Janessa M.’s Post

👀 Taboo Series 🤔 💼 Exploring Taboo Topics in the Workplace: Salary and Compensation💰 💫In today's workplace, discussions around salary and compensation often remain shrouded in secrecy and discomfort. Obviously, geographical disparities and biases based on factors like ethnicity, appearance, and gender still persist. This raises concerns about fairness and transparency in how salaries are determined. ⁉️Moreover, promotions and rewards sometimes seem to be influenced by factors unrelated to merit, such as personal relationships, business dealings, or other hidden agendas. This undermines the integrity of organizational processes and can lead to internal strife and disillusionment. 🏆As professionals, it's essential to advocate for fairness, transparency, and meritocracy in compensation practices. Let's strive to create environments where everyone is valued based on their contributions, experience, and skills, rather than subjective biases or hidden agendas. Join the conversation: Did you witness such behavior in the workplace? Would you share it with us? What steps can organizations and decision-makers take to ensure fair and transparent compensation practices for all employees? #shifthappens #TabooTopics #SalaryAndCompensation #FairnessAtWork #WorkplaceCulture #Professionalism #Transparency #Equality #DiversityAndInclusion #EthicalLeadership #HRInsights #JoinTheConversation

#SHRM’s decision to remove #equity from its #deistrategy is HR malpractice. The idea that diverse perspectives lead to better outcomes is irrefutable. The fact is, organizations cannot build diverse teams without embracing equity. SHRM’s CEO stating that equity is not defined abdicates the thought leadership SHRM aspires to provide. Here is what equity means to me as an HR leader: Equity is understanding when positions require a bachelors or if it could be performed by someone with years of experience in lieu of a degree. Equity is assessing if we can flex schedules to support parents. Equity is implementing new tools to better support neurodivergent colleagues. Equity is evaluating how we structure benefits to support diverse identities in living healthier lives. Equity means that some people have tremendous value but have been held back or counted out and need someone to believe in them. #dei #deib #diversity #equity #inclusion

Too many organizations are asking how to achieve greater #genderbalance in their workforce. The key lies in practical steps like ensuring #equity in #pay, #career, #benefits, #wellbeing and fostering an inclusive culture where everyone feels they #belong. Struggling with this issue? Check out this catchy and insightful article from my colleague Mariann Madden! #dei #payequity #paytransparency #totalrewards https://lnkd.in/eSKtqyNe

A very interesting article is published to help us understand how much ‘talented’ is our leaders and other workers in MNC companies? #corporate #caste #HR

More than 50% of US workers consider DEI a key factor when searching for a new job. Learn 5 ways to continue DEI progress: https://ow.ly/VZwg50QHFG0 #dei #diversityatwork #diversityandinclusion #leadership #diversity #retention #humanresources #hr

I was contacted by someone who was very close to quitting his job. He felt like he was being treated unfairly by his leader. He was classified as an individual contributor but had been performing managerial duties for months without the pay increase he deserved. This was one of many issues he was dealing with. Watch the video to hear Ovell's advice for this case. Submit your HR or diversity, equity, or inclusion questions at AskOvell.com. You better ask somebody! #HumanResources #HR #EmployeeEngagement

Yes, we work for a salary and to support our families, but as we studied in Human Resources and Organizational Behavior, according to Herzberg's and McClelland's theories, every employee has their own motivational factors, which vary from one person to another. These factors range from monetary rewards to appreciation, achievement recognition to affiliation, and responsibilities to authority. Transparency in work-related and employee-related policies, along with the freedom to work ethically and according to principles and values, also plays a significant role. It's not just about salary. It's about the respect and understanding from the company and its representatives who motivate employees through good team spirit. #OrganizationalBehavior #HumanResource #HerzbergTheory #McClellandTheory #Aiimsincident

#Payequity is definitely the holy grail of fair #compensation. The concept simply means employees who have similar job functions should comparably get equal pay regardless of their ethnicity, gender, or other status. Is your company compensating fairly? Below are 5 ways to incorporate pay equity in your #organization; ✅ Have clear #jobdescriptions. The company #JDs should reflect the expectations of each role. It should look at roles and not the position holders. ✅ Conduct a #jobevaluation. Job evaluation weighs internal jobs against each other based on generally accepted #hay or #patterson grading factors for internal pay equity. ✅ Have #grading structures & salary bands. Ensure you have clear a clear grading structure and salary bands with the least and most amount a role can earn for roles within each band. ✅ Address unexplained pay disparities. Look into #paydisparities within your organization by conducting a pay #audit. Once this is done, identify reasons for disparities and correct them. ✅ Update your pay policies regularly. Regularly assess and adjust your policies as your business and the market evolves to meet internal needs and ensure external #competitiveness. This can be attained through #salarybenchmarking. #jobevaluation #salarysurvey #faircompensation #payequity #compensation #compensationandbenefits #compensationstrategy #compensationmanagement #hr #hrbp #hrgeneralist #ceo #hrdirector Image Credit; AIHR | Academy to Innovate HR

DEI matters when top talent searches for their next company. Read more about continuing DEI progress in Eagle Hill Consulting's newest research!

Is the opening line to most HR horror stories! Banter is often used as an explanation for saying things in the workplace that should be left at home (or the pub). Listen to your team. Are they saying things that could embarrass someone, degrade them, humiliate them in front of others? If so, you're at risk of discrimination claims. Banter often evolves over time. The odd comment becomes the norm and before you know it, the culture has completely changed and you might start to see some staff churn. If banter is a problem in your business and you want to find wants to reduce risk, DM me. #hrconsultant #hradvice #banter #employer #culturechange #greatplacetowork