Nicole Robinson

This is insight I wish I had earlier in my career. As HR professionals and as people leaders we often quickly jump to positive messaging or into problem solving mode when we see others struggling, instead of making space for them to really sit with and express what is troubling them. These suggested phrases allow us to listen to and affirm what our team members and others in our work and personal lives may be feeling and experiencing and provide support when, as, and if appropriate.

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Are your employees thriving or just surviving? isolved's Voice of the Workforce report reveals what 1,000+ employees say matters most. Discover ways to reduce burnout, boost engagement and support growth. Download now!

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Are your employees thriving or just surviving? isolved's Voice of the Workforce report reveals what 1,000+ employees say matters most. Discover ways to reduce burnout, boost engagement and support growth. Download now!

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Diversity, Inclusion, DEI, and Wellbeing In The New Trump Era. Just talked with 30+ HR leaders and here are my perspectives on the new role of DEI going forward. #podcast https://lnkd.in/gyc5Vnbb

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Beyond Equality: Why Equity Matters in DEI The SHRM (Society for Human Resource Management) decision to remove the word "equity" from DEI and lead with I&E is intended to emphasize inclusion first and address the current shortcomings of DE&I programs, which have led to societal backlash. While addressing polarization is a worthy and necessary goal, this move might not be the most effective. In fact, it is leading to panic and confusion and I think much of that confusion is over terminology and implementation of DE&I programs. DE&I programs are far from perfect, but being perfect is an unreal goal, so why not improve our understanding of DE&I rather than throwing out a letter! Within Diversity, Equity, and Inclusion (DEI), two key concepts can get confused: equality and equity. Equality, on the surface, sounds ideal: everyone gets the same treatment. But in reality, a purely equal approach ignores the different starting lines people have. Imagine giving everyone the same size shoes in a race – some will be left stumbling. Equity recognizes this. It's about giving people what they need to succeed. This might include mentorship programs for underrepresented groups, unconscious bias training, or flexible work arrangements for working parents. Here's the rub: true equity requires human judgment. This is where things can get tricky. Unconscious bias, where we favor those similar to us, can creep in. Efforts to promote one group can unintentionally sideline others. This can lead to a chilling effect: a fear of being seen as biased leads to avoiding certain viewpoints altogether. The intended result – a rich tapestry of ideas – gets replaced by groupthink, where everyone agrees (often on the safest options). Ironically, the push for diversity can lead to less diversity of thought! So, what's the answer? I don't think throwing out equity is ever the answer. Before we do that, let's just refine our understanding through transparency, training, and open communication. Transparency: Clearly define goals and metrics for DEI efforts and yes, you have to measure it! Training: Equip managers to recognize unconscious bias and make fair decisions. The best intended of us might have a difficult time seeing our own biases. Open Communication: Encourage diverse perspectives – even if they're uncomfortable. Building a truly equitable and inclusive workplace takes constant vigilance. By acknowledging the pitfalls, we can ensure DEI efforts foster a richer exchange of ideas, not a narrower one. So sadly, I think SHRM is overcorrecting and failing to provide the leadership that people operations professionals really need. That does not mean that I am throwing away my SHRM card. Quite the opposite, I need to be more involved with those who differ in opinion. Keep talking and listening - it is the only chance we have for positive change. #DEI #SHRM

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⭐ Deep sigh ⭐ The systemic barriers faced by Black- and Hispanic-owned businesses are not only a reflection of inequities within the financial system but also a call to action for more targeted, intentional support. Grants, therefore, serve as a crucial lifeline for entrepreneurs of color, enabling them to access much-needed resources for growth and sustainability in ways that traditional financing often does not. The fact that minority entrepreneurs receive only a fraction of venture capital funding and bank loans indicates that our current financial models are not designed to support equitable economic opportunities. We need to move beyond public relations and commit to sustainable solutions to drive meaningful change. This means advocating for creative funding models and financial products that prioritize diversity and reimagining programs like the Community Reinvestment Act to better incentivize private capital to invest in minority-owned businesses. Transparent, equitable, and innovative approaches are essential to build a more inclusive economy where all entrepreneurs can thrive.

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I often get asked what is next for TA/HR Manager where the path to CHRO is not clear or you are up against a whole team. When I started in HR 25 years ago, it was a lot more linear. Now there are many pathways and places you can take your career. Check out this great article from AIHR | Academy to Innovate HR for some ideas.

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Feeling frustrated or misunderstood in HR lately? You’re not alone. Over the past few years, HR professionals have faced challenges like the pandemic’s impact, DEI setbacks, and the rise of "quiet quitting." You’re often caught between management’s demands and employees’ frustrations. The result? High turnover and disengagement in HR roles. The solution? Cultivate connection—first within your team, then across your organization. Leaders like Satya Nadella show that fostering cultures of connection improves engagement, innovation, and overall success. #HRLeadership #EmployeeEngagement #WorkplaceCulture #Connection

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TRUE STORY: When I first stepped into the world of HR, the massive amount of regulations left me feeling super overwhelmed. From the Fair Labor Standards Act (FLSA) to state-specific mandates, the stakes are high, and non-compliance can lead to serious repercussions for both employers and employees. 😟 (You can download our FREE FLSA Checklist here: https://lnkd.in/g8sVRX_7) Here’s how I have helped my clients ensure compliance and protect their organizations: Stay Informed: ✅ Regular Updates: Subscribe to updates from the Department of Labor (DOL) and state labor departments. ✅ Professional Networks: Join HR associations like SHRM (Society for Human Resource Management) to stay connected with others in the industry and access the latest compliance information. Develop Clear Policies: ✅ Comprehensive Handbook: Create an employee handbook that includes all current labor laws and regulations. Make sure it’s updated annually. ✅ Accessibility: Write policies in clear, easy-to-understand language and make them accessible to all employees. Regular Audits: ✅ Internal Reviews: Regularly audit your HR practices and records to ensure compliance. Review wage and hour practices, employee classifications, and leave policies. ✅ Corrective Action: Identify and fix any compliance issues proactively to avoid legal headaches. Training and Education: ✅ Continuous Learning: Invest in ongoing training for your HR team and managers. Use webinars, workshops, and certifications focused on labor laws. ✅ Practical Scenarios: Use real-life case studies and scenarios to help your team understand how to apply laws in everyday situations. Seek Expertise: ✅ Legal Consultation: When in doubt, seek help from employment law attorneys or specialized HR consultants. Their expertise can provide clarity and help you navigate complex situations. 🌟 Why Join The HR Community?🌟 Staying compliant is a must for effective HR management. Compliance isn’t just about following the law; it’s about protecting our company and our team, ensuring a safe and respectful workplace for everyone. https://thehrcommunity.co/ In The HR Community, we offer our support to help you understand labor law compliance and improve your HR practice: ✅ Expert-led Training Sessions: Stay updated with the latest labor law changes and best practices through our expert-led training sessions. ✅ Safe Space for Questions: Ask questions and share experiences in a judgment-free space, gaining insights from those who have been in your position.  ✅ Comprehensive Resource Library: Access a growing library of resources that will make your day-to-day work in HR easier. What strategies have you found work best for labor law compliance? Share your thoughts in the comments below! 🌟🌟Join The HR Community today and empower yourself with the knowledge, support, and resources you need to excel in your HR career faster! 🌟🌟 Join Now: https://lnkd.in/gYNG4dQU

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I came across this article a few weeks ago and while the steps in it all make sense, it perplexingly leaves out the critical step(s) of using one's network to build connections with people in the industry, function, or at the company you want to work with. So many people can follow these steps and get nowhere because the hiring managers are bombarded with hundreds or thousands of applications. But what if you built a network that transcended industry or company that led to an informational conversation that enabled you to bypass the applicant tracking system like so many faceless/nameless applicants? If you want to get into DEI roles, happy to talk further. But it's not as simple as this article might make you believe it is. Look ahead to my own post on the subject in the coming weeks! #dibs #diversity #equity #inclusion #deijobs

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When it comes to making business decisions, putting your people first should be the priority. I totally agree with the premise of this blog and worth the short read "every major strategic decision – regardless of whether it relates to global growth, M&A activity, succession planning, investments in AI and other game-changing technologies, or the launch of new product lines – features a massive people component" Remember: the success of any strategy hinges on how it impacts your team. Let’s prioritize our people in every decision we make! #Leadership #BusinessStrategy #PeopleFirst #TeamSuccess #FuseIT

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Gen Z’s top job priority? Job security. A SHRM and Handshake report shows 69% of Gen Z candidates consider it “very important.” With a cooler labor market, stability is key for them. HR can bridge the gap by setting clear expectations and providing development opportunities that resonate. #GenZ #JobSecurity #HRInsights #TalentAcquisition

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A big thanks to my dear friend #MarkUrqhart for souppting my book. diversity done right " was named by Amazon as: Top New Release #1 Best Seller #1 Best Business Diversity, and Inclusion (book) #1 in Human Resources (book) #3 in Social Science (book) on Amazon #diversity #changestartshere #WILEY #Amazon #BarnesNoble #wgnnews

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The average workplace can improve team productivity by around 40% just by focusing on streamlining operations and focusing on collaboration. 🤝 Find out how your HR department can help.

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🌟 The Power of Talent in Shaping the Future 🌟 As I reflect on the evolving landscape of talent acquisition, one thing stands out: hiring is not just about filling roles, it’s about shaping the future. In today’s fast-paced world, attracting and retaining top talent has become more strategic than ever. 💡 What makes a difference? Inclusive Cultures: Teams that thrive come from embracing diverse perspectives. Growth Mindsets: Candidates with curiosity and adaptability are key to innovation. Empathy: Building relationships beyond résumés—understanding aspirations and values. Employee Experience: The journey doesn’t end with onboarding; it’s about creating an environment where individuals grow, feel valued, and can contribute their best. At the heart of every successful company are the people who drive it forward. Today, I’m grateful to work in a space where we’re not only identifying great talent but creating environments where they can flourish. 🙌 What strategies do you use to attract and nurture top talent? Let’s learn from each other and continue building workplaces of the future. #TalentAcquisition #Leadership #Hiring #Recruitment #PeopleFirst

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