As organizations strive to build diverse and inclusive workplaces, it's important to understand the role that cognitive diversity can play.
The common perception is that diversity and inclusion is an HR prerogative. But that’s not true.
As a woman leader, business owner, and student of the brain and leadership for the last several decades, I believe it is time for us to change the conversation and mindset about women in the workplace. As G.D. Anderson said, “Feminism isn’t about making women stronger. Women are already strong. It’s about changing the way the world perceives that strength.”
In the spirit of this year’s International Women's Day theme of #ChooseToChallenge, here are 4 areas we should all challenge ourselves to change perceptions.
We are thrilled to participate in the CEO Action Day of Understanding again this year, during which organizations encourage their teams to have discussions to further understand and embrace their differences and work to educate their people to build more inclusive cultures. As your prepare for this year's event, here are a few learnings to keep in mind.
Diversity. Equity. Inclusion. Belonging. Concepts that are finally appearing to get the long overdue attention that they deserve in the corporate world. diversity and inclusion in the workplace than we have in years — maybe ever. Even so, in many organizations, it’s still an uphill battle to move beyond a statement of commitment to actual action.
If you’re struggling to get top-level buy-in for broader diversity and inclusion efforts, it may be time to rethink your approach. Read on for some tips on how to be more persuasive in your conversations with executives and to learn how you can use technology and data to strengthen your argument.
Momentum for action on racial equity has continued to build around the world, and we like many others have spent the past few weeks in an ongoing discussion on what else we can do to help contribute to positive change. It remains remarkably difficult for organizations to have uncomfortable conversations about racial bias, so as a first step we’re spreading awareness of how cognitive diversity can be used as a powerful device to break down the walls in these conversations.
As we’ve learned in 2020, there are some things you simply can’t predict about the year ahead from the vantage point of the present.
After all, how many of us had a pandemic-induced lockdown and acceleration of remote work adoption on our “trends to watch” lists at the end of 2019? But the major upheavals of this year also give us a pretty good hint at some of what we can expect for the future of work and human resources in 2021.
When it comes to the broad field of Human Resources, everything from complexities related to COVID-19 safety and vaccination policies to potential changes in compliance and regulatory priorities from a new US presidential administration will be in the spotlight.
2020 was quite a year! From the COVID-19 pandemic and fundamental shifts in the ways we work, to significant social upheaval in response to racial injustices, the need for better, more inclusive thinking is greater than it has ever been!
Get ready for 2021 with our Top 10 most popular resources from 2020 – eBooks, white papers, and webinar recordings – with Herrmann's community of inclusive leaders, culture champions, and learning & development catalysts.
Companies like to say people are their most important asset. A new mandate from the U.S. Securities and Exchange Commission (SEC) puts that old axiom into sharp focus.
The human capital disclosure rule, which went into effect on Nov. 9, 2020, and is part of the SEC’s broader project to modernize Regulation S-K, requires publicly traded companies to disclose specific information about their human capital resources and any measures or objectives the company focuses on in managing the business — such as those that address the attraction, development, engagement and retention of employees.
Like so many events this year, the Macy’s Thanksgiving Day Parade had to change things up a bit in 2020 to accommodate a COVID-19 world. But the floats ride on, and there’s one new participant in the line-up that caught our eye.
Highlighting the fact that only 24% of jobs in the STEM (science, technology, engineering and mathematics) fields are held by women, Olay introduced the Her Future is STEM-sational float as a way to remind parade viewers about “the importance of maximizing women and their accomplishments.” It’s part of the company’s 10-year commitment to double the number of women in STEM and triple the number of multicultural women in STEM.