Korn Ferry’s Post

We’re celebrating #BCorpMonth by spotlighting episodes that emphasize each of the five impact areas by which B Corps are evaluated, and today’s pillar is #Workers! Get ready- this episode will make you hungry and get you thinking about how to best support your organization’s team members. The Workers pillar evaluates a company’s contributions to its employees’ financial security, health and safety, wellness, career development, engagement and satisfaction. In addition, this section recognizes business models designed to benefit workers, such as companies that are at least 40% owned by non-executive employees and those that have workforce development programs to support individuals with barriers to employment. Howdy Homemade Ice Cream is a perfect example of these principles in practice. Check out our episode with Cindy Carter and Carmela Toler (Ep. 138) to learn about the company’s mission to create jobs for those with developmental and intellectual disabilities through the power of smiles and amazing ice cream. https://lnkd.in/gfbMhact #BCorps #BusinessForGood

If you'd like to get involved in the ongoing discussions - forever evolving as they should be - about how we make Plymouth inclusive for all, drop us a line. We are learning together, developing knowledge and sharing ideas on how to build a strong, fairer economy. #plymouthcharter #inclusivity #EDI #plymouthbusinesses #plymoutheconomy

Here are six ways that companies can help their employees feel like they’re getting a little taste of summer while still getting the work done. #summerslide

“Creating an inclusive workplace is not just about complying with local or national disability legislation, it is about creating an environment where all employees with or without disabilities can thrive and feel they truly belong”. Consider taking this free SHRM course called Employing Abilities at Work Certificate to educate yourself and your organization about disability inclusion. The data backs up the fact that people who live with a disability are an incredible asset to your organization. I am curious, does your DEI statement include a statement about disability inclusion? I am guessing no. How do I know this? Well, in 2020, HBR released an article that stated only 4% of DEI statements included disabilities. If your company doesn’t have a disability recruiting strategy, training programs, or communication strategies, let’s talk! I recently had the opportunity to deliver an interactive session on “the words we use” to the amazing team at Squirrel Systems. I also provide 1:1 coaching, mentoring, DEI consulting, and more. So, if your company hasn’t yet actively started inclusively recruiting, you are going to be left behind! And remember, not all disabilities are visible! #invisibleillness #invisiblecondition #disabilityinclusion #invisibledisability

Labour Day: Can we ? Renaming Labor Day to Worker Day and celebrating all individuals who contribute to society, whether in establishments, at home, or through student activities, sounds like an inclusive approach. It's essential to appreciate the efforts of everyone who contributes positively. Encouraging a culture of productivity and contribution can indeed be beneficial for society's progress. Expanding the scope of Labor Day to encompass all individuals who contribute to society, regardless of their employment status, is a progressive idea. It acknowledges the value of various forms of work, including caregiving, volunteerism, and creative pursuits. Celebrating the collective efforts of everyone fosters a sense of inclusivity and appreciation for diverse contributions.

Youths are the driving force behind transformative change in our communities. Their passion, energy, and determination are unparalleled. By equipping them with knowledge and advocacy skills, we empower them to create lasting impacts. Watch as Y4C Advocates in Samburu engage Morans, fostering a movement towards ending #FGM, #ChildMarriage #TeenagePregnancy and building a gender equitable society. #MenEndFGM #genderequality https://lnkd.in/deMHa4eW

🌟 Celebrating Social Work Month 2024: Empowering Social Workers! 🌟 March is social work month, and I want to take this opportunity to express my gratitude and admiration for all the social workers out there. Social workers are the unsung heroes of our communities, and we honor their dedication and tireless contributions to our society. Social workers play a pivotal role in addressing critical issues in the community and we recognize their unwavering commitment and the positive impact they make on countless lives. 🤝 Why Social Workers Matter: Uniquely Qualified: Social workers are uniquely qualified to provide essential support. They meet people where they are, helping them navigate challenges and achieve their goals. Advocates for Change: From advocating for policy reforms to championing individual rights, social workers drive positive change at every level. Community Builders: They work tirelessly within schools, hospitals, government agencies, and social service organizations, touching lives across diverse communities

The Full Bench of the Fair Work Commission has handed down the first decision on the new flexible working arrangement (FWA) reforms under the Fair Work Act. Following the reforms, it has been possible from 6 June 2023 for employees to arbitrate a refusal of a FWA request in the Commission provided that certain jurisdictional requirements are met. In this case, the employee alleged that she suffered from a disability and made a purported FWA request to her employer to work a different pattern of hours. After this request was denied, the employee commenced arbitration proceedings in the Commission. The Full Bench unanimously dismissed the employee’s application on jurisdictional grounds. The Full Bench found that the employee had not made a valid “request” for the purposes of the Fair Work Act, and also had not established the requisite requirement on the balance of probabilities that she suffered from a disability. In its decision, the Full Bench has provided some useful guidance on the jurisdictional requirements for an employee to make a valid FWA request that employers should be aware of. This includes that: 1. the circumstances listed in s 65(1A) of the Fair Work Act, being the circumstances that an employee can rely on to make a FWA request (such as caring responsibilities, pregnancy, disability, etc), must exist as a matter of fact at the time the request is made. These circumstances cannot be anticipatory or based on possible future events. Employers may require employees to provide evidence of the circumstances relied on in support of their FWA request to be satisfied this requirement has been met. 2. there must be a causal link between the circumstances listed in s 65(1A) and the FWA request. That is, the FWA request must be made “because of” the relevant circumstances, and not for any extraneous reason. 3. the employee’s FWA request must be made wholly in writing (i.e. not partly written and oral) and must set out the details for the change being sought and the reasons for that change. In this case, the employee sought to rely on a Microsoft Teams message to satisfy this requirement that mentioned having a “chat about my hours”. The Full Bench found that this message did not constitute a “request”, as it did not set out the change to the employee’s work hours or the reasons for the requested change. 4. any written FWA request must be made after 6 June 2023 for the Commission to have jurisdiction to arbitrate. A copy of the Full Bench’s decision is available here: https://lnkd.in/gFMX5btz

March shines a spotlight on the crucial contributions of social work professionals. Celebrating their dedication and impact! #SocialWorkMonth

Want to know what we have been up to the past few months? Living our pillars of inclusion, wellbeing, and fun! Read on to learn more!