Inspired: HR Leadership + Workplace Culture

As return to office dates shift later—often into 2022—it has become clear that the #1 criteria for a return to office or hybrid work plan is flexibility.

But there’s so much more, too: from pay differentials based on geography, challenges hybrid work causes for diversity, equity, inclusion + belonging, how employers can manage employees who refuse to receive a covid vaccine, and more.

Read full show notes here: https://inspirehumanresources.com/hybrid-workplaces-from-compliance-to-culture/

As you’re planning for the next phase of work and creating policies for a hybrid environment, it’s critical to lead inclusively—incorporating feedback from throughout the organization, promoting mental health, recognizing the varying impact of the pandemic on diverse members of the workforce and more. It’s a lot. And this environment is new for all of us.

Some employees are eager to get back into the office, while others dread losing the flexibility that was necessary over the last 18 months. So, how can leaders approach the hybrid environment and the next phase of the workplace with an inclusive lens?

Read full show notes here: https://inspirehumanresources.com/inclusion-in-a-hybrid-environment/

With vaccinations up and mask mandates down, every business and HR leader is thinking about what their future workplace will look like: RTO (return to office), work from anywhere, or hybrid. According to McKinsey, 68% of companies do not have concrete plans in place yet and only about 28% of office-workers are back in the office today.

There is no playbook and these decisions have major implications for performance management, enhancing engagement, diversity, equity, inclusion + belonging (DEIB), company culture, retention, and recruitment.

Read full show notes at: https://inspirehumanresources.com/return-to-office-work-from-anywhere-or-hybrid-top-considerations/

As various members of the team take on responsibility for diversity, equity, inclusion + belonging (DEIB), many HR leaders are wondering about the role of the C-Suite.

Spoiler alert: DEIB starts at the top. Leaders set the tone, champion organization-wide initiatives, and ensure DEIB is a top level priority. Employees who work for an inclusive leader are 2.5x times more likely to feel a sense of belonging. And a sense of belonging leads to a 56% increase in job performance.

Read full show notes at: https://inspirehumanresources.com/inclusive-leadership-the-c-suites-role-in-deib/

Recruiting for diversity is the top priority facing talent professionals and hiring managers today. Considering 67% of job seekers say diversity is a key factor when evaluating job offers, and a sense of belonging reduces turnover risk by up to 50%, DEIB plays a major role in talent acquisition. But, a diversified workforce doesn’t just happen on its own.

See full show notes at: https://inspirehumanresources.com/reducing-bias-in-hiring/

Unconscious bias is more complex than many leaders realize. Bias is more than a way of thinking. Biases are survival instincts—even clinically recognizable through an MRI.

What does this behavioral science mean for DEIB champions trying to build inclusive cultures in the workplace?

See full show notes at: https://inspirehumanresources.com/behavior-science-diversity-equity-inclusion-belonging/

Diversity, Equity, Inclusion + Belonging (DEIB) has become a leading business priority in HR and business circles—and rightfully so.

Employees who feel a sense of belonging, and that their voice is heard, are more than four times more likely to feel empowered to perform at their best—resulting in as much as a 20% increase in profitability for the company. And Pew research reveals that 75% of Americans find it very important or important that a company promotes racial and ethnic diversity in the workplace.

See full show notes at: https://inspirehumanresources.com/deib-beyond-the-training-what-to-do-next/

Engaging interim talent is a strategy employed by leading companies like Visa, Wells Fargo, and Hello Fresh to ensure business continuity, import industry-leading practices, boost retention, and to stay flexible in the ever-changing world of work.

See full show notes at: https://inspirehumanresources.com/the-dos-donts-of-interim-talent/

The most successful and resilient companies are integrating interim talent as a secret weapon to be able to pivot, adapt, and grow to prepare for the future of work.

See full show notes at: https://inspirehumanresources.com/maximizing-the-impact-of-interim-talent-your-secret-weapon/

In this session of Redesigning the Future of Work, we continued our conversation on Mental Health at Work, focusing on how leaders can best address mental health challenges given the diverse needs among their workforce.

See full show notes at: https://inspirehumanresources.com/mental-health-at-work-addressing-diverse-challenges-in-the-workplace/