HR Data Labs

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HR Data Labs episodes

October 12, 2023Katherine Boardman - Successfully Becoming a Remote First Organization
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Summary:
Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.
In this episode, Katherine talks about BlueConic’s decision to close their Boston office and shift to becoming a remote first organization.

Chapters:
[0:00 - 4:45] Introduction
Welcome, Katherine!
Today’s Topic: The Personal Nature of Remote Work and Successfully Becoming a Remote First Organization
[4:46 - 12:08] Why BlueConic decided to permanently close its Boston office
Despite survey results, workers had acclimated to remote work
Remote work can result in fewer spontaneous interactions at work
Remote work also frees up time for meaningful activities with family and friends
[12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work?
Organizing a variety of opportunities for employees to gather
Listening to managers and employees to make sure everyone is productive and happy
[23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions
Offering tools for employees to take care of themselves
Setting up groups, books clubs, “coffee and donut” meetings, etc. to build relationships
[34:35 - 35:29] Final Thoughts & Closing
Thanks for listening!

Quotes:
“Even though people had indicated through surveys that, ‘Yes, I want to be back [in the office]’, after 18 months of working solo at home, people acclimated—they reworked the structure of their lives.”

“Organizations are communities . . . and even with remote work, there are opportunities [to spend spend time with co-workers].”

Contact:
Katherine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
37 min
October 05, 2023Katica Roy - The Economic Opportunities of Closing the Gender Equity Gap
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Summary:
Katica Roy is the Founder and CEO of Pipeline Equity, a software platform that helps companies increase their financial performance by identifying and closing their gender equity gaps. Her experience as a programmer, UI/UX designer, data scientist, and more has shaped her into the author, speaker, and thought leader she is today.
In this episode, Katica talks about how closing the gender equity gap would dramatically benefit all people currently in the workforce, all future workers, and the economy at large.

Chapters:
[0:00 - 4:03] Introduction
Welcome, Katica!
Today’s Topic: The Economic Opportunities of Closing the Gender Equity Gap
[4:04 - 13:45] What does a Gender Economist actually do?
Looking at the economy and business data through the lens of gender
How pay inequity affects not only the current labor force, but also future generations of workers
[13:46 - 28:24] What economic opportunities can come from closing the gender equity gap?
The entire workforce pays for the gender equity gap, not just those suffering from it
Rethinking benefits that were originally based on hypotheses and assumptions
[28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap?
We see lots of awareness, not a lot of execution of gender equity initiatives
Pay inequity is a symptom, not the problem of a system where gender inequity is the default
[36:44 - 38:00] Final Thoughts & Closing
Thanks for listening!

Quotes:
“There’s often this assumption that [the gender pay gap] just impacts women, and that’s actually not true. . . . the American taxpayer actually subsidizes the pay gap.”

“In the United States, we could add $3.1T to the economy if we closed the gender equity gap—i.e., the pay gap, labor force participation, and occupational segregation.”

Resources:
Katica's Blog

Contact:
Katica's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
39 min
September 28, 2023Dr. Dawn Nicholson and Jeffrey Siminoff - EDI's Evolution and Persisting Hurdles Over the Decades
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Summary:
Dr. Dawn Nicholson is a lecturer in Business and Organizational Psychology at the University of Kent in the UK. Jeffrey Siminoff leads a workplace dignity program at Robert F. Kennedy Human Rights and has prior experience working as an employment lawyer at companies like Apple and Twitter.
In this episode, Dr. Nicholson and Jeffrey talk about Equity, Diversity, and Inclusion (EDI) and why, despite its dramatic evolution over the last few decades, some companies are still struggling to see its inherent benefits.

Chapters:
[0:00 - 4:53] Introduction
Welcome, Dr. Nicholson and Jeffrey!
Today’s Topic: EDI’s evolution and persisting hurdles over the decades
[4:54 - 14:47] What is EDI?
Is there a real difference in how businesses view EDI vs DEI?
Some cynics are leveraging poor reasoning to act against EDI in the workplace
[14:48 - 29:41] What did EDI mean years ago, when we first started talking about it?
EDI had a narrow scope in its early days, which as widened with time
There still seems to be a “need” to explain EDI in some companies
[29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations?
The rise of support groups and the hesitation that often surrounded them
Leaders need to be prepared to talk about anti-EDI claims that enter the conversation
[40:33 - 41:18] Closing
Thanks for listening!

Quotes:
“What we are seeing is that people who have been cynical or not in favor of DEI leverage the poorest reasoning to [act against it].”
“An analogy [for DEI] that I’ve heard is: diversity is being invited to the party; inclusion is being asked to dance; and belonging is knowing all the songs.”

Resources:
RFK Human Rights Resources
Medium Magazine's interview with Jeffrey

Contact:
Dr. Dawn's LinkedIn
Jeffrey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
43 min
September 21, 2023Anne Fulton - Companies Remaining Fit and Agile to Thrive in Modern Times
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Summary:
Anne Fulton is the Founder and CEO of Fuel50, an AI-driven talent marketplace platform. As an organizational psychologist, a builder of psychometric tests, and a published author of two books, Anne Fulton is passionate about helping people find and fine tune their careers.
In this episode, Anne talks about creating organizational resilience and what takes a company from a state of survival to thriving.

Chapters:
[0:00 - 4:10] Introduction
Welcome, Anne!
Today’s Topic: Creating Organizational Resilience and How to Go From Surviving to Thriving
[4:11 - 13:56] What’s the journey from survive to thrive in this economic era?
Defining and focusing on organizational fitness
The pros and cons of an agile processes within an organization
[13:57 - 20:02] What should HR practitioners be investing in today?
Employee empowerment and listening to the employee voice
Developing leaders that can truly listen to their employees
[20:03 - 32:43] How should HR be thinking about AI?
People are afraid of AI when they don’t know how to use it
Controls and protocols must be created to ensure AI will not pose a risk for organizations
[32:44 - 33:49] Closing
Thanks for listening!

Quotes:
“We have an opportunity as leaders to ask powerful questions that allow people to coach themselves toward answers and a focus on solutions.”
“Every organizations needs to think about how it’s going to create safety for the organization and safety for the individuals [when using new AI technologies].”

Resources:
Anne's Books

Contact:
Anne's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
35 min
September 14, 2023Shayne Halls - How to Harness the Power of AI for Better DEI Processes
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Summary:
Shayne Halls is the CEO of Manifested Dreams, a company that provides corporate DEI and career consulting services with a focus on AI integration and AI-enhanced strategies. He has over 15 years of experience as a DEI specialist, and he has been a champion of AI integration into HR processes. He is also the author of multiple e-books, including Inclusivity 2.0: How AI is Accelerating the DEI Movement.
In this episode, Shayne talks about AI’s impact on DEI and how to use AI for better DEI and HR practices.

Chapters:
[0:00 - 8:36] Introduction
Welcome, Shayne!
Today’s Topic: How to Harness the Power of AI for Better DEI Processes
[8:37 - 15:56] Why HR professionals should embrace AI
AI is one of the best tools to eliminate bias and prejudice in the workplace
AI is in its infancy and can be molded into a wonderful tool
[15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR?
Regulation of the input data will be critical to AI’s impact on DEI in HR
Not enacting good DEI practices before introducing AI can set AI up for failure from the start
[29:44 - 40:33] Advice for those who might be worries about AI’s impact on HR and the workforce
You will only be left behind if you don’t keep up
You need to learn how to use AI before you can learn how to leverage AI
[40:34 - 43:03] Final Thoughts & Closing
Thanks for listening!

Quotes:
“AI in its current state is one of the best tools to eliminate bias and prejudice in the talent acquisition HR process.”

“When we’re talking about integrating AI into DEI, . . . we’re talking about making sure that the algorithms that are put in to search for candidates are truly open and not being pigeonholed in anyway.”

Resources:
Inclusivity 2.0: How AI is Accelerating the DEI Movement

Contact:
Shayne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
44 min
September 07, 2023Katherine Boardman - How Remote Work Works in Today's Environment
Send us a text
Summary:
Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.
In this episode, Katherine talks about remote work and how some companies have crafted it for their employees’ benefit.

Chapters:
[0:00 - 5:06] Introduction
Welcome, Katherine!
Today’s Topic: How Remote Work Works in Today’s Environment
[5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model
The pandemic pushed employees toward a new culture of remote work
Communication technology has been more widely and readily adopted in the workplace
[10:35 - 23:04] How do you manage company culture with a remote-first workforce?
Gathering information and input from employees and setting guidelines and expectations
Defining productivity, setting productivity goals, and measuring productivity
[23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees
Establish natural rhythms and cadences for meetings and activities
Consider the business needs before changing to or from remote work
Employees’ full personalities makeup the company culture
[35:10 - 37:35] Final Thoughts & Closing
Do not be afraid to work with leadership to take small steps toward change
Thanks for listening!

Quotes:
“We were measuring [remote employees] in terms of their engagement and satisfaction, . . . which are critical to [our productivity as a company].”

“I always start with ‘what does the business need’. . . . Take the time to understand what [remote work] means and why it should become the requirement.”

Contact:
Katherine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
39 min
August 31, 2023Laurie Robinson - Burton Snowboards’ Journey into Pay Transparency
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Summary:
Laurie Robinson is the People and Culture Strategist for Burton Snowboards, who recently dove into planning and developing a company-wide pay transparency strategy. Laurie has already seen how this move has pushed the company toward a more diverse employee base and how it has set Burton up as a pioneer in the world of snowboarding.
In this episode, Laurie talks about her how Burton Snowboards’ commitment to pay transparency has helped build a diverse company and set the tone for the sport of snowboarding at large.

Chapters:
[0:00 - 4:34] Introduction
Welcome, Laurie!
Today’s Topic: Burton Snowboards’ Journey into Pay Transparency
[4:35 - 12:56] Where is Burton Snowboards on Pay Transparency?
Fielding questions and having conversations with employees about pay decisions
How Burton has been leading the evolution of snowboarding as a sport
[12:57 - 25:08] How Burton keeps their pay transparency practice current?
Making sure stakeholders understand the “why” and can communicate it effectively
Taking note of big learning takeaways to inform future decisions
[25:09 - 31:14] How do you keep stakeholders informed?
Building a solid pay structure that can be easily understood and easy adapted to market changes
Trusting your employees to respond positively and ask mature questions
[31:15 - 34:32] Final Thoughts & Closing
3 tips for people who are or will be implementing pay transparency practices
Thanks for listening!

Quotes:
“The business partners had to be able to understand why we were doing this . . . so that they can get ahead of the questions.”

“The job is what we base our wages on, not the employee.”

Resources:
Salary.com Consulting

Contact:
Laurie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
36 min
August 24, 2023Steve Brink and David Turetsky - WorldatWork 2023 - What to Expect When Hiring an HR Consultant
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Summary:
This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you’re presented with an HR problem that needs to be solved much sooner than later—there’s not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it’s important to know what to expect and which questions to ask when looking to hire a consultant.
In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company.

Chapters:
[0:00 - 5:15] Introduction
Welcome, Steve Brink and David Turetsky!
Today’s Topic: Why Hire an HR Consultant and What to Expect
[5:16 - 16:58] Hiring a consultant to quickly address HR problems
Identifying and working with a trusted advisor
How a consultant can help you see and avoid unintended consequences
[16:59 - 33:55] Knowing if you’re ready to start working with a consultant
The importance of gathering all of the relevant data, getting buy-in, and doing all of the homework
Catalyzing internal motive and movement so actions can be taken with the consultant’s data
Hire for best fit—because hiring for price may not get the results you’re looking for
[33:56 - 52:55] How to embrace change, even if it may be difficult
The value of explaining “why” and letting the consultant help with communicating and educating
Why you should engage early on parties who may be resistant
[52:56 - 56:08] Final Thoughts & Closing
Tips for working with consultants
Thanks for listening!

Quotes:
“When you hire a consultant, the job isn’t over for you. . . . You need to be prepared to actively work with them to get the job done.”

“Sometimes you can use [consultants] to help educate a board, executives, managers or employees.”

Contact:
Steve's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
58 min
August 17, 2023Jackie Ferguson - Creating an Opening in the DEI Conversation for Late Adopters
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Summary:
Jackie Ferguson is a certified diversity executive and the Co-founder and VP of Content and Programming at The Diversity Movement. She is also the author of The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Inc. magazine named Jackie to their 2023 Inc. Female Founders 200 list which comprises the 200 women leaders across America who are “shaping the world into a better place.”
In this episode, Jackie talks about some of the challenges companies might face when adopting new DEI practices and how they can succeed by starting with an effort to better communicate.

Chapters:
[0:00 - 11:13] Introduction
Welcome, Jackie!
Today’s Topic: Creating an Opening in the DEI Conversation for Late Adopters
[11:14 - 16:32] The Diversity Movement’s special sauce
How the Diversity Movement approaches DEI consulting differently
Helping companies communicate to their employees in ways that they understand
[16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices
Staying committed to the work is critical—DEI is a long-term commitment
Why pay equity is such an important part of DEI
[27:08 - 36:55] What are some examples of how we can work toward DEI best practices?
DEI can be overwhelming, so start with yourself and how you communicate
Awareness and asking questions is a great first step toward DEI
[36:56 - 40:02] Final Thoughts & Closing
Remember the importance of mental health both in our society and in DEI practices
Thanks for listening!

Quotes:
“Gen Z . . . they’re doing so much research on companies that they are supporting from a customer perspective and the companies that they’re considering working for.”

“One of the reasons we have a skew [in pay equity] is that some people are given opportunities based on what organizations think their ability to do the work is. People that look like me are given jobs based on a proven track record.”

Resources:
The Diversity Movement
Diversity: Beyond the Checkbox podcast

Contact:
Jackie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
42 min
August 10, 2023Garry Straker and David Turetsky - SHRM 2023 - Avoiding Unintended Consequences of Pay Transparency
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Summary:
This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it.
In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences.

Chapters:
[0:00 - 3:53] Introduction
Welcome, Garry Straker and David Turetsky!
Today’s Topic: Avoiding Unintended Consequences of Pay Transparency
[3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it?
Pay transparency means more than just salary ranges
Many state have already, or will soon be, signing pay transparency legislation into effect
Horizontal pay transparency vs Vertical pay transparency
[21:26 - 36:34] Why is pay transparency important and where are some of its impacts?
It prevents new employees from entering an agreement where they’re unknowingly being paid unfairly
While pay transparency requires more and better communication, you will build strong trust with both current and prospective employees
Vertical pay transparency gives employees a line of sight into career growth within organizations
[36:35 - 52:51] Avoiding the unintended consequences of pay transparency
Pay transparency should help better define roles within an organization
Why updating job descriptions and market pricing are critical to creating a good salary structure
[52:52 - 55:48] Closing
Thanks for listening!

Quotes:
“Letting people know what you make might feel uncomfortable, but isn’t it less uncomfortable than wondering if you’re being discriminated against or being paid unfairly?”
“The #1 ‘pro’ of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.”

Resources:
Address Pay Equity

Contact:
Garry's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media
To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media
58 min

About HR Data Labs

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Unlock the future of HR, today with the HR Data Labs podcast! Dive into transformative insights, expert interviews, and cutting-edge practices that empower organizations to harness their workforce’s…