People First: When HR is Truly an Agent for the Employees

What if HR was all about people and all about helping you?

Find out what it takes for that to be true.

Here’s some key topics covered from this episode:

My naive hope for HR professionals

An emotive argument in favour of HR

My research that reveals a side of HR that no one talks about

Play the episode for more

Here’s some key takeaways from this episode: 

HR have the power to influence the values of the organisation.

Successful HR leaders were the ones who by their own standards were able to protect employees.”

HR leaders feel like the work is a calling

“I spoke to a lot of people who were personally invested In the business, for these HR Leaders.. it wasn’t just a job.”

HR are focused on being more human

“HR Leaders are in the people business; but they aren’t always considered to be people.”

Check out these related episodes of the show.

Why Employees Should NEVER Trust Human Resources

The Dirty Secret of Inclusion Work: The Principal Agent Problem

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1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences