Ryan Feldmann’s Post

A diverse and inclusive environment makes for a better working environment. It is primarily built in the company culture; hence, one of the ways to attract a diverse pool of applicants is by showcasing your inclusive culture. Additionally, you can include a statement in your job posting that encourages the minorities and those marginalised to apply; this simple addition can nudge those who feel left out to applying, giving you a more diverse pool of applicants. #gaprecruitment

Workplace Sexual Harassment and #MeToo Movement. Read the article about India As a legal advisor, addressing workplace sexual harassment is crucial in creating a safe environment for all employees. The #MeToo movement has shed light on the prevalence of sexual harassment in the workplace, leading to increased awareness and accountability. In Texas, laws such as Title VII of the Civil Rights Act of 1964 protect employees from workplace sexual harassment. **What is Workplace Sexual Harassment?** Workplace sexual harassment includes unwelcome behavior of a sexual nature that creates a hostile or offensive work environment. This can range from inappropriate comments and advances to unwanted physical contact or requests for sexual favors. **#MeToo Movement in Texas** The #MeToo movement gained momentum across the globe, including Texas, where individuals have come forward to share their experiences of sexual harassment and abuse. This movement has empowered victims to speak out against their perpetrators and seek justice. **Legal Protections in Texas** 1. **Title VII of the Civil Rights Act**: Prohibits sexual harassment in the workplace and covers employers with 15 or more employees. 2. **Texas Labor Code**: Provides additional protections at the state level for employees facing sexual harassment. 3. **Equal Employment Opportunity Commission (EEOC)**: Handles complaints of workplace sexual harassment and enforces federal laws. **Handling Workplace Sexual Harassment in Texas** 1. **Reporting**: Employees should report instances of sexual harassment to their employer's HR department or management. 2. **Investigation**: Employers are required to investigate complaints promptly and take appropriate action. 3. **Legal Recourse**: Victims of sexual harassment can file a complaint with the EEOC or seek legal assistance to pursue civil action. **Resources for Victims** 1. **Texas Workforce Commission**: Provides resources and guidance on handling workplace sexual harassment in Texas. 2. **Legal Aid Organizations**: Offer free or low-cost legal services for victims of sexual harassment. By understanding the laws and resources available in Texas, employers and employees can work together to prevent and address workplace sexual harassment effectively. Creating a culture of respect and zero tolerance for harassment is essential in promoting a safe and inclusive work environment for all. Workplace Sexual Harassment and #MeToo Movement. Texas

#MeToo Protecting Your Business Reputation The #MeToo movement has shone a harsh light on workplace harassment, and businesses are facing the consequences. A damaged reputation can be a crippling blow, impacting everything from customer trust to attracting top talent. Don't let your company become collateral damage. Companies with inadequate sexual harassment policies risk facing bad publicity, lawsuits, and a damaged employee morale. Read What You Need To Know About Protecting Your Business In The Age Of #MeToo. https://lnkd.in/df83rq_w #SexualHarassmentPrevention #WorkplaceSafety #workplace #culture #posh #poshact #poshlaw

🚨 **Addressing Unethical Practices in Hiring** 🚨 It's crucial for our professional community to maintain integrity and fairness in all hiring processes. Intentionally preventing someone from securing a job through deceit, bias, or malicious actions undermines not only individual careers but also the principles of fairness and equity that our workplaces should embody. As we continue to strive for inclusive and transparent practices, let's all commit to: 1. **Promoting Fairness:** Ensure every candidate is evaluated based on their qualifications and merits, not personal biases. 2. **Upholding Integrity:** Avoid spreading misinformation or engaging in practices that could unjustly hinder someone's career opportunities. 3. **Encouraging Transparency:** Advocate for clear and equitable hiring processes that provide equal chances for all candidates. Our goal should be to foster a supportive environment where everyone has the opportunity to succeed based on their skills and potential. Let's work together to uphold these standards and build a more ethical and inclusive professional landscape. #ProfessionalIntegrity #FairHiring #InclusiveWorkplace

"We are an #equalopportunity #employer and value diversity in our workforce. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law". However, it's important to recognize that while these statements are common in job descriptions, they must be supported by tangible actions within the organization. Unfortunately, in many cases, international candidates still face significant challenges despite these assurances. Let's work towards creating truly inclusive environments where all individuals, regardless of background, have equal opportunities to thrive. #DiversityAndInclusion #EqualOpportunity #CareerInsights"

As we enter a new year, it is crucial for employers to make a commitment to fair-chance hiring. At LSR, we understand the importance of giving everyone an equal opportunity to succeed in the workplace. By implementing fair-chance hiring practices, we can create a more inclusive and diverse work environment. This not only benefits the individuals who may have previous barriers to employment, but also enriches our team with a wide range of perspectives and experiences. Let's make fair-chance hiring a priority in 2024 and beyond. 🌟🌍🤝 By focusing on an individual's qualifications and skills first, we can ensure that all candidates are considered based on their potential and abilities. In 2024, let's make fair-chance hiring a top priority.

How do you ensure #inclusive and #accessiblehiring and #recruiting in your organization? #hiringprocess

Dive into the profound impact of the #MeToo movement on employment law, exploring its role in reshaping workplace dynamics and driving legal reforms. For those intrigued by how #MeToo has empowered workplaces, fostered equality, and navigated the evolving legal landscape, this article is a must-read: https://lnkd.in/evJ9ijeS  Should you have any questions or concerns about employment law, feel free to contact Mike Farhi at 201-488-7211 ext. 215 or via email at [email protected]. . . . #MeTooMovement #EmploymentLaw #WorkplaceEquality 

Should we stop calling it "diversity hiring" and just call it "hiring"? All (good/quality) hiring practices will have a diverse slate of candidates identified/included. Underrepresented backgrounds should be sought out and brought in to the mix intentionally and consistently. Isn't calling someone a "diversity candidate" just further Othering them and potentially subjecting them to discrimination? (what do y'all think? I'm a white lady who's here to learn, too!) I do want to add: diversity and inclusion in hiring efforts should have a dedicated lane, team and budget IMHO to be able to activate and maintain consistent efforts. I’m more wondering what is the go-forward for how we talk about this work? In a way that is the least harmful to underrepresented communities both within and outside of the company?