Featuring scholarly and practitioner insights from HR and people leaders, industry experts, and researchers.

This video discusses the unique challenges faced by women of color in the workplace and provides recommendations for organizations to address barriers they face. Research shows women of color report higher rates of feeling excluded and experiencing subtle discrimination. Key barriers include a lack of role models, feelings of isolation and tokenism, and unconscious biases. While diversity of women and minorities has increased individually, intersectional challenges for women of color persist. The video argues organizations must implement inclusive policies, such as hiring and promotion goals for women of color, unconscious bias training, and employee resource groups. Leadership must play a role through advocacy, sponsorship programs, and accountability. Case studies at Intel, Boston Consulting Group, and Citigroup that focused on developing women of color into leadership roles show promising results, such as increased representation. While more data is still needed, these initial efforts demonstrate that purposefully confronting intersectional barriers through targeted initiatives can generate real progress toward genuine workplace inclusion.

#worklifebalance #personaldevelopment #holisticsuccess #career #wellbeing #shorts

#worklifebalance #employeeengagement #wellbeing #mentalhealth #flexiblework #shorts

In this HCI Webinar, Dr. Jonathan H. Westover talks with Misha Rubin about facilitating meaningful intentional changes at work and in life. Misha Rubin (https://www.linkedin.com/in/misharubin/) is a career educator, and CEO of The Career Leap. He helps executives and professionals reinvent careers, find dream jobs and thrive at work. He was a Partner at Ernst & Young, where he spent 15 fruitful years of his career. He sold and managed hundreds millions worth of projects and guided careers of hundreds professionals. Born and raised in Ukraine, Misha is on the board of Worldwide Orphans (WWO), a non-profit that supports children at risk globally, and in 2022 he founded Children of Ukraine to support children with trauma during and post Russian invasion. Misha receive 2022 Humanitarian Award for his work in Ukraine. Misha is an adoptive parent of 3.

This video discusses the importance of fostering a culture of vulnerability in organizations in order to improve performance and innovation. It explores the research showing that psychological safety, where employees feel comfortable taking risks and admitting weaknesses, leads to better teamwork, problem-solving and learning. While research demonstrates the benefits of vulnerability, most companies still struggle to create truly psychologically safe cultures. The video then provides practical recommendations for leadership to cultivate vulnerability based on real-world company examples. These include leaders modeling vulnerability, defining clear expectations for respectful engagement, aligning rewards and accountability to encourage risk-taking, and establishing ongoing processes like workshops and reviews that support development from failures and critique. By consciously shaping behaviors, systems and development opportunities, the video argues leaders can embed vulnerability into the culture in a way that transforms how their organization learns, improves and competes over the long-run.

Abstract: This article explores an alternative "middle-out" approach to organizational culture change, where middle managers play a pivotal role in shaping culture from the middle layers of the organization outwards. The paper first defines organizational culture and discusses the limitations of traditional top-down approaches to culture change. It then makes the case for involving middle managers, who can engage staff, translate strategy, and sustain momentum to embed new cultural norms from the middle out. A case study of ABC Corp. illustrates how this middle-out model was applied in practice, with middle managers leading grassroots efforts to drive innovation and continuous improvement. However, the article emphasizes that for this middle-out approach to be effective, it requires visible support and empowerment from senior leaders in the form of resources, a clear mandate, strategic alignment, and ongoing engagement. Overall, the paper argues that combining the grassroots influence of middle managers with high-level coordination from executive sponsors offers a more organic and sustainable way to build organizational culture.

#civilargument #activelistening #disagreement #growth #innovation #shorts

#constructivedissent #psychologicalsafety #effectivecommunication #growthmindset #innovation #shorts