Zainub Rakla Ruane (she/her)

What’s a good way to reduce the friction, negativity, and risk often associated with a layoff or termination? Offer departing leaders—particularly those in C-Suite or VP roles—immediate access to outplacement benefits. It’s especially helpful for unexpected separations. Executive Consultant (and former CHRO) Patty Hamm dives into the details in this article: https://lnkd.in/g6Ha4BXR #NavigateForward #HumanResources #Outplacement

8

1 Comment

If you are a People Professional leading or supporting diversity, equity, and inclusion initiatives, then you know that stakeholder management is a huge part of the job. Often, it's helpful to have a plan for each of your stakeholders. Here's a list of five of the many partners DEI practitioners must have on speed dial and on rotation. And here are some questions you might find helpful to ask yourself: ❓ Are any of the stakeholders listed missing from your rotation? ❓ Do you have an intentional plan for engaging each of these stakeholders? ❓ What stakeholders are not mentioned here but should be on your list? #StakeholderManagement #DiversityEquityInclusion #ProjectManagement

2

Thrilled that #FixingLeadership has started to make its way to leaders inboxes and mailboxes everywhere! My newest book addresses the systemic gaps facing leaders and organizations today: 📌 Why conventional leadership development methods fail 📌 Why we're not investing in the next generation 📌 What skills we need to, but aren't teaching 📌 What we need to be teaching, and 📌 How to teach skills so we remember and can apply them #Leaders - this book is for you. Remember: 1. If you don't invest in your leadership, you're not learning how to solve your own or your organizations' challenges - you become stuck where you are 2. If you're not investing in others' growth and building other leaders, the weight of change and organizational improvement all falls to you - you remain the bottleneck, stuck where you are 3. If there is no succession; no pay-it-forward - then there is no legacy. The walls fall down behind you and the collective impact and economic worth of your enterprise implodes. The leadership vacuum we are seeing - IS NOT SOMEONE ELSE'S PROBLEM. Arm yourself today with the tools you'll need tomorrow to be and do better. https://lnkd.in/gGqXNghU

8

4 Comments

Two weeks ago, I had the incredible opportunity to be the keynote speaker at one of my favorite annual conferences (you know who you are :)), where I explored Generative AI (GenAI) and its potential impact on HR professionals. 🤖 In my talk, I unpacked three practical use cases, demonstrating how this powerful technology can be applied in the real world. 🌍 But amidst all the excitement, there’s still a lot of uncertainty around GenAI, especially regarding its usefulness and long-term implications. That’s why I emphasized the need for robust discussions on how AI can be adopted safely, the real questions we must answer, and how we can get started in a meaningful way.❓ 🔍 My core message? 𝗪𝗲 𝗺𝘂𝘀𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽 𝘁𝗵𝗲 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 "𝘀𝗲𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗻𝗼𝗶𝘀𝗲"—𝘁𝗼 𝗱𝗶𝘀𝗰𝗲𝗿𝗻 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀, 𝗮𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗶𝘀𝘀𝘂𝗲𝘀, 𝗮𝗻𝗱 𝘂𝗻𝗹𝗼𝗰𝗸 𝗿𝗲𝗮𝗹 𝘃𝗮𝗹𝘂𝗲 𝗳𝗿𝗼𝗺 𝘁𝗵𝗶𝘀 𝗲𝗺𝗲𝗿𝗴𝗶𝗻𝗴 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆. Our latest research on AI adoption in HR reveals a critical insight: 𝘸𝘦'𝘷𝘦 𝘧𝘢𝘭𝘭𝘦𝘯 𝘪𝘯𝘵𝘰 𝘵𝘩𝘦 𝘵𝘳𝘢𝘱 𝘰𝘧 𝘥𝘪𝘴𝘪𝘭𝘭𝘶𝘴𝘪𝘰𝘯𝘮𝘦𝘯𝘵, 𝘢𝘭𝘭𝘰𝘸𝘪𝘯𝘨 𝘰𝘶𝘳𝘴𝘦𝘭𝘷𝘦𝘴 𝘵𝘰 𝘨𝘦𝘵 𝘴𝘸𝘦𝘱𝘵 𝘶𝘱 𝘪𝘯 𝘵𝘩𝘦 𝘩𝘺𝘱𝘦 𝘳𝘢𝘵𝘩𝘦𝘳 𝘵𝘩𝘢𝘯 𝘵𝘢𝘬𝘪𝘯𝘨 𝘢 𝘵𝘩𝘰𝘶𝘨𝘩𝘵𝘧𝘶𝘭, 𝘴𝘺𝘴𝘵𝘦𝘮𝘪𝘤 𝘢𝘱𝘱𝘳𝘰𝘢𝘤𝘩 𝘵𝘰 𝘦𝘹𝘱𝘦𝘳𝘪𝘮𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯, 𝘢𝘥𝘰𝘱𝘵𝘪𝘰𝘯, 𝘢𝘯𝘥 𝘰𝘱𝘵𝘪𝘮𝘪𝘻𝘢𝘵𝘪𝘰𝘯. 💡 👇 Below, I share a snippet of this presentation, and I hope it stimulates helpful conversations. #AI #GenerativeAI #HR #Innovation #KeynoteSpeaker #TechInHR

66

7 Comments

My latest column for HR Exchange Network, "The Dimensions of Organizational Development: The Bottomline of Diversity, Equity, and Inclusion," is now live! This article explores the 13 Top DEIB Trends for 2025, showcasing how the Diversity Architect Framework™ reimagines diversity as a strategic function embedded in every part of the organization. As we move into 2025, these trends offer a roadmap to foster inclusive workplaces where DEIB becomes integral to success and growth. ✨ Highlights from the article: AI and Technology driving DEIB through data and transparency Psychological Safety and Belonging as key pillars of inclusion Financial Wellness as a core part of DEIB strategy Intersectionality breaking down silos in Employee Resource Groups Neurodiversity and Disability Inclusion fostering accessibility Diversity as a Business Unit driving innovation and growth 📖 Read the full article here: https://lnkd.in/g6XqzhZt In 2025, Brooks Consultants will host webinars, workshops, and certification programs designed to equip professionals and organizations with the tools they need to implement strategic DEIB efforts. We are committed to providing actionable strategies to help organizations embed diversity into their DNA and create workplaces where inclusion thrives. Let’s embrace new strategies, spark innovation, and align DEIB with organizational success in 2025! #DEIB #DiversityArchitect™ #Trends2025 #OrganizationalDevelopment #Inclusion #Equity #HR Cornelius Dowdell, MBA Jay Gordon Maiya W. Jeremy May, MAOL, ACC Dr. Aikyna Finch, PCC Francesca Di Meglio Association for Talent Development (ATD) HR.com

12

This article gave me new ways to think about approaching DEI , particularly as it relates to innovation “Complexity serves as friction, and in the science of innovation, friction can be a productive force. Complex teams, loaded with inherent and acquired diverse traits, have built-in friction that contributes to better outcomes.” Thank you for sharing these insights Vijay Pendakur, Ph.D.

3

1 Comment

What if we could match the high level of work inputs channeled into DEI efforts with an equally high level of equitable outcomes? In my new article for HR.com, I outline the six stages of developing cultural competence and explain how both individuals and organizations can implement this transformational approach to: 1. Shift their unconscious Filters 2. Operate from the higher stage of development DEI work requires 3. Create lasting change 🔗 https://hubs.la/Q02Cd9-S0 #SpeedOfBias #CulturalCompetence #DEI

4

There is some backlash against DEI programs despite the popularity with employees. Key stakeholders want to remove the 'E' from DEI. What's happening in your company? Do you have DEI initiatives? Are they valuable and popular? #DEI #womenintheworkplace #diversity #equity #inclusion https://lnkd.in/gazGuSrZ

6

I had a great time sharing my Six Dimensions of Psychological Safety framework in part 1 of this webinar yesterday. The next one is coming up on May 28! Have you checked it out yet? Anyone who registers will get the recording of both webinars, so you get a full picture, and can even start using this roadmap to instil more team safety. I'll talk about... ✅ The three levels of team engagement ✅ Applying six safety dimensions to team culture ✅ Learning tips to accelerate inclusion and safety ✅ Involving your team in creating a safer culture https://lnkd.in/dJr83Wer #PsychologicalSafety #inclusion #TeamCulture

3

DEI is not an HR thing... ...but it *is* usually the HR people that have to manage it. At least to begin with. That is why I developed this specific coaching program to help all my fellow HR and People team folks get to grips with the basics, get confident with the What, Why, And How, and finally be able to join the dots to get your Exec team on board with the work you *know* you want to do. It should have to be all on you, but it will be until we can change the narrative on DEI. So let me help you. And you can gain a double shot of inclusion awareness and personal confidence while you're at it. Sound good? Book a chat with me for more info, or check out the course description online. Got questions? Drop 'em below and I'll get you answers. Simples. #HR #Leadership #DEI #Allyship #Business

8

The latest DEI strategies are reshaping workplace cultures. Are you missing out? 👇   Old DEI approach: ▪️ Generic programs geared towards events and social programs ▪️ Surface-level metrics (butts in seats, number of events) ▪️ Reactive, performative adjustments that cause more harm than good New DEI approach: ✔️ Tailored DEI strategies aligned with business objectives ✔️ Deep, impactful metrics that demonstrate progress toward business goals ✔️ Proactive, data-driven planning for sustainable success You might be still relying on generic DEI solutions that barely scratch the surface of your organizational needs. DEI programs should be customized to the unique culture, challenges, and objectives of your organization. I've developed a comprehensive metrics system that goes beyond counting heads to measure the real impact of DEI on financial ROI, organizational culture, and performance. If you're still using a one-size-fits-all approach to DEI, it's time for a change. Send me a DM and let's talk about how to make your DEI efforts truly impactful. #InclusiveCulture #DEIInnovation #DFAnalytics

16

1 Comment

The Korn Ferry article offers useful advice on how professionals can ensure their good work is recognized by their bosses. However, I want to challenge the conventional framing that puts the onus entirely on employees to make their work visible, without addressing the deeper systemic issues within leadership structures that marginalize certain groups. From my experience and insights in Untapped Leadership, this kind of advice often overlooks the reality faced by underrepresented professionals—especially BIPOC, women, and other marginalized groups. They frequently operate in environments where traditional leadership norms don't just ignore but actively exclude their contributions. No amount of "speaking up" or "building relationships with higher-ups" will fully solve that problem if the leadership doesn't intentionally work to create inclusive structures where everyone's work is valued, not just noticed. At Untapped Leaders, we focus on challenging traditional leadership frameworks and fostering inclusive environments where diverse perspectives are genuinely recognized and celebrated without placing all the responsibility on the individual to advocate for themselves. Instead of focusing solely on tips for individual success in the current system, we need to reimagine leadership culture altogether, creating spaces where alignment with purpose and inclusivity is baked into how we lead and recognize talent. Yes, communication and self-advocacy are important, but as leaders, we also need to ask: What am I doing to make sure every voice is heard and every contribution is valued in my team? That’s the real shift we need to see. https://lnkd.in/gUfdCAWG

15

2 Comments

Fractional Leadership It may sound like a Shiny New Thing to some, or a "Plan B" to others. But the article featured below (from Be Bold Executive Coaching) re-frames such C-Level roles, suggesting they can offer tremendous challenges, rapidly paced growth opportunities and significant rewards for the right sort of talented executives who thrive especially in organizations facing acute and transient needs. Please, feel free to comment...your insights could inspire others to dive into this evolving leadership realm. Read more here: [Link to the article] https://lnkd.in/dae8Ad3k

4

2 Comments

This article explores the intricate relationship between vulnerability and having institutional power. This is especially pertinent for DEI or HR leaders navigating within resistant organizations and having limited resources to build impactful cultural change. The question posed is not just rhetorical but a fundamental challenge to the conventional perception of DEI leadership strength. Read Article: https://bit.ly/4ddcQEz

2

I recently dove into Lattice 2025 State of People Strategy Report, and one thing is crystal clear: high-performing teams invest in growth—even on tight budgets. The data backs this up: 68% of HR teams say L&D drives engagement, and high-performing teams know it pays off. If you’re not actively investing in skills and career paths, your team isn’t just stagnant—it’s costing you. But here’s the challenge: not every company has the budget for a full-time L&D team. That’s where fractional L&D comes in. It gives companies high-impact learning without the overhead—focused, flexible support exactly when it matters most. Here’s the cost of NOT investing in building high-performing teams: 👎Productivity tanks. 68% of HR teams run L&D initiatives to drive engagement. Engaged teams are more productive—skip L&D, and you’re leaving output on the table. 📈Turnover costs spike. Without growth paths, turnover rates rise, and you’re paying up to 200% of an employee’s salary in rehiring costs. 🚨Innovation stalls. Companies that prioritize flexibility and autonomy see 3.6x higher revenue growth. Without it? Missed opportunities and stagnant growth. Fractional L&D is how you can drive impact without the overhead. Targeted, flexible learning exactly when it’s needed. At Business Casual we see flexibility as the future. Top teams know: if you’re not investing in growth, you’re not keeping up. P.S If you like to nerd out like me, I attached the report in the comments!

26

8 Comments

It's tough having a disability - I know, I've recovered from one. Now imagine having a workplace or place of business that creates additional barriers... Find out how to create an #inclusive workplace for your employees and customers. It's not only kind, but it's good for business! #disabilities #accessibility #deib #inclusion

3