The People Practices Podcast on inclusion and diversity today
- 3 Min Read
HR veterans Chuck Heaton, Chuck Kemper, Jason Anderson and Sanjay Harrichand join forces to discuss why people practices are a vital part of business operations today, and what leaders can do to maximize their efforts. In this edition, the panel convenes on the topic of inclusion and diversity at work today.
We often attempt to highlight HR’s key areas, but in reality, the entire world of people practices has been ruptured by the events of 2020. Solid certainties have been brushed away, old pressures have increased, and a host of new challenges have arisen.
With this in mind, Chuck Heaton, HRD Thought Leader and HR consultant, has collaborated with a range of HR professionals to delve into the subject, raising and exploring each of the most salient topics.
In the time ahead, the People Practices Podcast and its editorial series will cover pressing issues like executive leadership assessments, healthy workplace assessments, D&I, leadership pipelines, and ways of working.
Joining Heaton for the podcast are three veritable HR veterans, whose perspectives will add vital perspectives on knotty issues.
Chuck Kemper and Jason Anderson are Senior Human Resources Consultants and global HR Executives, who between them boast more than 35 years of experience leading HR teams in multinational companies.
Completing the panel was Sanjay Harrichand, Sr. Human Resources Consultant and an international HR Executive from South Africa with over 20 years of experience leading HR teams in the mining and energy sectors.
The emphasis and case for inclusion and diversity (I&D) in corporations has never been stronger. Analysis and data show that diverse, inclusive and teams that enable a sense of belonging perform better, so this is no longer a flavor of the month fad but a distinct imperative for organizations to take seriously in order to thrive and prosper.
To reap the benefits of diversity in the workplace, I&D cannot just be the purview of the HR department, because it will fail. Every leader in the business needs to be on board for the right reasons, rather than simple because HR requires it to.
But perhaps more importantly, it needs to be sanctioned, supported, and monitored by the board. The CEO needs to be held accountable by the board for delivering on the I&D goals, and the CHRO should help with metrics and reports so progress can be objectively measured.
1.40 – Why inclusion and diversity has taken on a new visibility
3.15 – The difference between inclusion and diversity and D&I
5.20 – Are companies following through on inclusion and diversity?
11.35 – How international experience informs practices
14.33 – The importance of early steps in developing a successful strategy
15.07 – Unconcious bias and the increasing understanding of it
20:05 – Technology’s influence on inclusion and diversity