Diversity & Inclusion Action Call - Shared screen with speaker view
Roxie Burket, HR Services Employment Manager, Pennsylvania State Employees Credit Union (PSECU)
Nancy Deckert, Employee Relations Manager, PSECU
Isha Leinow. Org Effectiveness. Kaiser Permanente. Portland, Or.
Heather Corrigan, Lead Recruiter at DICK'S Sporting Goods
Camille Robinson, D&I Analyst at T. Rowe Price
Susan Mazurkiewicz, HR Analytics, Zimmer Biomet
Timea Godor, HR Manager, Upper Canada College
Brooke Thomas, D&I, Lockheed Martin
Toni Zeiser Sr, Manager HR Coopervision and DEI Board Member of the Greater Rochester Red Cross
hello all, Erika Shea with SGWS
Hello, I&D Council Chair, Global Payments
Will fewer workers on-site be balanced by the need for more social distancing?
Only letting me choose one option
only allows us to chose one option
Apologies all - choose your top one on the poll here
at USAA we are driving accountability for DEI at all levels. We have included on our corporate scorecard and are currently reviewing all HR practices to prioritize the integration into the infrastructure.
at USAA we have established a D&I Council that reports to the CEO, the first priority is to understand what, if any, problems exist. This will be driven by data and analytics and external benchmarking.
Happy to share a few thoughts as well
Madeline B encouraged me to share - I may need to drop shortly. What I learned/am most encouraged by this year is the way ERGs showed up in new ways for members. At a former company (which I actually presented to this group about back in May!), the Families ERG provided a vital online "lifeline" for members - crowdsourcing answers to questions around virtual schooling for children and other topics and transforming Bring Your Child to Work Day to Bring Work to Your Child Day. I am also encouraged that companies like Twitter will finally be paying ERG members for their work - more at https://www.hrdive.com/news/twitter-to-pay-resource-group-leaders-saying-the-work-shouldnt-be-a-volu/586489/. Lastly, a need for 2021 is for ERGs, particularly for those that support underrepresented groups, to support members more 1:1 and in small groups. Reading some interesting research/articles on isolation some employees are feeling without in-person safe space gatherings for them to support each other.
Latonia Knox: Flex
Thank you Brian- always love your words of wisdom.
;I am chair for I&D advisory council. Interesting perspective on pay. As it's an additional job to my normal day to day. Compensation has been raised in our organization as well for I&D council and ERG's.
Thanks Madeline - love you and i4cp lots!
Well since so many people who do ERG work are salaried, I think it begins with managers allowing a percentage of regular work hours to ERG leadership and recognizing and rewarding it in performance reviews, just as any other business result. But it often takes a D&I person to push - I inserted myself into the midyear performance process at my last company :)
Move forward... I have an audio challenge
Absolutely take it. First in line.
Ready to take it - particularly given that it is 90% effective (when they were hoping for 50% effectiveness)
Absolutely take it. First in line.
Prefer the type that works with gene therapy.
@Patricia - completely agree. Thank you for sharing that
Agree. The political pressure to get a vaccine concerns me. Maybe in the middle of the pack.
This may be the next I&D discuss to help navigate people through.Whether to get it and reasons you don't get it based on disability or ethnic background.
Agree Leanne. Gene therapy works at a cellular level.
Happy Holidays all!
As always, thank you! Happy Holidays to all.
Wishing you all an incredible 2021.
Happy Holidays to all!
i4cp- Thank you for all the support and knowledge you have provided!
Happy Holidays everyone!