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Inspiring Quotes from Women Leaders Creating a Difference

Sneha Hull | March 8, 2022 | 185 views

“It’s not only about raising ourselves, but also raising other women, because when we rise together, we rise so much higher!”

– Eliza VanCort, Author and Motivational Speaker, Eliza VanCort.

International Women's Day has been celebrated for over a century, with the first gathering held in 1911. Since then, women have proven their worth in virtually every field, from politics to business to academia. Today’s women are striving to uplift other women, are brands in themselves, and are breaking barriers in their personal and professional lives. This year’s International Women’s Day campaign theme #BreakTheBias promotes and glorifies this change.

On this International Women's Day, we have compiled inspiring quotes from women leaders we've had the pleasure of communicating with. Take a minute to celebrate their achievements and contributions to their industry.

Foster Connections and Build Trust

“When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.”

– Carrie Missele, Director, Inspirant Group.

Gain Knowledge from Peers

“Professionals (especially young professionals) gain a vast majority of their knowledge from their peers - watching, listening, asking questions, and building relationships with others.”

– Amber Vanderburg, Founder, The Pathways Group.

Boldly Communicate Value

“Communicating value is especially important for an agency because agencies are in the ideas business. Ideas are abstract and abstract things are difficult to value.”

– Jody Sutter, Founder, The Sutter Company.

Analyze to Stay Competitive

“The most essential way to stay competitive is to continuously analyze for product-market fit.”

– Julia Markish, Director, Advisory Services at Lattice

Spotlight

HRMC - Human Resource Management Center, Inc

Acclaim is a fully automated assessment platform that standardizes best hiring practices, sources better candidates, delivers your company’s unique employment branding message, gives candidates a real-time test drive of the specific job he/she is applying for, and rank orders candidates based on skills AND culture fit.

OTHER ARTICLES
DIVERSITY AND INCLUSION

Increasing ROI through Digital Recruitment Marketing

Article | July 5, 2022

Marketing and recruitment are two of the most critical functions in a business. However, just as marketing is key to helping a business sustain in a cutthroat market and position itself as a go-to provider, recruitment marketing is key to winning the war for talent and positioning a company as a coveted workplace. Digital recruitment marketing, there are more avenues to recruit top talent than ever before. Not only does it offer a wide reach, but also the ability to keep track of campaigns and measure the return on investment from these efforts. In this way, you can build a talent community that ensures you have a steady supply of qualified candidates. This is why implementing solid recruitment marketing campaigns is so crucial. However, just like marketing, recruitment marketing requires investment, and marketing leaders must be able to justify these investments to their higher-ups. At its core, recruitment marketing shares much of its process with marketing. It helps to take lessons from how marketing leaders convince higher-ups to invest in their strategies to build a talent pipeline. Building a Business Case for Digital Recruitment Marketing Talent acquisition through recruitment marketing is undeniably effective. But it goes without saying that marketing is an expensive endeavour and when done without due diligence, it can cost your company a lot more than necessary and without yielding the results you’re looking for. In addition, with the same principles used to manage marketing campaigns, you have a better chance of justifying investment in digital advertising to recruit talent. By tweaking a few crucial pieces of marketing tools and techniques, you can craft a marketing strategy aligned to your recruitment objectives. Not all companies have the digital presence that large organizations can boast of. This is why reaching and engaging candidates, positioning an employer brand and designing an online candidate experience are so important. Digital advertising can address all of these objectives by helping create reach and awareness. But first, let’s talk about the key recruitment marketing metrics to track when implementing digital recruitment marketing campaigns. Metrics to Map for Tracking Recruitment Marketing ROI Your ability to build a case with recruitment marketing ROI is limited if you are not tracking the ROI from your digital advertising campaigns. Social Media You cannot track word of mouth, but you can track online conversations. No, it doesn’t mean you can hear what people are saying about the company, but social media recruitment marketing can uncover numerous insights. You can see how much of your audience your posts or ads are reaching, whether they are engaging with your posts by commenting, sharing, or liking it, and if it’s converting visitors into applicants. Pay-Per-Click Campaigns PPC campaigns are a common digital recruitment marketing strategy and are especially effective for reaching an intent-based audience looking for specific roles. PPC ensures your ad is at the top of the pile and gets immediate attention. Time to Hire From applying for a position to being hired, time-to-hire substantially demonstrates the success of your campaign. It requires you to track all the dates and stages of an application’s lifecycle. But what does it have to do with recruitment marketing? According to a study by Inc., the best candidates get recruited within 10 days on average, and your recruitment marketing campaign should contribute towards reducing your average time-to-hire for it to be considered effective. To Conclude These are just a few of the critical metrics you need to track in order to build a case for investing in recruitment marketing. A talent shortage and a competitive hiring landscape make it difficult to find the right talent on time. With digital advertising, you can create result-oriented campaigns that accelerate screening and evaluating candidates by reaching the right candidate personas. A recruitment marketing platform can help you actualize your campaign and adopt seasoned marketing strategies as part of your talent acquisition efforts.

Read More
DIVERSITY AND INCLUSION

Listen and act: how to get employee experience management right

Article | February 24, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

Read More
DIVERSITY AND INCLUSION

5 Things HR Can Do To Improve Employee Output

Article | November 12, 2021

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

Read More

6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

Read More
DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

Marketing and recruitment are two of the most critical functions in a business. However, just as marketing is key to helping a business sustain in a cutthroat market and position itself as a go-to provider, recruitment marketing is key to winning the war for talent and positioning a company as a coveted workplace. Digital recruitment marketing, there are more avenues to recruit top talent than ever before. Not only does it offer a wide reach, but also the ability to keep track of campaigns and measure the return on investment from these efforts. In this way, you can build a talent community that ensures you have a steady supply of qualified candidates. This is why implementing solid recruitment marketing campaigns is so crucial. However, just like marketing, recruitment marketing requires investment, and marketing leaders must be able to justify these investments to their higher-ups. At its core, recruitment marketing shares much of its process with marketing. It helps to take lessons from how marketing leaders convince higher-ups to invest in their strategies to build a talent pipeline. Building a Business Case for Digital Recruitment Marketing Talent acquisition through recruitment marketing is undeniably effective. But it goes without saying that marketing is an expensive endeavour and when done without due diligence, it can cost your company a lot more than necessary and without yielding the results you’re looking for. In addition, with the same principles used to manage marketing campaigns, you have a better chance of justifying investment in digital advertising to recruit talent. By tweaking a few crucial pieces of marketing tools and techniques, you can craft a marketing strategy aligned to your recruitment objectives. Not all companies have the digital presence that large organizations can boast of. This is why reaching and engaging candidates, positioning an employer brand and designing an online candidate experience are so important. Digital advertising can address all of these objectives by helping create reach and awareness. But first, let’s talk about the key recruitment marketing metrics to track when implementing digital recruitment marketing campaigns. Metrics to Map for Tracking Recruitment Marketing ROI Your ability to build a case with recruitment marketing ROI is limited if you are not tracking the ROI from your digital advertising campaigns. Social Media You cannot track word of mouth, but you can track online conversations. No, it doesn’t mean you can hear what people are saying about the company, but social media recruitment marketing can uncover numerous insights. You can see how much of your audience your posts or ads are reaching, whether they are engaging with your posts by commenting, sharing, or liking it, and if it’s converting visitors into applicants. Pay-Per-Click Campaigns PPC campaigns are a common digital recruitment marketing strategy and are especially effective for reaching an intent-based audience looking for specific roles. PPC ensures your ad is at the top of the pile and gets immediate attention. Time to Hire From applying for a position to being hired, time-to-hire substantially demonstrates the success of your campaign. It requires you to track all the dates and stages of an application’s lifecycle. But what does it have to do with recruitment marketing? According to a study by Inc., the best candidates get recruited within 10 days on average, and your recruitment marketing campaign should contribute towards reducing your average time-to-hire for it to be considered effective. To Conclude These are just a few of the critical metrics you need to track in order to build a case for investing in recruitment marketing. A talent shortage and a competitive hiring landscape make it difficult to find the right talent on time. With digital advertising, you can create result-oriented campaigns that accelerate screening and evaluating candidates by reaching the right candidate personas. A recruitment marketing platform can help you actualize your campaign and adopt seasoned marketing strategies as part of your talent acquisition efforts.

Read More
DIVERSITY AND INCLUSION

6 Powerful Ways to Promote Workplace Diversity and Inclusion

Article | February 24, 2022

As the science behind employee engagement evolves, it’s become clear just how much businesses can gain from a happy and involved workforce. From improved performance, to reduced attrition, increased revenue and even a better customer experience, employee engagement is at the heart of business growth. Given these benefits, it’s no surprise that the role of HR departments is moving beyond just managing people and towards managing experiences.

Read More
DIVERSITY AND INCLUSION

How to Make it Work When Company Culture Goes Nomad

Article | November 12, 2021

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

Read More

6 Reasons To Invest In Employee Onboarding In Your Organization

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.

Read More
MORE ARTICLES

Spotlight

HRMC - Human Resource Management Center, Inc

Acclaim is a fully automated assessment platform that standardizes best hiring practices, sources better candidates, delivers your company’s unique employment branding message, gives candidates a real-time test drive of the specific job he/she is applying for, and rank orders candidates based on skills AND culture fit.

Related News

HR ANALYTICS,HR STRATEGY

DISA Global Solutions Completes Acquisition of Global HR Research

DISA Global Solutions and Global HR Research | December 02, 2022

DISA Global Solutions has completed a transformative deal to acquire Global HR Research (GHRR), another industry-leading provider of employee screening services. This is DISA's 30th acquisition in the last five years, complementing our strong organic growth over the same period and accelerating our growth strategy. In addition to expanding our scope of services and balancing our product mix, this transaction also diversifies our end markets, particularly in healthcare. Additionally, GHRR has an extensive network of integrated Applicant Tracking Systems (ATS) and highly automated user-friendly applications that our combined customers will benefit from significantly. Global HR Research (GHRR), founded in 2005, is a leading provider of pre-hire intelligence and employee onboarding solutions, primarily focusing on background screening. Their proprietary platform helps customers make better hiring decisions by providing a comprehensive set of tools for employment screening, compliance, and risk management. Each year, the GHRR team services more than 6,500 accounts and performs 10 million searches. GHRR has earned the trust of numerous companies in the Fortune Top 50, Forbes' Largest Private Companies, and Inc's Top 5000 companies across the U.S. That trust, and their focus on exceptional customer support, is why GHRR was just recognized as the #1 overall ranked provider of "Enterprise Pre-Employment Screening" services according to HRO Today's Bakers Dozen. Additionally, GHRR received the #1 rank in the customer service category for employee screening providers. "Global HR Research is a long-standing brand that has built its reputation on trust and prioritizing the customer experience. I have followed them over the years and have always been impressed with their organic growth and successful strategic acquisitions. Like DISA, customer care distinguishes GHRR from the competition and is exemplified by an impressive retention rate and NPS score. I believe that the combination of our two entities will strengthen our industry-leading position, enhance the depth of our expertise, and ensure we continue to provide the most comprehensive employee screening services. Together, we will identify best practices, implement innovative solutions, and assist our customers as they mitigate risk and safeguard their businesses." -DISA CEO John Peterson Kevin Smith, GHRR Executive Chairman & CEO, added, I have known DISA for a long time as a respected industry leader. We share similar philosophies and values regarding employee success, operational excellence, and customer service. It is important to me that our customers continue to experience these values. The combination of these two companies will positively impact employees and customers, and I'm excited about DISA's vision for the future. To ensure continuity, DISA plans to maintain the existing Global HR Research offices, as well as the teams that have retained such high customer loyalty. DISA is committed to providing all customers with comprehensive employee screening programs and exceptional customer support. About DISA Global Solutions Founded in 1986, DISA is the industry-leading provider of employee screening and compliance services. Headquartered in Houston, with 36 offices throughout the U.S. and Canada, DISA's comprehensive scope of services includes drug and alcohol testing, background screening, occupational health, and transportation compliance. DISA assists employers in making informed staffing decisions while building a culture of safety in their workplace.

Read More

DIVERSITY AND INCLUSION

O’Reilly Awarded for “Best Diversity, Equity & Inclusion Strategy” by Brandon Hall Group

O’Reilly | September 07, 2022

O’Reilly, the premier source for insight-driven learning on technology and business, today announced that it has been awarded a silver medal for excellence in the “Best Diversity, Equity & Inclusion Strategy” category by Brandon Hall Group’s 2022 Human Capital Management Awards program. O’Reilly was recognized for its efforts to elevate the voices of minorities including women in the technology industry on its learning platform, increasing the number of diverse hires within its workforce, and providing historically marginalized communities with opportunities to build technological skills. To foster better representation in the technology industry, O’Reilly established a corporate goal to increase the number of experts on its platform who identify as members of an underrepresented community from 30% to 40% in 2021 a full 10 percentage points higher. Today, O’Reilly has achieved nearly 50% representation in its mix of instructors, authors, and speakers. Furthermore, 62% of its Superstream Series speakers in H1 came from diverse backgrounds. Furthering its broader set of goals to create opportunities inclusive of all genders, races, ethnicities, religious views, sexual orientations, ages, and abilities, O’Reilly also reignited its Diversity & Inclusion Scholarship Program. Originally created to grant deserving talent from marginalized communities admission to its in-person events, the closure of O’Reilly’s conference business led the company to rethink how it could provide underrepresented technical talent with access to its community of experts. In 2021, O’Reilly revamped its scholarship program to award 500 people from underrepresented groups free subscriptions to its online curriculum for one year, including access to unlimited live online training courses and live virtual events such as O’Reilly’s popular Superstream Series. These users just completed their yearlong memberships, during which they consumed more than 480,000 units of content across nearly 5,000 unique resources on the O’Reilly platform. “Part of the challenge of improving diversity across the industry is showing diverse groups that there is a place for them within the technology community, Instead of waiting for these skilled individuals to find us, we’ve created initiatives at O’Reilly that aim to seek out talent from these underrepresented groups and provide them with a platform which supports them in sharing their valuable technical expertise and developing the skills needed to break through barriers within the field. While we’ve worked hard to bring balanced representation to the industry, we recognize that there’s still much more to do and are continually raising our goals to increase diversity both within the platform and within our workforce.” -Laura Baldwin, president at O’Reilly Beyond developing initiatives to improve representation within its platform, O’Reilly also set aggressive hiring goals to build a more diverse organization. In 2021, O’Reilly aspired to bring in 40% of its new hires from underrepresented groups. The company surpassed this goal and achieved 51% representation from underrepresented communities, with women making up 44% of its workforce well above the U.S. tech industry average of 28.8%. In 2022, O’Reilly increased its hiring goals by 20%, targeting 43% of new hires to come from diverse backgrounds. So far this year, 72% of new hires identify as members of underrepresented groups. Excellence Award winners distinguish themselves through their growing understanding that all the functions of HCM are integrated and must work together to move businesses forward, It is a pleasure to see more organizations collaborating across functions and getting more sophisticated and accomplished at delivering measurable benefit through ground-breaking HCM practices. For example, it was inspiring to see how diversity, equity, and inclusion initiatives are increasingly embedded into people and business strategies and cultures. We saw more alignment between HCM and business objectives than ever before,said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the HCM Excellence Awards program. O’Reilly is actively hiring for a number of open positions, including roles within its customer success, data science, engineering, product management, marketing, and operations teams. About O’Reilly For over 40 years, O’Reilly has provided technology and business training, knowledge, and insight to help companies succeed. Our unique network of experts and innovators share their knowledge and expertise through the company’s SaaS-based training and learning platform. O’Reilly delivers highly topical and comprehensive technology and business learning solutions to millions of users across enterprise, consumer, and university channels. For more information, visit www.oreilly.com. About Brandon Hall Group Brandon Hall Group operates the largest and longest running awards program in Human Capital Management. As an independent HCM research and analyst firm they conduct studies in Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Talent Acquisition and HR/Workforce Management. These benchmark studies help organizations by providing strategic insights for executives and practitioners responsible for growth and business results. Coupling the research studies with the best practice from the awards, Brandon Hall Group has helped more than 10,000 clients globally and more than 28 years of delivering world-class research and advisory. At the core of our offerings is a membership program that combines research, benchmarking and unlimited access to data and analysts. Membership enables executives and practitioners to make the right decisions about people, processes, and systems, coalesced with analyst advisory services which aim to put the research into action in a way that is practical and efficient. Brandon Hall Group has also launched professional certifications for business and human capital management professionals to upskill themselves and gain credentials for career advancement.

Read More

HR PRACTICE,DIVERSITY AND INCLUSION

Joshin Launches Enterprise Solution, Enabling Employers to Offer Disability Support as a Benefit

Joshin | November 23, 2022

Joshin, a digital support platform for disability and neurodivergence in the workplace, has rolled out a comprehensive employee benefits program to support companies, employees, and their families with virtual coaching, on-demand training and personalized navigation support. The offering meets a critical need among companies developing initiatives to hire neurodivergent talent and looking to incorporate disability and neurodivergent support systems for the entire workforce. Joshin has been offering disability support services since 2020, and expanded their services this year to accommodate a growing need in the enterprise market. Since starting the enterprise program, they have engaged more than a half dozen corporations, including Best Buy. According to estimates, unemployment rates are close to 30% to 40% for neurodiverse talent. This is a huge untapped talent pool for companies. “Implementing workplace support for disability and neurodivergence creates a culture where everyone belongs, and only 4% of companies are focused on disability inclusion through their DEI efforts, Disability inclusion in workplaces isn’t just the right thing, it impacts the bottom line.” -Melissa Danielsen, CEO of Joshin The Global Business Coalition for Education found that organizations that are most focused on disability engagement, as measured through their DEI scores, were growing sales 2.9 times faster and garnering profits 4.1 times faster than their peers. Joshin offers employees direct access to a network of specialized caregivers, as well as virtual 1:1 coaching on such topics as: supporting a new diagnosis, special education planning, nutrition, and disability in the workplace. The offering includes disability educational resources and webinars to help companies unlock the power of diversity and employee belonging. Best Buy has always been committed to the well-being of its workforce and this disability care benefit allows us to break new ground in caring for the needs of our workforce, Joshin’s innovative program allows us to further our commitment to an inclusive workplace where everyone feels welcome and supported,said Charlie Montreuil, SVP of HR Rewards at Best Buy. As a Best Buy employee, I am thrilled that Best Buy will be offering this much needed benefit to caregiving employees who are connected to disability and neurodivergence. It’s been an amazing support for my family. Our son has Down syndrome and autism, and it’s been very challenging to navigate finding the right support. I can’t say enough about the quality of Joshin and how easy it is to use, said Sara Sagedahl, who works in social media marketing at Best Buy. There are 1.3 billion people globally with a disability and 39.8 million caregivers providing care to adults with a disability or chronic illness. And diversity affects workplaces far more than many people or companies recognize. According to the Center for Talent Innovation, 30% of employees are connected to disability or neurodivergence, and 62% of disabled employees have a non-visible disability. Moreover, 97% of employees with disabilities don’t feel comfortable disclosing their disability to employers—a dynamic that Joshin hopes its comprehensive support system will start to change. In current partnerships, Joshin has created a safe place for employees to self-disclose a diagnosis for the first time and get support and coaching on career, inclusion, and life. For Best Buy and other companies, Joshin’s offering aims to improve corporate productivity by reducing days lost and improving employee health and well-being. It also transforms employers and their teams into allies by uncovering unmet needs and tailoring educational support. About Joshin Joshin partners with organizations to provide sustainable, ongoing support for disability and neurodivergence in the workplace through on-demand training, coaching, and personalized navigation.

Read More

HR ANALYTICS,HR STRATEGY

DISA Global Solutions Completes Acquisition of Global HR Research

DISA Global Solutions and Global HR Research | December 02, 2022

DISA Global Solutions has completed a transformative deal to acquire Global HR Research (GHRR), another industry-leading provider of employee screening services. This is DISA's 30th acquisition in the last five years, complementing our strong organic growth over the same period and accelerating our growth strategy. In addition to expanding our scope of services and balancing our product mix, this transaction also diversifies our end markets, particularly in healthcare. Additionally, GHRR has an extensive network of integrated Applicant Tracking Systems (ATS) and highly automated user-friendly applications that our combined customers will benefit from significantly. Global HR Research (GHRR), founded in 2005, is a leading provider of pre-hire intelligence and employee onboarding solutions, primarily focusing on background screening. Their proprietary platform helps customers make better hiring decisions by providing a comprehensive set of tools for employment screening, compliance, and risk management. Each year, the GHRR team services more than 6,500 accounts and performs 10 million searches. GHRR has earned the trust of numerous companies in the Fortune Top 50, Forbes' Largest Private Companies, and Inc's Top 5000 companies across the U.S. That trust, and their focus on exceptional customer support, is why GHRR was just recognized as the #1 overall ranked provider of "Enterprise Pre-Employment Screening" services according to HRO Today's Bakers Dozen. Additionally, GHRR received the #1 rank in the customer service category for employee screening providers. "Global HR Research is a long-standing brand that has built its reputation on trust and prioritizing the customer experience. I have followed them over the years and have always been impressed with their organic growth and successful strategic acquisitions. Like DISA, customer care distinguishes GHRR from the competition and is exemplified by an impressive retention rate and NPS score. I believe that the combination of our two entities will strengthen our industry-leading position, enhance the depth of our expertise, and ensure we continue to provide the most comprehensive employee screening services. Together, we will identify best practices, implement innovative solutions, and assist our customers as they mitigate risk and safeguard their businesses." -DISA CEO John Peterson Kevin Smith, GHRR Executive Chairman & CEO, added, I have known DISA for a long time as a respected industry leader. We share similar philosophies and values regarding employee success, operational excellence, and customer service. It is important to me that our customers continue to experience these values. The combination of these two companies will positively impact employees and customers, and I'm excited about DISA's vision for the future. To ensure continuity, DISA plans to maintain the existing Global HR Research offices, as well as the teams that have retained such high customer loyalty. DISA is committed to providing all customers with comprehensive employee screening programs and exceptional customer support. About DISA Global Solutions Founded in 1986, DISA is the industry-leading provider of employee screening and compliance services. Headquartered in Houston, with 36 offices throughout the U.S. and Canada, DISA's comprehensive scope of services includes drug and alcohol testing, background screening, occupational health, and transportation compliance. DISA assists employers in making informed staffing decisions while building a culture of safety in their workplace.

Read More

DIVERSITY AND INCLUSION

O’Reilly Awarded for “Best Diversity, Equity & Inclusion Strategy” by Brandon Hall Group

O’Reilly | September 07, 2022

O’Reilly, the premier source for insight-driven learning on technology and business, today announced that it has been awarded a silver medal for excellence in the “Best Diversity, Equity & Inclusion Strategy” category by Brandon Hall Group’s 2022 Human Capital Management Awards program. O’Reilly was recognized for its efforts to elevate the voices of minorities including women in the technology industry on its learning platform, increasing the number of diverse hires within its workforce, and providing historically marginalized communities with opportunities to build technological skills. To foster better representation in the technology industry, O’Reilly established a corporate goal to increase the number of experts on its platform who identify as members of an underrepresented community from 30% to 40% in 2021 a full 10 percentage points higher. Today, O’Reilly has achieved nearly 50% representation in its mix of instructors, authors, and speakers. Furthermore, 62% of its Superstream Series speakers in H1 came from diverse backgrounds. Furthering its broader set of goals to create opportunities inclusive of all genders, races, ethnicities, religious views, sexual orientations, ages, and abilities, O’Reilly also reignited its Diversity & Inclusion Scholarship Program. Originally created to grant deserving talent from marginalized communities admission to its in-person events, the closure of O’Reilly’s conference business led the company to rethink how it could provide underrepresented technical talent with access to its community of experts. In 2021, O’Reilly revamped its scholarship program to award 500 people from underrepresented groups free subscriptions to its online curriculum for one year, including access to unlimited live online training courses and live virtual events such as O’Reilly’s popular Superstream Series. These users just completed their yearlong memberships, during which they consumed more than 480,000 units of content across nearly 5,000 unique resources on the O’Reilly platform. “Part of the challenge of improving diversity across the industry is showing diverse groups that there is a place for them within the technology community, Instead of waiting for these skilled individuals to find us, we’ve created initiatives at O’Reilly that aim to seek out talent from these underrepresented groups and provide them with a platform which supports them in sharing their valuable technical expertise and developing the skills needed to break through barriers within the field. While we’ve worked hard to bring balanced representation to the industry, we recognize that there’s still much more to do and are continually raising our goals to increase diversity both within the platform and within our workforce.” -Laura Baldwin, president at O’Reilly Beyond developing initiatives to improve representation within its platform, O’Reilly also set aggressive hiring goals to build a more diverse organization. In 2021, O’Reilly aspired to bring in 40% of its new hires from underrepresented groups. The company surpassed this goal and achieved 51% representation from underrepresented communities, with women making up 44% of its workforce well above the U.S. tech industry average of 28.8%. In 2022, O’Reilly increased its hiring goals by 20%, targeting 43% of new hires to come from diverse backgrounds. So far this year, 72% of new hires identify as members of underrepresented groups. Excellence Award winners distinguish themselves through their growing understanding that all the functions of HCM are integrated and must work together to move businesses forward, It is a pleasure to see more organizations collaborating across functions and getting more sophisticated and accomplished at delivering measurable benefit through ground-breaking HCM practices. For example, it was inspiring to see how diversity, equity, and inclusion initiatives are increasingly embedded into people and business strategies and cultures. We saw more alignment between HCM and business objectives than ever before,said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the HCM Excellence Awards program. O’Reilly is actively hiring for a number of open positions, including roles within its customer success, data science, engineering, product management, marketing, and operations teams. About O’Reilly For over 40 years, O’Reilly has provided technology and business training, knowledge, and insight to help companies succeed. Our unique network of experts and innovators share their knowledge and expertise through the company’s SaaS-based training and learning platform. O’Reilly delivers highly topical and comprehensive technology and business learning solutions to millions of users across enterprise, consumer, and university channels. For more information, visit www.oreilly.com. About Brandon Hall Group Brandon Hall Group operates the largest and longest running awards program in Human Capital Management. As an independent HCM research and analyst firm they conduct studies in Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Talent Acquisition and HR/Workforce Management. These benchmark studies help organizations by providing strategic insights for executives and practitioners responsible for growth and business results. Coupling the research studies with the best practice from the awards, Brandon Hall Group has helped more than 10,000 clients globally and more than 28 years of delivering world-class research and advisory. At the core of our offerings is a membership program that combines research, benchmarking and unlimited access to data and analysts. Membership enables executives and practitioners to make the right decisions about people, processes, and systems, coalesced with analyst advisory services which aim to put the research into action in a way that is practical and efficient. Brandon Hall Group has also launched professional certifications for business and human capital management professionals to upskill themselves and gain credentials for career advancement.

Read More

HR PRACTICE,DIVERSITY AND INCLUSION

Joshin Launches Enterprise Solution, Enabling Employers to Offer Disability Support as a Benefit

Joshin | November 23, 2022

Joshin, a digital support platform for disability and neurodivergence in the workplace, has rolled out a comprehensive employee benefits program to support companies, employees, and their families with virtual coaching, on-demand training and personalized navigation support. The offering meets a critical need among companies developing initiatives to hire neurodivergent talent and looking to incorporate disability and neurodivergent support systems for the entire workforce. Joshin has been offering disability support services since 2020, and expanded their services this year to accommodate a growing need in the enterprise market. Since starting the enterprise program, they have engaged more than a half dozen corporations, including Best Buy. According to estimates, unemployment rates are close to 30% to 40% for neurodiverse talent. This is a huge untapped talent pool for companies. “Implementing workplace support for disability and neurodivergence creates a culture where everyone belongs, and only 4% of companies are focused on disability inclusion through their DEI efforts, Disability inclusion in workplaces isn’t just the right thing, it impacts the bottom line.” -Melissa Danielsen, CEO of Joshin The Global Business Coalition for Education found that organizations that are most focused on disability engagement, as measured through their DEI scores, were growing sales 2.9 times faster and garnering profits 4.1 times faster than their peers. Joshin offers employees direct access to a network of specialized caregivers, as well as virtual 1:1 coaching on such topics as: supporting a new diagnosis, special education planning, nutrition, and disability in the workplace. The offering includes disability educational resources and webinars to help companies unlock the power of diversity and employee belonging. Best Buy has always been committed to the well-being of its workforce and this disability care benefit allows us to break new ground in caring for the needs of our workforce, Joshin’s innovative program allows us to further our commitment to an inclusive workplace where everyone feels welcome and supported,said Charlie Montreuil, SVP of HR Rewards at Best Buy. As a Best Buy employee, I am thrilled that Best Buy will be offering this much needed benefit to caregiving employees who are connected to disability and neurodivergence. It’s been an amazing support for my family. Our son has Down syndrome and autism, and it’s been very challenging to navigate finding the right support. I can’t say enough about the quality of Joshin and how easy it is to use, said Sara Sagedahl, who works in social media marketing at Best Buy. There are 1.3 billion people globally with a disability and 39.8 million caregivers providing care to adults with a disability or chronic illness. And diversity affects workplaces far more than many people or companies recognize. According to the Center for Talent Innovation, 30% of employees are connected to disability or neurodivergence, and 62% of disabled employees have a non-visible disability. Moreover, 97% of employees with disabilities don’t feel comfortable disclosing their disability to employers—a dynamic that Joshin hopes its comprehensive support system will start to change. In current partnerships, Joshin has created a safe place for employees to self-disclose a diagnosis for the first time and get support and coaching on career, inclusion, and life. For Best Buy and other companies, Joshin’s offering aims to improve corporate productivity by reducing days lost and improving employee health and well-being. It also transforms employers and their teams into allies by uncovering unmet needs and tailoring educational support. About Joshin Joshin partners with organizations to provide sustainable, ongoing support for disability and neurodivergence in the workplace through on-demand training, coaching, and personalized navigation.

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