RITE AID’s Post

May is Asian American and Pacific Islander (AAPI) Heritage Month, a time to recognize the rich contributions and diverse cultures of the Asian American Pacific Islander community. At The Human Resource Association of Central CT (HRACC), we're proud to celebrate the achievements of AAPI leaders in the Human Resources profession. How can HR and Talent Professionals Recognize AAPI Heritage Month? ✅ Amplify AAPI voices: Share stories and achievements of AAPI colleagues on your company website or internal communications. ✅ Host educational events: Organize workshops or talks featuring AAPI speakers on cultural competency or career development. ✅ Employee Resource Groups (ERGs): Partner with AAPI ERGs to plan events or celebrations that showcase their heritage. ✅ Review recruitment & promotion practices: Ensure your talent pipeline is diverse and inclusive by auditing your recruitment and promotion processes. ✅ Celebrate AAPI culture: Organize cultural food tastings, potlucks, or language learning sessions to foster a more inclusive workplace. Let's continue building workplaces that celebrate unique backgrounds and experiences! #AAPIHM #HRACC #DEIB

19 Apr 2024, Fri. It is a day off for me... to "fill my time" (selfishly 😁), I have thus jio my friend of more than 20 years KC Tan and my former colleague Lim Choon Hong, David to catch up. There is no agenda, just simply catching up! What do we have in common? We are all citizens of SME. While KC Tan is a long time business owner of SME, both Lim Choon Hong, David and I were once upon a time MNC Corp Citizens. Naturally, we exchange views about the SME Business Model, what are the Best Practices we can adopt from MNC and SME, what worked well, what needed to be tweaked to suit SME. What government schemes SME can leverage on, what perks SME can introduce vs competing on base salary under the Comp and Ben with the big boys for talent attraction and retention. It was a great catch up and fruitful exchange and we concluded our meet up with simple desserts. More collaborations among SME are encouraged so that we can leverage on each other's strength and network to achieve Business and Financial excellence! Collaboration on CSR is also possible... the way forward! Thanks KC Tan and Lim Choon Hong, David for the company! TGIF!

As we head into the end of the week, I always think of the many cleaners that are either finishing the week or have cleans to be performed. And like Rosie in the video, the question I ask is - are the cleaners getting treated as they should be? Yes, the impression in the video is of a gig worker, and the first impression that comes to mind is an Uber driver, or maybe a DoorDash delivery person, but what if I told you that the Fair Work Commission changes, due August 26, 2024, class cleaners as gig workers in Australia. Why? Because most cleaners are underpaid, mistreated, and incorrectly classed as contractors (over 80% percent of the cleaning industry operates like this - Sham Contracting) when they actually employees. So I ask you, if your cleaners, like Rosie are trying to earn a living, but getting to some payment that equates to $7 per hour, do you think this is fair? There is a solution - for everyone to accept that all workers deserve to be paid correctly, even if this means that the cleaning costs will go up. And just like Rosie, when she sees an opportunity to get a well paid job, where she is treated well, we get cleaners approach us. Cleaners hear from their relatives, their friends, and our current cleaners about how we treat our team, and contact us, asking how do they get a job with us. And to you, what is the outcome? A cleaner that is so appreciative to have the job, so happy to at last be paid correctly, so happy to have the training and support, they do their ultimate best to deliver to you, our clients and us, the best standard they can. So as we all end a week, I ask for some thought to be given to the Gig workers - the ones that work the hours most of us don't like to even think about working, and ask are they being treated fairly?

Check out this bp article of me and my colleagues’ reflections on the month of Ramadan!

Good morning, friends and colleagues, and Ramadan Kareem to all colleagues of the Muslim faith. The holy month of Ramadan is characterized by great personal sacrifice for those who practice the faith, and during this time, providing support, particularly in the workplace, is essential to protect and promote the well-being of our Muslim colleagues. Here are three tips to consider as an employer or manager: 1. Communication, Communication, Communication: Create awareness about Ramadan through official company channels and reiterate the company's support for employees' religious activities. Additionally, establish platforms for engagement where non-Muslim employees can actively learn how to support their colleagues during this month. Fostering understanding and empathy to create a more inclusive and supportive work environment for everyone. 2. Offer Flexibility in Scheduling: Recognize that fasting during Ramadan can affect energy levels and productivity. Offering flexible work hours or the option to work remotely can be immensely beneficial to accommodate the needs of fasting employees. 3. Provide a Dedicated Prayer Room: Designating a quiet and private space for prayer allows Muslim employees to fulfill their religious duties comfortably and will promote a sense of belonging and spiritual well-being of employees. By implementing these strategies, you can create a more supportive and inclusive workplace environment where all employees feel valued and respected, regardless of their religious beliefs. Ramadan is an opportunity for organizations to strengthen their commitment to diversity, equity, and inclusion. Let us embrace the spirit of empathy and understanding as we support our Muslim colleagues during this sacred month. Wishing everyone a blessed Ramadan filled with peace, joy, and prosperity.

Zeke says to make yourself proud this week, no matter big or small. Kate & Zeke #notyourbasicceo #kategerald #theofficialkategerald #womeninbusiness #femaleceo #notyourbasic #kag #kagrecruitment #kagrecruitmentconsultancy #womenownedbusiness #womenlead #womenpublicfigures #femalepublicfigures #femalespeakers #womenspeakers #womenpublications #womeninmaledominatedindustries

Feeling unappreciated can be tough. I guess many people have experienced this situation in their career. You put in the effort, you deliver results, but it seems like no one notices. Every single person, whether they're delivering packages or managing operations in the office, deserves to feel valued for their work. That's why we prioritize acknowledgment and support for all. We celebrate our employees in various ways, including organizing WOW awards to show gratitude for dedication and excellence. We believe in fair wages, motivating tasks, and a supportive work environment.    #EmployeeRecognition #TeamAppreciation #WorkplaceCulture #Venipak

Yesterday, I had the privilege of participating in a DEI forum hosted by Australian HR Institute (AHRI) and led by Deb Travers-Wolf, in small groups, we delved into the complexities of fostering diversity, equity, and inclusion within professional environments. As an immigrant professional, my journey here has been mostly positive. Thankfully, I've been shielded from the overt prejudices that too many still face. However, I am not immune from the subtle discrimination that comes with having a distinctly Asian surname. This subtle bias often manifests in overlooked contributions, assumptions about capabilities, or the occasional surprise at my proficiency in English. Over time, I've come to view all these challenges as opportunities for continuous personal and professional development. Instead of striving to fit into pre-existing moulds, I switched to focus on adding value where it is welcomed and where diversity is celebrated and leveraged as a strength. A key takeaway from yesterday's discussion is that cultivating a DEI culture goes beyond simply combating overt hostility. It involves confronting our own demons, our internal fears, biases, and prejudices. When we meet someone from a different cultural background or encounter practices that differ from our norm, our first reaction can often be one of fear and discomfort, and we may intend to eliminate that feeling, together with the person or the practices immediately. It's essential to recognise that we fear not the individual but rather the 'unknown' and 'unfamiliarity' they represent! Looking at DEI via capability lenses, it is all about striving to identify and adjust our automatic responses to 'unknown' and 'unfamiliarity'. Do we judge, criticise and seek to eliminate as quickly as possible? Or are we curious and brave enough to explore and understand, eventually finding ways to expand and leverage these differences? DEI challenges us to navigate our instinctive reactions to diversity, transforming our perceptions of the unfamiliar and unknown into understanding and respect. As long as we are human beings, DEI will remain crucial areas for our individual and collective attention and action. Every small step counts! We all have a role to play! What do you think? #DEI #DiversityAndInclusion #ProfessionalDevelopment #CulturalAwareness #Culturalsensitivity #CulturalIntelligence

Culture is our compass, guiding every action and decision. Agrace values are not just words on paper; they're the heartbeat of our organization, shaping who we are and how we thrive together. https://lnkd.in/geyEP7vK #CultureMatters #ValuesInAction