Lauren Gohde

While compensation plays a big role, it is not the only lever that organizations can pull to keep leaders accountable for DEI progress. HR Dive gathered six stories on DEI accountability, read on to explore stories on ESG, diversity data gathering and measuring DEI goals. https://ow.ly/pNxJ30sCLq5

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Absolutely, Sally. You’ve hit on a crucial point. In performance conversations, there’s also a forced effort to identify superficial development opportunities just to maintain the narrative that there’s always room for improvement. This approach can be counterproductive and demoralizing, often leading to certain areas being overemphasized while others are neglected, creating an imbalanced view of an employee’s performance. Instead, let’s consider a more collaborative and genuine approach. Ask employees where they see their greatest growth opportunities. This not only aligns their personal aspirations with organizational goals but also fosters a more authentic and constructive dialogue. By focusing on real, mutually agreed-upon areas for development, we can drive meaningful progress and avoid the pitfalls of toxic positivity. #LeadershipDevelopment #AuthenticConversations #EmployeeEngagement #ToxicPositivity #PerformanceImprovement

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May is #AAPIHeritageMonth. Learn more about how it got started in the U.S., how it’s celebrated nationwide, and why it takes place this month.

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In yesterday’s issue of the Fortune CHRO Daily newsletter, the author highlights some interesting statistics on having friends and #mentors at work. According to a recent LinkedIn survey, 42% of women say they need close friends at work vs 34% of men and 46% of women say they need a mentor vs 36% of men. The author unpacks some of the potential reasons for this contrast, but I'm super surprised so many men feel this way. Friends aside, which research shows has numerous benefits to your career and #wellbeing, what really stands out to me is the mentorship component. I can say with full confidence that I would not be in the position I am today without the mentors who have helped shape my growth, personally and professionally. In every company I've worked in, all the way back to working at Trader Joe's in high school, mentors have been invaluable. Mentors who let me bounce ideas off them that perhaps were not quite ready for prime time. Who coached me through a difficult decision. And who let me reap the benefits of their experience and add them to my own. You may be able to reach the summit on your own, but a friend or mentor would likely make it a whole lot more efficient and likely more fun. When I think about mentorship, this image of Kareem and Wooden often comes to mind. Kareem Abdul-Jabbar is one of the greatest scorers in NBA history. He had all the skills to get there, but he's quick to credit his former coach and mentor John Wooden for his impact on his success. Regardless of your gender or years of experience, don't sell yourself short by skipping on a great mentor (or even a work friend). Find one and be #intentional with the time. You'll be glad you did when you look back on your 2024 performance and even more so when you look back on the entirety of your career. Don't wait! #servantleadership #careerdevelopment

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AARP's recent lobbying efforts on Capitol Hill highlight the urgent need for comprehensive support systems for family caregivers. With many employees balancing work and caregiving responsibilities, the associated stress can significantly impact their productivity and job satisfaction. By incorporating SupportPay into your benefits package, employers can offer a practical solution for managing caregiving expenses and responsibilities. This not only alleviates financial and emotional burdens but also fosters a supportive and productive work environment. SupportPay helps ensure your employees have the resources they need to succeed both at work and at home. #HumanResources #EmployeeBenefits #Caregiving https://lnkd.in/gkqaQ48E

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Just finished listening to this great episode of SHRM’s #HonestHR podcast on creating empathetic workplaces, and it’s a must-hear! Empathy isn’t just about being kind—it’s a real driver of performance. By fostering empathetic leadership, companies can boost employee engagement, lower turnover, and increase collaboration, all while improving financial outcomes. It’s a great reminder that when people feel understood and supported, everyone wins! Highly recommend giving this episode a listen. #EmpathyAtWork #Leadership #HR

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Middle of the night thoughts. Take them for what they are :-). We have all been there, you reach out to a former colleague, hoping to reconnect, but the response is either lukewarm or non-existent. It can sting. There’s a moment of disappointment when the silence or short reply makes you wonder if that shared history still holds meaning. The truth is, life pulls us in different directions. Sometimes, people drift apart not out of indifference or ill will, but simply because their present life no longer overlaps with our shared past. We all grow, and sometimes those we once held dear may no longer feel the same connection, especially when miles or years have separated us. That doesn’t make the prior experience any less valuable. It’s important to cherish the work relationships that shaped us, even if they’re no longer a part of our daily lives. Some colleagues might not have the desire or energy to reconnect, and that’s okay. It’s a reminder that time moves forward, and while we can’t always recapture the past, we can appreciate it for what it was. Reaching out is always worth it, though. For every unanswered message, there’s another former colleague who may be waiting for that reconnection, grateful you thought of them. Appreciative that you don’t want anything other than to rebuild the connection. And if not, that’s just part of the journey. Thoughts experts? #gratefulhrcat.

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Current discussions about DEIA as an organizational imperative continue to rage. Please do not let your organization put this concept on the back burner. DEIA is a BUSINESS IMPERATIVE (not a nice-to-have). If you need analytics to support your business case - https://lnkd.in/gK56iFN6 Remember, you won't have to look for diversity; it will find you, AND diversity involves everyone! If you don't manage it correctly, YOU WILL RUN OUT OF PEOPLE (IMHO).

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🎙️ New Episode Alert: The Pivot Perspective Podcast 🎙️ 🔑 Unlock Untapped Talent In this episode, we explore why hiring differently-abled individuals—especially amputees—is a game-changer. From boosting innovation to enhancing performance, we break down the business case and benefits organizations can’t afford to ignore. 🎧 Listen now on Spotify! (Link in bio or in the comments 👇) If you’re committed to building optimized workplaces, this episode is for you. Let’s spark conversations and create real impact! @AmputeeCoalition #ThePivotPerspective #UntappedTalent #DifferentlyAbled #AmputeeAwareness #WorkplaceInnovation #DisabilityInclusion #FutureOfWork #LeadershipMatters

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I wanted to share an incredible resource that I recently came across, created by Tracie Sponenberg. Tracie has put together a comprehensive list called "SHRM Alternative Conferences, Events, Communities and More" that is sure to take your professional development to new heights. Feel free to share this post with your HR network. Let's make the most of it and continue to learn, grow. #HRCommunity #ProfessionalDevelopment #AlternativeConferences #HRNetworking #LearningAndGrowth

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Great things never come from comfort zones. I’m on the hunt for a Talent Acquisition Partner role in a dynamic, growth-oriented company. My ideal workplace is one that values innovation, employee development, autonomy and a collaborative culture. I thrive in environments where I can leverage my high energy and appetite for growth to drive impactful recruitment strategies. Here’s what I bring to the table: 🔋 𝐇𝐢𝐠𝐡 𝐄𝐧𝐞𝐫𝐠𝐲 𝐚𝐧𝐝 𝐃𝐫𝐢𝐯𝐞: My enthusiasm and passion for talent acquisition shine through in my proactive approach and commitment to exceptional results. 📈 𝐀𝐩𝐩𝐞𝐭𝐢𝐭𝐞 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐭𝐡: Constantly seeking opportunities to learn and grow, I stay ahead with professional development and industry trends. 🧠 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐓𝐡𝐢𝐧𝐤𝐞𝐫: I excel at developing and executing strategic talent acquisition plans that align with organizational goals, making informed decisions for long-term success. 🤝 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩 𝐁𝐮𝐢𝐥𝐝𝐞𝐫: Strong interpersonal skills enable me to effectively collaborate and communicate, ensuring a positive and productive work environment. 💡 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐯𝐞 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 𝐒𝐨𝐥𝐯𝐞𝐫: 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠 outside the box, I implement creative solutions to recruitment challenges, improving processes and outcomes. 🎯 𝐑𝐞𝐬𝐮𝐥𝐭𝐬-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝: Focused on achieving tangible results, I take pride in my track record of high placement rates and increased new hire satisfaction. If you’re a forward-thinking organization seeking a true professional that's passionate about talent acquisition, let’s connect and build high-performing teams together! 𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐬𝐭𝐚𝐫𝐭 𝐦𝐲 𝐧𝐞𝐱𝐭 𝐚𝐝𝐯𝐞𝐧𝐭𝐮𝐫𝐞!

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In the journey of leadership, one of the most valuable assets is the unfiltered feedback from our team members. Recently, a candid conversation with a mentee highlighted an ongoing issue that I think many leaders can relate to. This person voiced concerns about a colleague who seemed to embody traits that didn’t align with their company's values, specifically, being unprofessional, dishonest, and taking undue credit for others' work. The feedback was direct: “Why does my company still have this person on the team? I thought we had a 'no jerk' rule.” This prompted me to ask for more specifics: “Can you provide concrete examples and evidence of these behaviors? Do you have colleagues who can corroborate your observations to your supervisor." While the request for evidence was met with some frustration, it was a crucial step. As leaders, it’s essential not only to listen to concerns but also to ensure that feedback is actionable and supported by clear evidence. This approach helps in addressing issues effectively rather than making decisions based on unverified claims (gossip!). This conversation led us to a deeper discussion about a broader phenomenon: why do certain individuals who exhibit negative behaviors seem to thrive in work environments? My theory is that these individuals often excel at navigating organizational dynamics, exploiting system loopholes, or they operate in roles where their actions are less visible to higher management. So, what’s the takeaway here? For leaders, it’s important to foster a culture where open dialogue is encouraged and where concerns are addressed systematically and transparently. By demanding clarity and proof, we not only ensure fair evaluation but also strengthen our commitment to maintaining a positive and productive work environment. Creating a culture of accountability and integrity starts with us. For me, I will continue to listen actively, seek evidence, and uphold the values we wish to see in our teams. Culture and brand are intricately intertwined, much like a bird’s nest, delicate and meticulously woven together. Every conversation and interaction shapes and reinforces this connection. Each moment matters in sustaining the integrity and strength of both. Let’s be mindful of how our daily actions and dialogues contribute to the broader narrative we wish to create. Thoughts? Too pompous for a Sunday morning? #gratefulhrcat

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The workplace can be a maze of unspoken rules, especially for Black women. As a DEI advocate within TA, read Lauren Wesley Wilson's advice on how to navigate workplace norms. ✨ "Speak up" about your accomplishments. ✨ Assess if your ideas are welcomed or dismissed ✨ Actively seek feedback on work quality ✨ Build relationships, even if uncomfortable initially ✨ Identify high-performers & mirror their approach It's a tough road, but taking ownership empowers our career journeys. #DiversityAndInclusion #DEI #EquityInTheWorkplace #Intersectionality

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Not sure how I missed this earlier this year, but this article provides good reporting on why SHRM removed E and some of the backlash that occurred. The very last section provides good alternate strategies to employ, which is the direction that the Center for Accounting Transformation was moving toward anyway, so I'm glad to get affirmation that we are moving in the right direction. #betterbizculture https://lnkd.in/gKD3M3fm

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Episode #32, "Develop The Team (Educate Hiring Managers), " is live. In this episode, Elmerissa Sheets, Senior Director of Talent Acquisition and Development at Scripps Health, shares her journey from bedside nursing to leading a high-performing talent acquisition team. She emphasizes the critical role of nurturing your team, aligning with hiring managers, and responding quickly to build trust. "Taking care of your team and providing them everything they need to succeed is crucial. Your team's wellbeing must be protected." - Elmerissa Sheets In this episode, we also explore the effects of mandatory training for hiring managers to enhance the utilization of their TA technology. We also discuss why she no longer employs travelers in the ICU and examine the influence of Perfect Day/Perfect Week training across her team. Check out the full episode with Elmerissa in the comments below: #TAinthetrenches, #healthcare, #TalentAcquisition #HealthcareRecruitment #Leadership

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Mastering the fundamentals in talent acquisition is key. In an insightful conversation with Terri Lawless of Stop & Shop, we dive into the essence of effective TA. Terri highlights the importance of sticking to basics, despite the allure of new technologies and changing landscapes. She shares her strategy for managing requisitions, understanding candidate pools and ensuring a stellar candidate experience. Listen to the full episode, linked in the comments below. #Talent #Recruiters #Recruiting #HRTech

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9.11 and HR Leadership I've noticed my recent posts combine things that typically don't go together. Today's intersection is focused on the 9.11 attacks and HR Leadership. This SHRM article was shared in a private HR group this morning and I was inspired. Alayne Gentul was a SENIOR VIE PRESIDENT OF HR and sacrificed her own life to help save 40 other lives. In a world where HR is divided, this article is a great reminder that: ❤️ No job is ever too small. There are a lot of SVPs who wouldn't run into the fire for their employees. ❤️ You can never influence someone whose values mean more than a paycheck. ❤️ True Servant Leadership exists and empathy is a top skill that great Leaders possess. Alayne Gentul is survived by her husband and two sons. The article closes with this beautiful quote from her husband, Jack: "There is not a day that she is not mentioned. But it’s not sadness anymore. It’s all in affection and humor and remembrance.” As you lead, do you go through the motions or do you remember that each day is an opportunity to build your legacy? Thank you to Robyn Bayne for sharing this article and inspiring this post. #humanresources #hrleadership #servantleadership #hrleaders https://lnkd.in/g4VBny36

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Happy Friday! 🎉 This is a gratitude post for the chance to work with a local nonprofit through my freelance company, Elevate and Bloom Consulting, LLC (https://lnkd.in/d5M7EgbU). Supporting their underserved HR department to develop and retain top talent, align their employer branding, and drive impactful results has been such a rewarding experience, especially impacting our community in such a positive way. I believe true fulfillment comes when we align talent with passion, creating spaces where people thrive and make meaningful contributions. Seeing that impact in the community is what keeps me motivated. Whether it’s building talent pipelines, designing training programs, or enhancing branding strategies, every step strengthens my commitment to environments where both people and organizations flourish. My journey in healthcare, renewable energy, and aerospace taught me that talent acquisition isn’t just about filling roles; it’s about building teams with purpose. I’ve led global projects, cut time-to-fill by 40%, and boosted retention, all while putting people first. While I cherish my work with nonprofits, I’m excited for the next chapter - bringing my passion full-time as a Talent Acquisition Leader! If your organization values growth, innovation, and a people-first approach, and looking for an amazing TA leader, let’s connect! I’m ready to build teams that grow and embody the values that drive success. 💪 Keep shining, yall! #Gratitude #TalentAcquisition #AligningTalentWithPassion #NonprofitImpact #HRLeadership #PeopleFirst #NextChapter

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🚨 Workplace incivility is on the rise, and SHRM’s recent research highlights some concerning trends. According to an article in SHRM’s quarterly magazine, workplace conflict is growing across all environments—whether on-site, hybrid, or fully remote—and if employers don’t take action, the consequences could be severe. A key insight from the research? Team members are twice as likely to leave their roles within a year if they believe their workplace is uncivil. But what does an uncivil workplace look like? It can be subtle but harmful: talking to people disrespectfully, interrupting or silencing others, and excessive monitoring or micromanaging—whether face-to-face or via virtual tools—are all common expressions of incivility. These behaviors damage the culture we’re building and undermine retention, team morale, and productivity in every type of workplace setting. As leaders, it’s crucial to address these issues head-on to create a respectful, supportive environment. How are you promoting a culture of civility and respect, regardless of where your team works? #HR #Leadership #WorkplaceCulture #Retention #ConflictResolution #SHRMResearch

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