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21 minutes | 2 months ago
The Role of Work With Andy Biga
Andy Biga, Chief People Officer at GoHealth Urgent Care, joins Steve Pemberton as this week’s guest on Keeping Workhuman. The Value of difference Andy started his career studying diversity issues and bias, and how they impact decision-making and identity. He believes any two people can connect despite how different they may be. People need to surround themselves with others who are dissimilar to them in order to grow and see the world through different lenses, he says. Work’s role“Work can be a powerful tool… [for people] to achieve their best selves,” Andy claims. Even though your reach may be small, you can touch the world in the place you work. Steve comments on the fragile state of the global workforce because of the ongoing global crisis. Current events are making many people ponder where they can find meaning and how they can impact the world. “In April, one of the most searched-for terms on Google was ‘how can I help,’ and it was the most times that question had ever been asked in the history of the search engine,” Andy shares. “That shows that people want to help, even when the world is changing.” What has COVID done? Society is now looking at essential service workers in a new light and with much more respect. Those on the front lines have been putting themselves at risk every day for the benefit and safety of the general public, and every day is a test of their bravery. GoHealth Urgent Care has done millions of COVID-19 tests across the country, even in airports, and has extended their hours of communication to accommodate as many people as they can. Andy talks about the services GoHealth Urgent Care provides, and how they work. Moving forwardAndy believes that in 2021, HR leaders will need to continue to find new ways to connect with people, answer their questions, and make their experiences at work easy. The fundamental problems and unmet needs within the workplace can be solved through good employee experiences, he says. ResourcesAndy Biga on LinkedIn | Twitter
18 minutes | 2 months ago
The DEI Imperative With Cindy Owyoung
Cindy Owyoung, vice president of inclusion, culture & change at Charles Schwab, joins Steve Pemberton as this week’s guest on Keeping Workhuman. Inclusion and Activism“The idea that DE and I is a business imperative as opposed to compliance-regulated need has driven a lot of progress in this space,” Cindy says. “Inclusion [as a driver for innovation] has taken a stronghold in many companies who have since realized that it is a strategic part of how to do business.” In addition, employee activism and expectations have increased exponentially over time. Employees have become more insistent and vocal about companies practicing their values, demonstrated by their social media expressions and advocacy within internal employee resource groups. Making the Pie BiggerSteve comments on the backlash that the idea of diversifying the playing field has received in American society specifically. “I think the backlash is in part due to a lack of understanding about what DE and I actually is, and is in part due to a sense of fear that people may be losing something if other people get access to the opportunities they have,” Cindy muses. Everyone’s perception of their own experiences can result in an us versus them mentality, which is part of the fallacy of the backlash. “[DE and I] isn’t about pitting one group against another, it’s about making the pie bigger so you can create more opportunities for more people.” A Deep CommitmentCindy talks about Charles Schwab’s deep commitment to DE and I. When the company was founded, their main goal was bringing Wall Street to Main Street and making investing and good financial outcomes accessible to everyone. It is still a core part of who they are and what they do, she points out. The Way ForwardPost-COVID, Cindy remarks, leaders must use empathy in designing their processes, policies and practices so that they can create ways to support all their employees. She believes that COVID will persist beyond 2021. As such, the global workplace will allow more flexibility for employees and how they work, and companies will find innovative ways to build more community within their organizations. Stay Human. ResourcesCindy Owyoung on LinkedIn | Twitter
31 minutes | 3 months ago
Less Allyship, More Action
Steve Pemberton is joined by Torin Ellis, an expert in DE&I, author of "Rip the Resume," host of SiriusXM's Career Mix, and the co-host of Crazy and the King.Complacency in Diversity, Equity, and InclusionSteve starts by noting that when it comes to diversity, equity, and inclusion, many senior leaders say that they “can’t find the talent” – an all too common refrain. Torin agrees that it’s a thing many people say – but not something that’s backed up by reality. He says that the excuse of “we can’t find the talent” isn’t based on reality, and in fact, making that statement is highly disrespectful. If a company can agree to refrain from that kind of disrespect, they have plenty of ways to make changes and see a much more diverse, equitable, and inclusive workforce. Steve adds that it’s really only in DE&I where leaders just accept that things are the way they are and can’t be improved, and Torin shares how he reframes the conversation for the leaders and teams he works with.The Importance of AccessibilityOne in four people either have or at some point will have a disability, and Torin talks about how much better things could be for both disabled individuals and the professional world if companies made efforts to create opportunities and accessible work options. Steve adds that the need to navigate the world differently leads directly to innovation, and failing to create accessible environments is, at best, a failure of imagination.Steve asks what organizations can do to be more inclusive of people with disabilities, and Torin talks about having different relationships with organizations that serve people with disabilities, having internal and external alignment with your inclusivity goals, and learning what is required to make people feel comfortable – especially in terms of undeclared disabilities.A Time of Great ReckoningSteve and Torin talk about how right now, across industries, it is the time to speak up and have conversations about career progression, red flags, needs, and resources. There have been far too many instances of injustice, and it is past the point where companies and leaders can pretend that they aren’t happening. Torin hopes that we see the tenor of the conversation about DE&I continue as fervently as it has over the last year, and Steve notes that that is really a prescription for how to approach the coming years.If your organization believes in diversity, equity, and inclusion, then a statement from leadership is needed. And that statement needs to be backed up by actions. Torin suggests that firms put money into Black banks so that bank can invest in the community. It’s time for less allyship and more action.Stay Human.Career Mix plays on SiriusXM’s Urban View Sundays at 1 p.m.
18 minutes | 3 months ago
How Ericsson Is Creating Belonging in a Changing World
Ericsson has undergone many changes throughout the years, many of which MajBritt has been able to witness and participate in firsthand. They talk about what changes have been caused by Covid – and what may have happened anyway.At Ericsson, people are asking questions about how to build culture and trust, how to create belonging and have purpose, and how technology will foster new ways of working. MajBritt believes we need to provide the space for innovation, creativity and collaboration – but where people are able to focus and reflect, and be able to delivery product and services to the best of their abilities. This isn’t possible if organizations try to drive change and culture from the top downDerek adds that looking at how people have organized themselves within workplaces – there’s a network effect in how people work together, but many HR processes don’t reflect that.Covid has sped up the many of the long-term plans Ericsson has – one example is the importance of wellness – but also learning, using the digital tools available to help teams and individuals develop. Connection is an important issue both at WorkHuman and Ericsson, and MajBritt shares what the company is doing to foster it in this new environment – and shares a particularly meaningful example of how the community responded to the recent explosion in Beirut.Derek and MajBritt go on to talk about the predictions of just how long it is going to take to achieve gender balance and economic gender balance to be achieved globally. Ericsson is making strong moves towards making this a reality as soon as possible – diversity and inclusion is a company wide priority from the culture to the specific policies and practices created to promote it. MajBritt says that being intentional about your diversity agenda as an organization is one of the most important things you can do.Stay Human and Keep Listening!
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