HR & Society: HR Can’t Fix Human Flaws

HR Can't Fix Human Flaws

HR’s job has always been evolving. We have gone from administrative paper pushers to devising strategy that has operational impact to the organizations we serve. Are we headed for another evolution in this tumultuous political environment? I think so, but like many other human-related issues within organizations it isn’t really something HR can fix with a sweeping policy, focus group, or strategy.

Let’s consider a few factors. Before November 9th of 2016 how much did you think about employees’ or co-workers political ideologies? Probably not much, but when you consider that those ideologies could be tied to human flaws particularly the flaws of intolerance and hatred – what policy of strategy are you going to devise to combat that?

Better yet, if you are an HR professional of color who is now met with an emboldened employee who is anti-anything White, Anglo-Saxon, how motivated are you to work with that person and better yet serve them? How about if they verbalize their disgust for gender-neutral bathrooms despite the current regulations in place and several members of your team are part of the LGBTQ community?

Humans are flawed and messy. That makes our work in HR – flawed and messy.

I’m not suggesting that everybody wear their political ideologies on their sleeves and draw a line in the sand. Obviously, nothing would get done if we did that. However, I think we often paint a pretty picture of how things could and should play out without considering what has a real possibility of happening. That is to say that if people are protesting in the streets and having heated arguments/differences both in real life and online that are starting to reveal some character flaws; there is little if anything that any one-size-fits-all diversity, inclusion or HR program you could do to combat that.

The challenge of our work in HR is anticipating human behavior and balancing it with checks and balances through programs and policies. If we’re honest, we have never been able to control human behavior. All we really have success in is creating the best possible circumstances for our workforces to thrive. We have never truly been in control of the outcomes. If you disagree, I will kindly ask you to go back 5-8 years, search any common HR concern and count how many of the topics are recurring from year-to-year.

Where we get better is in rethinking how we approach the recurring and new issues that crop up, with the understanding that how it all plays out is dependent on something completely out of our control – human intention and behavior.

Back to the initial concern of the political environment, the same old policy and focus groups are not going to cut it. Now, more than ever we need to be sharing our experiences as a collective community and brainstorming better solutions. We need to not be afraid to say to the C-Suite that just-in-time training and reactive policy development will no longer do their company any good. This is a time for every HR practitioner to listen more than they speak. It is time to get comfortable with uncomfortable discussions about racism in the workplace, politics, pay disparity etc. I have met way too many practitioners in my travels that all too often have these items on their yearly HR to-do-list, but consciously put them off because it either doesn’t affect them or they can’t be bothered.

If you think what is going on outside the walls of your company doesn’t have the ability to spill into the day-to-day operation, you are kidding yourself.  Your employees need a little more of the “human” out of Human Resources right now.

Here’s how you give them that “human factor”:

  • Do not ignore complaints or concerns raised around employee relation concerns. This has always been true, but right now it is even more important. You need to have a handle on any discrimination, bullying or violent behavior that may be brewing in your organization.
  • Make sure you are advising your C-Suite leaders regularly about the climate within the organization. It is important that the C-Suite and HR are in alignment on how to deal with sensitive matters. Encourage your leaders to be more visible than perhaps they are accustomed to.
  • Communicate with your workforce regularly and let them know you are available. Yes, I know you are swamped and don’t have time for people traipsing in and out of your office all day. However, would you rather that you catch an issue early or when you’re in court? Will you sleep better at night knowing you settled an employees’ concerns or would you rather see them as a number? Regular communication keeps gossip and assumptions at bay. If your employee’s know where you stand they don’t need to wonder or conjure up alternative facts. See what I did there.
  • Time to look at your programs and get some real feedback on its effectiveness. Yes, it will sting if you get negative feedback. However, the goal with any program or training is to actually usher in change. If your goal is to keep the organization afloat during these tumultuous times and keep the workforce progressing on an upward trajectory – you ought to evaluate what you are doing and how you are doing it.
  • Add some levity to the workday every week. It doesn’t have to cost a lot or be overly time-consuming. What people need is a break from reality. Regardless of what our individual ideologies are, we can all find some commonalities among us. Have a “bring your favorite board game to work day” or an ice cream sundae social. Give people a chance to see the good in their co-workers .
  • *Bonus* Watch the HR department carefully. You can’t have people so-called dedicated to making a difference for entire organizations be simultaneously pumping their fist for all muslims to be banned from the US in the breakroom or be rallying for the KKK off-hours. It is a bit of an oxymoron; don’t you think?

Creativity and heart have always been the answer to most of HR’s woes. There is no better time than now, to put both of them to use.

 

TED at IBM Recap: 3 Women Sparking Big Ideas and Activation

ted-at-ibm-2016

I had the esteemed privilege of attending TED at IBM last month in San Francisco. Admitedly, I was prepared to be impressed by their usual roster of inspiring speakers making strides in every field from technology to healthcare. However, there was something more at play at this year’s TED at IBM. I got the sense that IBM, the company wanted each of us to walk away with something more than what we had in previous years. My takeaway was the following: Although things in the world aren’t right at the moment, don’t fret as there are people working to solve the ills of society and more importantly we all have a duty to contribute in the same fashion. While IBM made no specific reference to politics or endorsements of any one candidate, their request that we all refrained from capturing pictures and posting to social media; in addition to the messages each of their speakers brought to bear sent a clear message as to which side of humanity they are on.

If nothing else, 2016 should have taught each of us that the huge global challenges we face are both diverse and emergent. Take speaker,  Dr. Laxmi Parida for instance. Her talk at this year’s TED at IBM was about her work as a Computational Geneticist where she is analyzing the genes of crops to ensure our food is safer and sustainable. She shared with us that most of the calories we consume today come from just 12 plants. Dr. Parida went on to share that biodiversity in the tropics has dropped 60% and that the likes of favorite fruits like Avocado are under threat. Most notably, she warned: ” We are a global village. As scourge affects one part of the world it quickly spreads to the others.”

We take for granted everyday that we have certain necessities like food, water, housing etc. What if none of those things exist one day or exist in crippling shortages? Some of our fellow citizens of the world know this reality all to well. While we empathize with their plight we don’t often take a moment to consider whether we will be met with the same shortfall in our own lives.

As luck would have it, I ended up on the same plane and seated next to Dr. Laxmi Parida going back home to NY. You would never know she just delivered the talk of her life sitting next to her. She was humble and friendly as we chatted and shared a bottle of Cabernet Sauvignon. My kind of gal.

Next up is a particularly moving speaker by the name of Villy Wang. When we talk about empathy and putting ourselves in the place of another- no name stands out more than Villy Wang. Upon listening to her opening remarks for her talk at TED at IBM we all heard about her childhood which appeared to be marred by her fear and hatred of African-American people. You see, Villy was raised by a immigrant single mother in NYC who was one day unexpectedly mugged by some black teens. As we all cringed listening to this story, a bright spot immediately emerges as she explains how her own disdain of stereotypes against Asian people caused her to want to understand other minorities (particularly, African-American people) and the biases they faced. The more she examined other minorities the more she came to see the economic and social disparity faced by minorities. As a result, she started BAYCAT – a social enterprise designed to teach youth for low-income and underserved communities to capture untold stories to create social change. She brought one of her students with her to TED at IBM who she asked to stand for applause. There was not a dry eye in the theater.

Having compassion for one another begins with the genuine interest in not only listening to what others have to say; but understanding and acknowledging their reality. Villy lives this and it came through in her talk.

Some more inspiration…

What does the development of chemotherapy drugs have to do with curing the ills of governments? Apparently, the two are very connected if you ask Charity Wayua. Dr. Wayua is from rural Kenya. After earning her PhD in developing chemotherapy drugs from Purdue University she returned to Kenya to use what she new to cure the ills of the Kenyan government. Her goal was no simple task. She wanted to improve government services designated for small and medium businesses.

As result of Dr. Wayua’s use of cutting-edge technology and the utilization of methodologies used to cure cancer to cure inefficiencies in the Kenyan government, she was able to shift Kenya’s rank on the World Bank Ease of Doing Business Data Bank from ranking 113 to 92. She noted that initially she believed the Kenyan government was corrupt. However, she has revised her thinking since working with them realizing that they were not corrupt in the way she first believed. Her belief is we all have a duty to roll-up our sleeves to create the change we want to see in our governments.

As we face our own dealings with corruption here in the U.S., this is a great reminder that we all have what it takes to be the change we wish to see in our government.

I could write so much more about the power of the speakers at TED at IBM, but it would never end.

What I took with me is this feeling of hope and obligation to refocus on that which is bigger and more pressing than my immediate needs. The world needs each of us to do our part whether in our own communities or at scale to cure the ills of society while making life better for others. It is time for us to use the spark within us to activate things that add value to humanity rather than detract from it.

This is a call to action I can get behind. What ideas will you “spark and activate” in 2017?

Lift Every Voice: Why Now Is Not The Time To Be Quiet

Image courtesy of Flickr.

Image courtesy of Flickr.

Many years ago, my parents enrolled me in a camp near my childhood home. The children that attended the camp were mostly black with a sprinkling of Latinos. Besides the usual water gun fights, outdoor sports and movies – I learned something that summer. It was the goal of the camp organizers that every one of us campers learned the black national anthem. If you are African-American and you grew up in the states, you have probably heard or know by heart the black national anthem: Lift Every Voice.  The camp counselors said it was important that we knew it because we come from greatness and should be proud of who we are.

All I knew back then was it was a beautiful song and it made me proud of my heritage. What I didn’t know is this song I hold dear is really a poem by James Weldon Johnson that was set to music by his brother, John Rosamond Johnson in 1899. I, also learned that the very first performance was on Lincoln’s Birthday in 1900 sung by 500 children who attended the segregated Stanton School where James Weldon Johnson was Principal.

I found myself thinking of this song recently – as I took stock of the massacres of black men and cops that have marred almost every shred of optimism and hope I have for the people of the U.S. at the moment. It got me to thinking that while it is the official black national anthem; it is a song that every citizen of this country needs to hear and embrace.

The lyrics of the anthem goes as follows (note: this is the short version):

Lift ev’ry voice and sing,
‘Til earth and heaven ring,
Ring with the harmonies of Liberty;
Let our rejoicing rise
High as the list’ning skies,
Let it resound loud as the rolling sea.
Sing a song full of the faith that the dark past has taught us,
Sing a song full of the hope that the present has brought us;
Facing the rising sun of our new day begun,
Let us march on ’til victory is won.

I won’t rehash what has gone on in this country in past two weeks, because I am not yet in an emotional place where it would be received well. Instead, I will draw everyone’s attention to the importance of speaking up when things have gone terribly wrong in the world. For as vocal as we have all become about everything from why the baristas at Starbucks can’t get your name right to the terrible service you’ve received at a restaurant – we are incredibly quiet and inconsistent on standing up for one another when injustice is plaguing one of our fellow citizens.

We raise hell if we sit on the tarmac for longer than five minutes during a flight takeoff. In some cases we take to airing our dirty, frivolous laundry out in hopes that onlookers will take pity and support us in our narcissistic moments of needing to be right in the court of “Facebook Friends” ( I really witnessed this recently). Insert hashtags, creative graphics and filters for an extra show of support for some of the world’s tragedies and you have in me a woman who is thoroughly fed up with the phenomenon of “social media activism”.

What is “Social Media Activism”?

It is when you meander from tragedy to tragedy (which often conveniently excludes tragic events that affect people of color) online with no real purpose. You will throw up a Facebook filter in support of a recent tragedy, because everyone else in your timeline did – yet you say nothing of value about the subject. It is creating a hashtag in outrage of a world event or tragedy, but the movement lives and dies on social media and never gets traction in real life. Moreover, it is when you lurk looking for opportunities online to force your political agenda, views and/or hatred for others, but you stand for nothing in real life.

None of this helps anyone if you don’t say something or even better do something when tragedy faces us as a society. I was asked in a recent interview if I worry about tackling controversial topics and whether or not it will impact business. I replied with a smile and said the following: “I am at a point in my business where I am happy to work with businesses with whom I have synergy. I don’t say anything that isn’t rooted in fact, so if they aren’t pleased with my approach they can always hire the next gal.”

While I have no desire to live in the pits of controversy day in and day out, I know that I have a following and influence. I also know that having influence puts you in a unique space to educate people and raise awareness. To be in that unique space, you need to have the courage to speak up for those who cannot or who would be otherwise ignored.

There are plenty other instances when we can laugh at absurd videos, marvel at babies and kittens and have fun while being social beings. 2016 is calling us to be more than the latest viral video or business tip we are discussing for the thousandth time. Speak up, add value, educate, collaborate with a social organization to raise awareness. Do something, but do not be silent.

Some more perspective…

I have two Caucasian friends who have been in communication with me since the killing ensued in early July and if I’m honest every killing of a black person prior to as well. Their words were kind, loving and supportive. When I say “lift every voice”, say something or do something, it doesn’t have to be a huge endeavor. It can be a simple text, email or phone call to show support or merely to listen and better understand why many of us are fed up. Just don’t be silent.

My way of doing something is to educate and speak out. I will be doing just that when I return to my Periscope.tv show Ask Czarina Live this Thursday night. I will be hosting “The Black Out” Show. It will be a show to educate and to have a civil conversation about what’s going on in this country. If you are up at 11pm EST and want to join in follow the instructions in my promo graphic. Let’s be better than what I see playing out online, in real life and in the news.

Ask Czarina Live- The Black Out Show

 

 

Food-For-Thought Friday: Speak Less, Listen More- A Lesson on Women’s Rights and Race

Image courtesy of Flickr.

Image courtesy of Flickr.

I have been deciding what I want to call the theme of my Friday posts and then it hit me: Food-for-thought Friday. My goal is to share insights I have on a myriad of topics – either inspired by content I have elsewhere on the interwebs or just something I feel warrants discussion.

Today, I am sharing my latest You Tube video from “The Aristocracy of HR” You Tube Channel. If you aren’t already aware, I post a video per week there giving the behind-the-scenes or background on the article of the week. I also post the replays from my weekly Ask Czarina Live™ Periscope show so you should definitely subscribe, but I digress.

Last night, on my Ask Czarina Live™ show I discussed pay equity for women. I talked about the fact that I am disgusted with talking about it. I also shared the startling statistics in the pay equity discussion for women of color.

Did you know?

Although white women get paid 79 cents on every dollar of their white male counterpart makes, Black women make 64 cents on that same dollar. Latinas get paid 54 cents on that same white male dollar. Women across racial demographics who are disabled make 64 cents on the dollar as well. Which brings to light that even though there is a general issue with pay equity for women, the impact is disproportionately adverse when we break it down by race and even ability.

What I find fascinating is the inability of white males and even females to see how this may be a tremendous hurdle for women of color to overcome. There is a mindset that if we (people of color) simply do the “right things” that the problem of inequity goes away and we can all go home and resume our lives as successful professionals. Quick to speak up and offer up solutions, slow to listen.

I contend that it isn’t that simple. There is a system and an institution in this country that makes it near impossible in some cases for women of color to catch up. Even if white women catch up eventually, we will always be behind. That fact doesn’t change unless, white people recognize the issue for what it is and make some serious and intentional changes in how gender and race is viewed in this country. That’s the price of being the majority. What can I say – with great power comes great responsibility as they say.

Someone on my show mentioned, “People pay for what they want.” We could make the case that the fact that pay equity is still an issue is a sign that women overall are unwanted in the workforce. I can also make the case that women of color and those who are disabled are damn near invisible when you consider the spectrum of how much the powers-that-be choose to pay us.

There are ways we can advocate for ourselves as women on the whole, but the advocacy is a harder sell for some of us. This is a fact.

Here’s the food-for-thought: Don’t be offended or quick to offer-up a solution, when women of color speak about the reality of their own plight in the pay equity debacle. It isn’t an affront to white women or anyone else. Instead, ingest the data and decide for yourself if you would want the same for yourself or your daughter. What would you do? I think I already know what your answer is.

Until the next time…thank you for reading! I appreciate you immensely. Stay tuned for more food-for-thought next Friday.

Three Tips For Implementing Real-Time Diversity Conversations

Image courtesy of Unsplash.

Image courtesy of Unsplash.

Diversity is on the tip of everyone’s tongues right now. The interesting thing about diversity is people generally give it attention at the 11th hour when missteps and poor practices have already done damage. If some new regulation calls for diversity and inclusion training , diversity mascots  experts are dusted off and asked to provide just-in-time training to show compliance.

As HR practitioners and more importantly business owners, we must all agree that a just-in-time or post-incident training is not a solution to ensuring that we foster inclusive workplaces. Whereas we have been trying to mitigate the instances of intolerance, harassment and exclusion in the workplace – we now have events and circumstances outside of the organization forcing us to have more timely discussions with staff.

The volume is turned up on racial and bigoted rhetoric. Politics are all the buzz as we move towards nominating candidates for the presidential race in the U.S. Through it all, tensions are high online and off. Do you think for a second none of this has the potential of spilling into your workplace?

If you think not, you’re not watching closely enough. More than ever, your employees need to know where you stand and how you expect them to conduct themselves. Times of controversy call for compassion, understanding and real-time diversity conversations.

Here are some tips for implementing these conversations:

1) Be timely and consistent in communicating. It doesn’t matter whether you are addressing concerns internally or externally- you will need to be timely and consistent. Waiting too long to address diversity issues of the moment- can elicit trust issues and undermine your ability to authentically connect with your staff.

2) Make it clear where you stand and what you expect of your employees. I once worked for an organization that allowed the confederate flag to be hung in the offices of leaders. Just a short twenty years ago, this same organization had employees hanging nooses in the offices of African-American employees. To date, it isn’t abundantly clear that they support a diverse workforce and it isn’t implied because it says so on their webpage.  I share this to drive home the fact that you have to walk the talk. Diversity and Inclusion is not just a policy or beautifully-written EEO statement. Diversity should be a part of your organization’s moral fiber. Your employees deserve to know where you stand and what will and will not be tolerated.

3) Keep it simple. Keep it real. Have you ever taken stock of the gestures and faces your employees make before you or any other leader starts speaking in a training or meeting? Employees are like your customers in many ways. They hate contrived messages. It pains them to watch you squirm through a conversation on race knowing that you don’t even believe the words coming out of your own mouth. Keep your message simple and be real. You have to trust that you have fully-grown adults working for you- that are capable of engaging in open dialogue on diversity, inclusion and other difficult topics.

It is our legacy in HR to create policy, procedure and programs. With pressures for businesses to show and prove their dedication to social causes – it is very clear that HR and the business have stock in managing the moral reputation of the company. Using these tips are just the beginning to the effort you need to put into a sound diversity and inclusion strategy.

In my latest “Ask Czarina Live”, I talked about what happened to MAC Cosmetics when they let a diversity debacle go too far. Check it out below.

Have questions about how to take this one step further? Contact me. I’ll answer you in a future “Ask Czarina” video.

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