselves tough questions: - How are we ensuring that opportunities for growth and advancement are truly accessible to everyone? - What steps are we taking to remove biases from our hiring and promotion processes? - How are we fostering a culture of inclusion where everyone feels they belong? Equity is about leveling the playing field. It’s about acknowledging that not everyone starts from the same place and doing what we can to create fair opportunities for all. As gatekeepers of opportunity, we can make a difference if we want to and are intentional about it. What do you believe your role is in creating equitable workplaces? What challenges have you faced, and what successes have you seen? #EquityInWorkplace #DiversityAndInclusion #HRLeadership #EqualOpportunities #WorkplaceInclusion #HRStrategies #SHRM

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Navigating the delicate balance between upholding civility and respecting employee rights is crucial for employers facing derogatory remarks on social media. SHRM provides great insight here: https://lnkd.in/e3dXhsJs

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🚫 Being Pushed Out? Time for a Change 🚫 I know this because I’ve lived it. Working for a company that didn’t respect the value of your personal stage in life. Aging employees and parents stuck out like sore thumbs. The environment was inflexible by design. This pushed out older folks to attract recent graduates. If you feel like you’re being pushed out because of your age or parental status, you probably are. _________________ But here's the silver lining: ↳ Your ideal workplace does exist. ↳ A company that evolves alongside you. ↳ One that embraces your unique journey and diverse perspectives. ↳ A workplace that fosters an inclusive and supportive culture. ↳ A culture that champions flexibility and personal growth. ↳ A workplace that encourages attending your kid's big moments. ↳ A culture that values work-life integration and understands shifting priorities. _________________ After having kids, our priorities change. Find a company that understands that. Find that great culture that breathes this. Remember, the right company will see your value in every stage of life. PS. Have you faced challenges related to age or parenthood in your career?

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An interesting rebalancing is occurring now that the labor market has shifted from one of employee shortages and employee power to one of layoffs and belt tightening. The impact is felt in policies like remote work and leaves. Netflix is in the spotlight for placing limits on its unlimited parental leave policy. What other shifts are you seeing across employers? https://lnkd.in/gJEy4CF5

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In October, we celebrate and recognize Attention-Deficit / Hyperactivity Disorder (ADHD) Awareness Month. But did you know, that an estimated 15 million individuals in America have ADHD. As adults, we never think this as a possibility for us and therefore never seek support or treatment. However, untreated ADHD can cause issues in ours lives like family stress and disruption, depression, problems with relationships, substance abuse, delinquency, accidental injuries and job failure. Many adults find out they have ADHD late into their lives. Now, ADHD in the workplace can be seen via the following: 1. Distractibility.  2. Impulsivity.  3. Hyperactivity.  4. Poor Memory.  5. Boredom-blockouts.  6. Time management difficulties.  7. Procrastination.  8. Difficulty managing long-term projects.  9. Paperwork/details.  l0. Interpersonal/social skill issues. If you have direct reports or an HR, let's encourage these discussions. Let's identify our colleagues our strengths. People with ADHD poses many great strengths. Unfortunately, great employees leave their employer when their job no longer provides what interest them or fits their skills. Here are some links to read more on ADHD. https://lnkd.in/g2kspDdR https://lnkd.in/gYHrQzr8

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This is a great to the point, shocking John is direct ;-) , article that every TA leader and HR leader should read

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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Address demographic-based labor market challenges and attract a diverse workforce by offering flexible schedules, career growth and competitive pay https://ow.ly/Sw5R50SKPPc #GreatResignation #WorkforcePlanning #WorkforceStrategy #FutureOfWork #WTWPerspective

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Join me tomorrow if you're free! I am honored to present on this DEIBA panel. *Creating Safe Spaces & Engaging DEIB ERG Communities* Many small businesses understand the significance and need for diversity, equity, inclusion, and belonging groups in their workforce, yet falter at how to get one started, maintain momentum, and truly ensure it is a safe space. In this panel presentation, we’ll discuss the true essence of a DEIB ERG, steps and measures to ensure it is a safe space for sharing, learning, and growing, define intersectionality, and talk about practical ways to incorporate safe spaces in a remote and hybrid world. Celia García Pérez is a second generation Chicana activist, SHRM certified HR Consultant and mother of three. She brings her full authentic self to her work, living DEIA in her professional and personal activities. With a master’s degree in Ethics, Peace and Global Affairs she is passionate about issues of justice, employee wellness, and family friendly workplace policies. Ms. García Pérez has primarily contributed to non-profit, education, and healthcare sectors. In addition to HR & DEIA consulting she also works in FamTech, serving as VP of HR and Operations for Abulé. Abulé is a comprehensive, culturally diverse multi-generational care village that makes it easier to find, manage and/or provide a range of family care tasks. Their vision is to help moms working in and outside of the home create inclusive villages of support to avoid burnout. Michael Hathway SHRM Certified Professional | Sr HR Business Partner at ADP Michael Hathway is a seasoned HR consultant with a passion for developing inclusive workplaces and optimizing employee engagement. As a Senior HR Business Partner at ADP, Michael champions bold and innovative ideas. Recognizing the need for open dialogue, he established "Partners In Progress," a safe space for unpacking real-world DEI topics through crucial conversations.  Michele Greene is currently head of Customer Marketing at Vercara. She has 25+ years of experience in Marketing from companies such as AOL, Verizon, and Verisign. She has been involved in DEIB all throughout her career and is passionate about ensuring everyone has a seat at the table. Michele received her Bachelor of Science in Biology from Virginia Commonwealth University in Richmond, VA. She lives in Loudoun County and enjoys reading, traveling, blogging, and mentoring the next generation. Moderator: Nakisha Dixon is the Vice President of Human Resources for Vercara and President of The Dixon HR Foundation. She is committed to and passionate about designing inclusive organizations.   Register for this meeting: https://lnkd.in/gzFR4Q7A  Meeting ID   973 7020 8058 Passcode 099829 Wednesday Apr 17, 2024 ⋅ 12pm – 1pm (Eastern Time - New York) SHRM certification credit (1 hour) eligible.

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💁🏽‍♀️ My approach to HR This week, Eileen Dunn, M.A. 🏳️‍🌈 challenged my thought paradigm and I'm here for it. So I wanted to take a moment to remind everyone of my moral stance on HR & DEIB: As an HR professional, I feel that I need to: Support employees who are from Israel AND employees who are from Palestine. I know that my DEIB efforts need to include making white men feel like they belong, while I push for my Executives to add flavor to their teams. Can we silo politics from work? No. Do I believe that companies should speak out on political issues? No. I believe that it's our job to create spaces where ALL employees can go to be supported. To me, this looks like an empathetic communication: "It's a tense time in the world and we want each and every employee to know that we see you ... blah blah blah" And refer out to mental health services and/or EAP. I'll be damned if the responsibility to mentally support employees comes back to HR or an Executive team. We are not trained to support people in the ways they need to be supported these days. This is a spicy take because I see many HR voices and BIPOC Leaders: ❌ Speaking out against white men ❌ Taking too much ownership in the area of mental health when they should outsource to a qualified vendor ❌ Expecting companies to take political stances based on their own biased beliefs This is why CHANGE IS HARD Employer/employee relationships are a give/take. We do our job and they should take care of us. BUT I consistently run into unrealistic expectations from both sides. Once we can learn to level set our expectations with empathy, we can make magic happen 🪄 Do you agree or not? I want REAL feedback 👇🏼

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Complicated HR comms are a problem.   They make sense in our HR bubble. But confuse employees.   When that’s true? You’ve lost. 3 tips for simplifying your HR communications: 1️⃣ Remove redundant information   ❌ Employees are required to submit a requisition form prior to receiving reimbursement for those expenses that are reimbursable under the company’s expense reimbursement policy.   ✅ Employees must fill out a requisition form to be reimbursed for expenses. 2️⃣ Simplify your word choice   ❌ Your benefit plan provides coverage for a range of preventive and diagnostic services, and you will have access to a network of preferred providers for all of your healthcare needs.   ✅ Your plan covers a wide range of health services, and you can choose from a list of preferred providers.   3️⃣ Remove filler language   ❌ Please provide feedback on the extent to which organizational objectives are being met, and the degree to which you feel empowered in your role.   ✅ Let us know if we're meeting our goals and if you feel empowered in your role.   The world of HR can be difficult enough for employees to navigate. Don’t add to that complication with your messaging. Simplify. --------------------------------------------------------   ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

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Partnering with All Pro Recruiting (APR) for your next important hire amplifies the benefits of performing due diligence. Here's why: Expertise and Experience: All Pro Recruiting brings years of experience and industry expertise to the table. They understand the nuances of the recruiting process and have a proven track record of successfully matching top talent with leading organizations. Extensive Network: All Pro Recruiting has a vast network of professionals across various industries. This network allows them to tap into a pool of qualified candidates who may not be actively seeking employment but are open to new opportunities. Personalized Approach: All Pro Recruiting takes a personalized approach to recruiting, taking the time to understand your company's unique needs, culture, and goals. They tailor their search to find candidates who not only meet your technical requirements but also align with your company's values and vision. Comprehensive Screening Process: All Pro Recruiting conducts rigorous screening and assessment processes to ensure that only the most qualified candidates are presented to you. This includes evaluating technical skills, experience, and cultural fit to hedge your bet on your next hire. In summary, performing due diligence in hiring is essential for making informed decisions and mitigating risks. Partnering with All Pro Recruiting, LLC. further enhances this process by leveraging their expertise, extensive network, and personalized approach to find the perfect candidate for your organization's needs.

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【Lesson Three: Shaping Culture for Impact】 As we approach 2025, one of my priorities as an HRBP is shaping a culture that drives meaningful results. Insights from the BluePath Program's CEO Forum, particularly from inspiring CEOs Shawn and Martin, emphasized a powerful truth: culture isn't just a backdrop—it's the engine that powers everything an organization achieves. It transforms values into actions, helping teams adapt, connect, and thrive. # Culture: The Unseen Catalyst Culture is the silent force shaping decisions, priorities, and behaviors. It's built not through slogans but through consistent actions: how leaders communicate, how teams solve problems, and what behaviors are celebrated. Strong cultures remain anchored in their core principles while adapting to external challenges. As highlighted during the forum, a thriving culture grows in the quiet, deliberate moments of trust and alignment that ripple across an organization. # HR: Bridging Values and Actions HR plays a pivotal role in turning values into actions. By fostering trust through clear communication and designing systems that empower people, HR ensures culture evolves collaboratively, not through imposition. When values are reflected in behavior and connections are authentic, culture transforms into a force for growth and success. HR's responsibility is to sustain this momentum, ensuring culture stays dynamic and impactful. Culture isn't static. It's what an organization does. When values turn into actions and connections become authentic, culture drives growth and success. HR's role is to ensure culture isn't just felt but lived, making it a true force for impact.

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