I heard from one of our members how their organization did an amazing job responding during the social and cultural inflection point we are currently experiencing. So, I knew we needed to interview the force behind this experience - Ronnie Dickerson Stewart, U.S. Chief Diversity Officer at Publicis Groupe.

Tune in to hear her advice on starting or revamping your DIEBJ program even if you don’t have a big budget or staff. Here are some key takeaways: 

• Ronnie begins with defining and acknowledging the current climate as a cultural inflection point in order to help us understand how to start, move forward, and co-conspire for change. 
• Explore a variety of maturity models to recognize what your starting point is
• ID your Gaps
• If you don't know what to do next, start by capturing the emotions and listening to your employees 
• Leverage your ecosystem, whether it’s peers or consultants. Look for helpers inside your organization who want to help. 
• It’s a...

Feeling stuck? Wondering what it takes to get to the top HR role? Join us to hear about Bala’s journey from an engineer to CHRO after working at world-class companies like HP and Coca-Cola. 

Bala Sathyanarayanan, CHRO of Greif, joins us to discuss his three career pivot points to CHRO and gives critical advice on what it takes to get to the CHRO role - that has nothing to do with HR skills. 

Born and raised in India, Bala shares how he transformed from working in engineering to HR, his move to the US, and finding the ambition to aim higher. 

Lastly, he gives a few simple yet crucial pieces of advice to help get the experience you want on your career path to CHRO.

This is a perfect opportunity to rethink how you are prioritizing your time and energy. Being heads down isn’t the path to get you there.

If you don't have time to watch the vlog post, here is the machine generated transcript.

https://www.chropartners.com/connectionsconnections 

Enjoy! Cindy...

Now more than ever, Corporate Courage is a muscle HR leaders need more than ever.  If you are a HR leader who is dealing with everything from the pandemic, inclusion challenges to difficult senior executives, you will want to watch this 27 minute video by Tiffany Haynes, CPO and GM of Jack Henry & Associates and learn...

• How you can have more impact on your organization if you can conquer courage even if you aren’t already in the “C” suite 
• Four techniques to help you shift towards a more courageous position as an HR professional that will make you standout with grace
• Getting your mind right so that you can be strong for those you serve

Come meet Tiffany in person at the virtual BigHR event during the Speed Mentoring program!

Conquer courage today!

If you don't have time to watch the video, you can downloading the transcript here.

Summary by Emma Lokar

Today we share the career journey of Dana Beckton, Chief Diversity Officer of Sentara Healthcare and how she went from city bus driver to a Chief Diversity Officer of one of the largest healthcare networks in the country.

Whether you're just starting this journey or need a reset in DIEB, you'll want to hear her story and recommendations.

She shared with us the three legged stool in diversity, inclusion, equity and belonging and how to build authentic relationships of trust to drive change without having all the answers.

Finally, you'll hear how she created safe space conversation sessions that had over 90% engagement at leadership & executive levels and two books you will find very helpful in this journey.

If you don't have time to watch the vlog post, here is the machine generated transcript.

https://www.chropartners.com/DIcareerpath

Enjoy! Cindy Lu

ps. Dana will be joining us at the BigHR event so make sure you say hello during the open networking time in the afternoon. If you...

Does it seem like it's impossible to find a diverse slate for your hiring leaders?

Talent acquisition teams are typically stretched super thin and then the added challenge to ensure you have a diverse slate can feel nearly impossible especially at the senior levels and when it's so challenging to get passive candidates to move.

In this interview, you will hear from Eric  Mraz on what the single most important activity is to getting a diverse slate and how Eric Mraz and team at R3S2 Strategic Search has produced results of 65% diverse hires for their clients just as a regular course of their search methodology. Enjoy!

Finally, here is the list of DIEB resources we've carefully curated for you. 

Cindy Lu

Ps.  If you haven't already signed up for the 2020 BigHR event on Diversity, Inclusion, Equality & Belonging, click below to learn more:

https://www.chropartners.com/bigHR2020

If you don't have time to watch this video, here is the...

In the video 12 minute video above you will hear Susan Steinbrecher share how to handled emotionally challenging interactions with 4 simple techniques. This 12 minute video will save you hours of frustration and I know there is plenty of that going on these days.

We were having so much fun learning about wine and chatting, the two hours flew by before we had a chance to say goodbye. So, I asked Susan Madonia to give is a one minute recap of our first virtual Wine & Wisdom event.  Find out her her definition of TLC!

Thank you again to ECC for making it possible for all of us to get together and 'network' virtually at Wine and Wisdom.

If you haven't connected with Susan on LinkedIn, please take a minute to connect and thank her for sponsoring this fun event!

Until next time!

Check out this short VLOG post with Ashton Jeffries, Associate Director of Corporate Engagement at Year Up.org to learn about the opportunity divide and how YearUp.org is helping young adults prepare for the jobs that are needed in corporate America today. His student success stories & average retention rates blew me away!

With 12 million jobs requiring post secondary education that will go unfilled in the next decade and 5 million young adults disconnected from stable career pathways, there needs to be a way to make the connection.  That's where Year Up comes in.

To learn how you & your organization can help close the opportunity divide while getting important roles filled contact Ashton at [email protected]

No time to watch the video? Read transcript HERE.

"At the end of the day, it's not about what you have or even what you've accomplished...it's about who you've made better. It's about what you've given back."

Denzel Washington

Enough...

With states opening up more and employers beginning to bring their employees back to work, HR has a new set of COVID-19 obstacles to overcome:

• Testing employees before they can return to the office 

• Where employees can be tested 

• What companies should look for in a service provider

Join me in watching this month's blog with Jon Alexis and Dr. Nick Karr

(https://safeworkhealth.com/contact-us/) the founders of SafeWork Health, a company that provides on-site testing for COVID-19. They both knew that testing would be critical as companies began to emerge from quarantine.

In this one-hour interview you will hear their combined insights from Jon's experience of event logistics and Dr. Karr's medical & urgent care background...

The testing industry is only eight-weeks old, but could provide HR with an additional wellness solution to continue to provide their...

After continuously hearing that HR struggles to find time for strategic work, we wanted to gather data that would help HR leaders build a business case for more resources and “by George I think we’ve done it!”

We took a different approach to the traditional benchmark surveys that only analyze the current state data. We think that approach is flawed when the entire HR profession seems so understaffed. So, we also asked HR leaders to provide self-analysis through two key questions:

      1. Are you adequately staffed in HR?

     2. If not, how many more HR FTEs do you need to be adequately staffed.

 The results showed that the understaffed HR leaders have a very good idea of the resources they need in order to have more time to be strategic:

• Those who felt they are “not adequately staffed” stated on average they needed 15% more staff and as much as 49% more for small companies.

• No surprise...