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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/

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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/

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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/

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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 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/

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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/

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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

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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/

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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/

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Summary:

Jennifer Brown is a champion of DEI, a best-selling author, and the Founder and CEO of Jennifer Brown Consulting. Jennifer draws from her 20 years of experience of doing DEI work with countless organizations and leaders to bring deep insight into the challenges organizations and leaders face today. Through keynote presentations, executive coaching, and senior leadership sessions, she educates and equips leaders to step into their role in the ongoing pursuit for a more inclusive workplace. In this episode, Jennifer discusses benefits and challenges of inclusive leadership.

Chapters:

[0:00 - 7:00] Introduction

• Welcome, Jennifer!
• Today’s Topic: How to Be an Inclusive Leader

[7:01 - 18:16] What have inclusivity initiatives gotten right?

• Inclusivity serves as the foundation for diversity and equity and it’s on full display to the public via social media
• Affinity groups/ERGs give employees a voice where they may not have historically had one

[18:17 - 29:55] Why is inclusivity difficult to measure?

• Identify what is being measured and, importantly, who is doing the measuring
• What optimal inclusion looks like for leaders

[29:56 - 36:44] How can HR practitioners help leaders with inclusivity?

• Encouraging leaders to share stories of overcoming adversity from family members
• It’s important to not forget the truths shared and lessons learned in the last couple of years

[36:45 - 39:35] Final Thoughts & Closing

• If you’re not uncomfortable, you’re not leading
• Thanks for listening!

Quotes:

“If I had a magic wand, we’d have a way of measuring according to those on the receiving end of inclusive behaviors. . . and I think that would yield so much more information.”

“I worry about backsliding and forgetting some of the most poignant and powerful lessons and truths that we’ve heard from people who are really in pain the last couple of years. We have to carry that forward and continue to heard that, as hard as it is.”

Resources:
Jennifer Brown Consulting
How to Be an Inclusive Leader
Inclusion: Diversity, The New Workplace & The Will To Change
Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World
Inclusive Leadership Assessment
The Will to Change Podcast

Contact:
Jennifer's

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/

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Summary:

As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table. 

Chapters:

[0:00 - 5:53] Introduction

• Welcome, …David and Dwight!
• Today’s Topic: Season 5 Recap

[5:54 - 14:53] Looking back at Season 5

• Revisiting episodes, topics, and common themes
• Key takeaways from Seasons 5

[14:54 - 25:25] Looking forward to Season 6

• More conversations about DEI
• Interviews from SHRM, WorldatWork, and HR Tech

[25:26 - 36:49] David and Dwight make predictions for the future of HR

• AI will continue to be integrated into our everyday lives, including HR process and technology
• New pay transparency legislation will be introduced for, or adopted in, 2024

[36:50 - 38:15] Final Thoughts & Closing

• Look forward to the show continuing to broaden its scope beyond HR data analytics!
• Thank you for 5 seasons; see you in Season 6!

Quotes:

“The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.”

“All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.”

Contact:

David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

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