CSR And Talent Acquisition

"The language of #diversity, #equity, and #inclusion might change, but impactful work will not." This was the hopeful refrain of many as anti-DEI backlash and political attacks ramped up against this critical work. But as the months drew on, I wasn't seeing any compelling new language. Leaders were watching and waiting, hoping that a new framework would organically emerge that could protect our impact while being more defensible against political attacks. So I started creating that framework myself. The FAIR Framework, standing for Fairness, Access, Inclusion, and Representation, officially launches today in a new feature article for the Harvard Business Review. I wanted to create something that could build on the best of effective DEI work, discard the performative noise, and be firmly comprehensible and defensible by any leader. And after countless hours of research, it boiled down to 4 tenets: 🎯 Outcomes-Based, focused on measurable results rather than flimsy signals of commitment. 🌐 Systems-Focused, using change management to shift workplace systems, rather than surface-level awareness. 🔗 Coalition-Driven, seeking to engage the collective rather than delegating the burden of blame or change onto cliques. 🌱 Win-Win, communicating the benefits of healthier organizations for everyone, rejecting zero-sum framing. FAIR work looks like challenging discrimination in pay, hiring, and promotions, and ensuring that workplace systems set everyone up to succeed. FAIR work looks like removing barriers to participation, using universal design principles to build for all, and including users in every design process. FAIR work looks like creating a workplace culture that recognizes people's differences and ensures a high standard of respect, value, and safety for all. FAIR work looks like participatory decision-making, transparent communications, and strong track records of promises kept and trust maintained. I designed FAIR to be something any leader and practitioner can use—so long as your work meets the core tenets. If I'm being frank, however, a good deal of work calling itself "DEI" does not pass the test. The feel-good trainings with no impact measurement, the never-ending coaching services trying to "fix" the individual but never the systems holding them back, the blame-and-shame strategies that trade a moment of vindication for months of backlash; if we are to survive this moment, we cannot take this kind of "DEI" work with us. I put this framework out into the world with a healthy dose of pride and anxiety. It is far from perfect. It will certainly evolve as practitioners iterate and improve on it. But I truly believe that this is exactly the kind of rigorous, defensible framework leaders need right now to weather this storm and emerge with their impact intact. I hope you find it useful as you seek to do the same. A free gift link is in the comments—please share if it resonates.

Inclusion isn’t a one-time initiative or a single program—it’s a continuous commitment that must be embedded across every stage of the employee lifecycle. By taking deliberate steps, organizations can create workplaces where all employees feel valued, respected, and empowered to succeed. Here’s how we can make a meaningful impact at each stage: 1. Attract Build inclusive employer branding and equitable hiring practices. Ensure job postings use inclusive language and focus on skills rather than unnecessary credentials. Broaden recruitment pipelines by partnering with diverse professional organizations, schools, and networks. Showcase your commitment to inclusion in external messaging with employee stories that reflect diversity. 2. Recruit Eliminate bias and promote fair candidate evaluation. Use structured interviews and standardized evaluation rubrics to reduce bias. Train recruiters and hiring managers on unconscious bias and inclusive hiring practices. Implement blind resume reviews or AI tools to focus on qualifications, not identifiers. 3. Onboard Create an inclusive onboarding experience. Design onboarding materials that reflect a diverse workplace culture. Pair new hires with mentors or buddies from Employee Resource Groups (ERGs) to foster belonging. Offer inclusion training early to set the tone for inclusivity from day one. 4. Develop Provide equitable opportunities for growth. Ensure leadership programs and career development resources are accessible to underrepresented employees. Regularly review training, mentorship, and promotion programs to address any disparities. Offer specific development opportunities, such as allyship training or workshops on cultural competency. 5. Engage Foster a culture of inclusion. Actively listen to employee feedback through pulse surveys, focus groups, and open forums. Support ERGs and create platforms for marginalized voices to influence organizational policies. Recognize and celebrate diverse perspectives, cultures, and contributions in the workplace. 6. Retain Address barriers to equity and belonging. Conduct pay equity audits and address discrepancies to ensure fairness. Create flexible policies that accommodate diverse needs, including caregiving responsibilities, religious practices, and accessibility. Provide regular inclusion updates to build trust and demonstrate progress. 7. Offboard Learn and grow from employee transitions. Use exit interviews to uncover potential inequities and areas for improvement. Analyze trends in attrition to identify and address any patterns of exclusion or bias. Maintain relationships with alumni and invite them to stay engaged through inclusive networks. Embedding inclusion across the employee lifecycle is not just the right thing to do—it’s a strategic imperative that drives innovation, engagement, and organizational success. By making these steps intentional, companies can create environments where everyone can thrive.

How does your company manage its relationships with the people who matter most? ➤ In today's business world, the social pillar of ESG goes beyond profits it's about people. From the employees who keep things running to the communities that provide support, every organization is interconnected with individuals in a meaningful way. 💡 For example, health and safety standards ensure that workers are protected from hazards. But did you know that over 2.8 million non-fatal workplace injuries occur each year in the U.S. alone, according to the Bureau of Labor Statistics? ↳ Ensuring proper safety training and inspections isn’t just good practiceit’s essential for the well-being of employees. ➤ Then there’s human capital management, which includes fair pay, career development, and diversity. 💡 Organizations like Salesforce have taken this seriously, reporting a 50% increase in employee satisfaction after implementing policies focused on pay equity and inclusivity. ➤ Social considerations also extend far beyond direct employees. ↳Think of supply chain management where businesses have an impact on working conditions globally. A U.S.-based company may unintentionally influence the lives of workers thousands of miles away. 💡 For example, child labor is still a major issue, with 160 million children involved globally, according to the International Labour Organization. Companies are now expected to consider these broader impacts in their supply chain strategies. → Whether you're thinking about employee well-being or fair wages for a supplier across the globe, the "S" in ESG is about fostering relationships that reflect respect and responsibility. → How does your organization engage with the people it touches? #ESG #SocialResponsibility #DiversityAndInclusion #HumanCapital #WorkplaceSafety #SupplyChain #CommunityEngagement #Sustainability

🔊𝐖𝐡𝐢𝐬𝐭𝐥𝐞𝐛𝐥𝐨𝐰𝐞𝐫 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 – 𝐓𝐡𝐞 𝐒𝐧𝐨𝐰𝐝𝐞𝐧 𝐄𝐟𝐟𝐞𝐜𝐭 𝐨𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩🔊 Organizations are in Critical need of ethical oversight. Edward Snowden's case underscores the crucial role leaders play in ethical direction. As a leader, how are you shaping policies to handle disclosures? Here are a few pointers - 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: True leadership embodies transparency. Could you evaluate how your leadership is reinforcing this within your organization? 𝐂𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐚 𝐒𝐚𝐟𝐞 𝐒𝐩𝐚𝐜𝐞 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬: Leaders must cultivate an environment where employees feel secure reporting misconduct. What steps are you taking to ensure this? 𝐔𝐩𝐡𝐨𝐥𝐝𝐢𝐧𝐠 𝐋𝐞𝐠𝐚𝐥 𝐏𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐖𝐡𝐢𝐬𝐭𝐥𝐞𝐛𝐥𝐨𝐰𝐞𝐫𝐬: The stories of whistleblowers like Chelsea Manning highlight the necessity of legal frameworks. Are your organization's policies aligned with this need? 𝐄𝐭𝐡𝐢𝐜𝐚𝐥 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠: Invest in training sessions for your leadership team to pre-empt ethical issues. 𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐀𝐧𝐨𝐧𝐲𝐦𝐨𝐮𝐬 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐌𝐞𝐜𝐡𝐚𝐧𝐢𝐬𝐦𝐬: As a leader, ensure your organization supports anonymous disclosures for protection against retaliation. 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐛𝐲 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Reflect on how figures like Sherron Watkins from Enron have demonstrated courageous leadership in crises. Do you know how you can emulate this? 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐢𝐧𝐠 𝐄𝐭𝐡𝐢𝐜𝐚𝐥 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩:  As a leader, publicly recognize and reward your team members who demonstrate ethical behavior. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐟𝐫𝐨𝐦 𝐏𝐚𝐬𝐭 𝐌𝐢𝐬𝐭𝐚𝐤𝐞𝐬: Utilize historical corporate failures to inform better leadership decisions and practices. 🌐 As leaders, your commitment to whistleblower programs is vital for fostering an ethical, transparent, and successful corporate culture. ✅ You can start a leadership initiative to promote transparency in your company. ✅ Host a leadership-focused webinar on strengthening legal protections for whistleblowers. ✅ Start an 'Ethical Leadership' recognition program in your organization. ✅ I'd like you to endorse and share this post to advocate for a secure reporting environment in every organization. 😊 #ethics #leadership #learning AgileWoW

Today I have been asking myself the question: What if we're solving the wrong problem - chasing AI disruption while the real opportunity for human flourishing lies in the green economy? AI is getting all the headlines, but here's what the data actually shows: 🔹 AI impact: Creates 11M jobs, displaces 9M → Net gain: 2M jobs 🔹 Green transition: Creates 34M jobs with minimal displacement That's a 17:1 ratio in favor of green jobs. 🤯 Yet 90% of workforce discussions focus on AI disruption while climate jobs barely make the news. Why this massive disconnect? ✅ AI grabs attention - ChatGPT created immediate, visible change ✅ Green jobs seem gradual - but they're happening faster than we think ✅ Tech giants drive the narrative - while green jobs are distributed across industries ✅ 40% of employers expect AI workforce reductions - creating immediate anxiety The reality check: 1.2 billion jobs depend on healthy ecosystems Green jobs are harder to automate Climate action is literally existential Green skills show 22% growth in job postings vs 12% in available workers. Our future depends on our ability to close this gap. For professionals: While everyone's learning prompt engineering, there's a massive opportunity to apply YOUR existing skills to green roles: 🌱 Accountants → Carbon accounting & green finance 🌱 Teachers → Sustainability training & green skills education 🌱 IT professionals → Energy management systems & smart grids 🌱 Recruiters → Green talent acquisition (fastest growing field!) 🌱 Project managers → Renewable energy projects 🌱 Sales/Marketing → Clean tech & sustainable products ... and many more Maybe we should focus our upskilling efforts where the real job growth is happening? What do you think - are we chasing AI shiny objects while missing the green goldmine? Data sources: World Economic Forum Future of Jobs Report 2025, International Labour Organization, Manpower Global insights sustainability and the rise of green and turquoise jobs

At a recent industry session my mind was filled with ideas and insight...here's what I'd like to share! 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐏𝐮𝐫𝐩𝐨𝐬𝐞: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 𝐚𝐭 𝐖𝐨𝐫𝐤 As demographics shift, technology evolves, and workplace culture transforms, one constant remains: the profound impact of purpose. When employees understand their purpose and see how their work contributes to it, engagement soars, belonging deepens, and teams thrive. At Unilever, Anser Ali and his team have been running a purpose-driven program for 𝘺𝘦𝘢𝘳𝘴. What they've learned is simple but powerful: 𝑷𝒆𝒐𝒑𝒍𝒆 𝒘𝒊𝒕𝒉 𝒑𝒖𝒓𝒑𝒐𝒔𝒆 𝒕𝒉𝒓𝒊𝒗𝒆. The program helps employees explore their "why" and align it with their work, creating deeper engagement and fulfillment. 🤔So, how do you create purpose-driven cultures where employees feel like they truly belong? ✔️1. Create Space for Purpose Exploration: Invest in workshops, coaching, or reflective sessions that help employees connect with their "why." Purpose shouldn’t be an afterthought—it should be part of the workplace DNA. ✔️2. Align Roles with Personal Purpose: Help employees see how their work connects to what matters most to them. This might mean rethinking goals, projects, or even roles to better align with their sense of meaning. ✔️ 3. Foster a Culture of Belonging: Purpose drives belonging. When employees see how their contributions align with the company’s mission, they feel valued. Share stories that connect individual efforts to the bigger picture. ✔️ 4. Embrace Purposeful Attrition: It’s okay if some employees leave after discovering their purpose doesn’t align with your organization’s mission. Purposeful attrition often leads to stronger engagement and productivity across the team. ✔️ 5. Adapt to Changing Demographics: Younger generations are increasingly purpose-driven. Programs should evolve to reflect their values and leverage technology to make learning and reflection accessible and engaging. ✔️ 6. Build Belonging Through Daily Practices: Celebrate employees’ strengths and unique contributions. Foster open, psychologically safe conversations about dreams and challenges. Be like Anser and 𝐥𝐞𝐚𝐝 𝐛𝐲 𝐞𝐱𝐚𝐦𝐩𝐥𝐞—share your own purpose journey to inspire others. Purpose isn’t just a buzzword—it’s the foundation of engagement and belonging. As Simon Sinek reminds us, “People don’t buy what you do; they buy why you do it.” The same is true for your employees: They don’t just show up for a paycheck; they want to know their work matters. 𝐁𝐲 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐩𝐮𝐫𝐩𝐨𝐬𝐞-𝐝𝐫𝐢𝐯𝐞𝐧 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐬, 𝐲𝐨𝐮 𝐜𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐭𝐞𝐚𝐦𝐬 𝐭𝐡𝐚𝐭 𝐚𝐫𝐞 𝐞𝐧𝐞𝐫𝐠𝐢𝐳𝐞𝐝, 𝐥𝐨𝐲𝐚𝐥 & 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐭𝐡𝐫𝐢𝐯𝐞. 📌 Want more content like this? Follow me Andrew Calvert, PCC Follow Serendipity Engine

It's a challenging jobs market, even more so when structural inequality affects your ability to cut through and demonstrate your worth. The truth is, very few entry-level jobs go to genuinely entry-level candidates. It's a difficult problem to tackle when the scarcity of opportunities means that there are overqualified candidates for entry level roles. But if you care about creating equitable opportunities and increasing social mobility, you've got to stop doing the following: 🙅🏻♀️ Calling jobs entry-level, then hiring experienced candidates 🙅🏻♀️ Removing academic requirements, then using attainment to downselect 🙅🏻♀️ Rewarding unpaid internships, by giving candidates with experience attained through privilege and connections the edge 🙅🏻♀️ Adding "desirable" experience to job ads, when it isn't necessary (and putting candidates off in the process) Instead, you might want to try: 👏 Taking a skills-based approach to assessment, where experience in life or education is welcome as part of the process 👏 Committing to making entry-level roles entry-level, by making it clear throughout the process that you're not looking for experienced candidates 👏 Taking a contextual approach to screening candidates, where you consider their skills and achievements in the context of the barriers they've faced 👏 Ensuring your process is equitable and accessible, for example, by providing interview questions in advance and ensuring diverse interview panels You can't eliminate bias, and there is no magic answer to get social mobility "right" in any hiring process. But you *can* make small changes that have a big impact, creating more equitable opportunities and giving those who need it most a real chance to succeed.

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

🌍 Why are so many companies struggling to make progress in their green transitions? One key reason I’ve long argued is the lack of human capital. Sustainability isn’t just about technology, policies, or financial commitments—it’s about people. Without a workforce equipped with the right skills, even the most ambitious climate goals risk becoming unattainable. The newly released Global Green Skills Report 2024 from LinkedIn paints a clear picture of the challenge ahead. Despite growing momentum in climate commitments, the supply of green talent is lagging far behind demand: 🌱 Demand for green skills grew 11.6% globally in 2023-2024, but supply only increased by 5.6%. 🚨 By 2050, half of all jobs in the green economy may lack qualified candidates unless we double the size of the green talent pool. 💼 Workers with green skills are already 54.6% more likely to get hired, showing the immense career opportunities in this space. The report also highlights demographic and industry trends: 👩🎓 Gen Z: A generation eager to tackle climate challenges, but only 1 in 20 have green skills today. 👩🔬 Women: Despite progress, the green gender gap persists, with women significantly underrepresented in green roles. 🏗️ Industries in focus: Utilities, construction, manufacturing, and tech are at the forefront of the transition, with soaring demand for skills like sustainable procurement, renewable energy management, and environmental policy. This data reinforces what many of us have felt for years: we cannot decarbonize the economy without upskilling and reskilling the global workforce. Closing the green skills gap is as much about delivering on climate promises as it is about creating pathways to new economic opportunities. 🟢 How do we move forward? It’s clear that governments, businesses, and educators need to come together to build the workforce of tomorrow. Initiatives like workforce training programs, green certifications, and cross-industry collaboration will be pivotal. Take a moment to explore the report—it’s packed with valuable insights for professionals across industries. What steps do you think can companies, governments, and individuals take to accelerate the green skills transition? #Sustainability #GreenEconomy #SkillsForTheFuture #Leadership

In many organizations, employee engagement is mistakenly equated with a series of planned activities—monthly team lunches, festive decorations, fun contests, town halls, and birthday celebrations. While these moments add flavor to the workplace, they are often just that—moments. But true engagement is not episodic. It doesn’t start and end with an event invitation. It is systemic, emotional, and deeply human. It shows up not in how often an employee smiles at a party, but in how meaningfully they show up to work every day. Engagement is when: 1)       An employee feels respected—for their time, input, uniqueness, and aspirations. 2)       They see growth—not just in titles or pay, but in skills, confidence, and challenge. 3)       They feel a sense of belonging—not because of inclusion initiatives, but because the environment naturally welcomes and values who they are. These are not created through a playlist. They are cultivated through everyday interactions, leadership behaviors, policies, and the organization’s deepest intentions. Events may spark joy, but culture sustains commitment. In short: Activities attract. Culture retains. Purpose engages. Growth fulfills. When respect, growth, and belonging are embedded into the DNA of the organization, employee engagement becomes less of a goal and more of a byproduct of how things are done. #TheSanjeevCode #EmployeeEngagement #WorkplaceCulture #PeopleFirst #EmployeeExperience #EngageToRetain #FutureOfWork #StrategicHR #LeadershipMatters #HRWithPurpose #ReimagineHR #WorkCultureMatters #SanjeevaniEffect