Dylan Shimmon’s Post

Last chance to register for Equality Leaders' launch webinar on Thursday, 20 June, 1030-1100 BST 🔽 registration link in comments 🔽 Dylan Shimmon and Minaxi Mistry will introduce our newest learning experience: a bespoke ERG Accelerator Programme comprising 3 x 90-minute workshops tailored to address your ERGs' unique challenges. Upon completion, your ERGs will have enhanced capabilities to: 📌 Establish effective governance Define roles and responsibilities with a well-led, well-resourced, and well-sponsored approach. 📌 Mature as change partners Become agents of change in partnership with executive sponsors to deliver inclusive growth. 📌 Align with business strategies Ensure their work aligns with both organisational and employee expectations. 📌 Leverage their influence Facilitate talent development and sponsorship, advance pay and promotion equity, and collaborate with core operational functions. 📌 Cultivate inter-network collaboration See each other as complementary and interdependent to center the experiences of multiply-marginalised folks. 📌 Define success metrics Demonstrate business value by moving beyond activity-based metrics to those focused on sustainable impact outcomes. #Diversity #Equity #Inclusion #EmployeeResourceGroup #LearningandDevelopment #Learning #ERG #DiversityAndInclusion #EmployeeResourceGroups

At The Personal Growth Collective we strive to do things differently and create learning, talent and culture solutions that make an impact on individuals, whilst driving sustainable change in businesses. It is important to us that we don’t look at a learning solution in isolation, but we consider the important cultural elements such as policies, procedures and processes to crate lasting change, drive personal accountability and make workplaces feel like an awesome place to work. Partnering with clients to really understand their challenges and create opportunities together is THE best part of my job. So, getting an email like this onto my inbox this week really makes my day… the butterflies are just the cherry on top. 🍒 🦋 #fractionalHR #culturechange #leadership #inclusion

(The generational gap can feel like a chasm!) Bridging the Generational Gap: The Power of Reverse Mentoring in the Workplace As an HR professional with 15+ years of experience, I’ve witnessed a profound impact the ‘reverse mentoring’ can have on bridging generational gaps in the workplace. Reverse mentoring is about more than just knowledge sharing - it's a dynamic, two-way relationship where senior leaders learn from younger employees, fostering innovation and inclusion. Key Benefits: 💡Fresh Perspectives: Younger employees bring in fresh ideas and insights on technology and modern trends. 🤝Empathy and Connection : It builds a culture of mutual respect and understanding across generations 🚀Leadership Development : Junior employees gain confidence and leadership skills, while senior leaders stay relevant and adaptable. 🔄Retention and Engagement : Empowering both mentors and mentees leads to higher engagement and satisfaction. By embracing reverse mentoring, organizations can bridge the generational divide and create a collaborative, future-ready workforce. Let's leverage the strengths of every generation to drive innovation and inclusion! #GenerationalGap #ReverseMentoring #WorkplaceInnovation #Inclusion #HRLeadership #Collaboration #Mentorship #Diversity #WorkplaceCulture #EmployeeEngagement #LeadershipDevelopment #Millennials #GenZ #BabyBoomers #GenX #FutureOfWork

Employee Resource Groups (ERGs) are such a powerful way to promote diversity and inclusion at work, but how do we make sure they really thrive? Here are some tips for getting ERGs off the ground and supporting them along the way: 1. Get leadership on board: Having leaders who are all in makes a huge difference! It’s important to have executives who understand the value of ERGs and are willing to back them up with resources and support. 2. Define clear goals: Every ERG should have a clear purpose. Whether it’s about raising awareness, providing development opportunities, or pushing for policy changes, having specific goals helps keep everyone focused and motivated. 3. Provide resources and training: Make sure ERGs have what they need to succeed! Offering training for ERG leaders on how to manage and support their groups can really set them up for success. 4. Encourage everyone to join In: ERGs should be open to all employees, not just those who fit a certain mold. Getting people from all levels to participate promotes allyship and helps everyone learn from each other. 5. Celebrate wins: Don’t forget to celebrate the awesome work ERGs are doing! Recognizing their achievements and sharing success stories not only boosts morale but also inspires others to get involved. Investing in ERGs helps us build workplaces where everyone feels valued and can truly be themselves. Let’s tap into the power of these groups to drive positive change and foster a culture where everyone belongs! Have you had experience with an ERG? I’d love to hear your insights or any tips you have for making them thrive. Share your thoughts in the comments!👇 #DEI #inclusion #workplacerulturer #diversity

At The Personal Growth Collective, we are passionate about creating sustainable change with inclusion at the heart of everything we do. As a learning and development practitioner, I work with organisations and teams to drive culture change, rather than delivering one-off leadership programmes or team sessions that fade from memory after a few months. Inclusion is about ensuring that every team member feels seen, valued, and able to contribute meaningfully. I love partnering with organisations to help them get the best out of their teams by creating environments where people thrive. Some recent projects I have supported are: ⭐ Designing organsaitional behaviours that all employees have contributed to shaping ⭐ Designing two employee engagement surveys to gather feedback and influence meaningful changes, like shaping employee benefits ⭐ Establishing employee focus groups to implement changes based on direct employee feedback ⭐ Working with teams to help them get to know each other better and collectively create objectives aligned to business goals and individual strengths ⭐ Facilitating workshops for leadership teams to collectively define their purpose and agree on how they will work together, taking into account different working patterns and priorities Inclusion shouldn’t feel like a "nice to have" or a tick-box exercise — it’s about taking tangible actions that create lasting change, where everyone feels valued, respected, and able to contribute fully. If you're interested in learning more, feel free to get in touch! #InclusionWeek #CultureChange #EmployeeEngagement #LeadershipDevelopment #Aberdeen

#EmployeeResourceGroups #InclusiveWorkplaces #ERG Having an Employee Resource Group (ERG) in place doesn’t guarantee a truly inclusive workplace. The presence of an ERG is just one part of the equation; what really matters is how the ERG is organized, how much support it receives from leadership, and whether it is "allowed" to contribute meaningfully to the organization. ❓ How are your Groups STRUCTURED? How an ERG is set up can determine its effectiveness. This includes sponsorship, leadership, membership involvement, and clear goals that align with the company’s broader diversity, equity, and inclusion (DEI) strategy. ❓ How are your Groups SUPPORTED? Support from the company, particularly from senior leadership, is crucial. This could mean providing resources, budget, and the authority to influence company policies. ARE THEY THRIVING? For an ERG to thrive, it must be more than just a box to tick off. It should be a dynamic and impactful part of the organization that fosters a genuine sense of belonging and contributes to the overall culture of inclusivity. 🌟 What are some ERGs/BRGs you admire and why? Share in the comment! 🌟 Not sure how to categorize your groups? Let's schedule a free discovery call.

🚺 Myth Buster: Women's career growth is limited when they work in diverse work modes. 👉 Contrary to popular belief, firms can effectively support women's career growth across diverse work modes. Here's how: 💼 Flexible Work Arrangements: - Offering flexible hours or remote work options fosters work-life balance and increases productivity. 🎯 Targeted Mentoring Programs: - Implementing mentoring initiatives provides guidance and support to women, helping them navigate their career paths. 🌐 Inclusive Culture: - Promoting an inclusive work environment with equal opportunities and diversity training creates a level playing field for women. 🔝 Leadership Development Programs: - Encouraging women to take on leadership roles through tailored programs cultivates their skills and confidence. 📈 Recognition and Rewards: - Recognizing and rewarding women's accomplishments and achievements motivates and empowers them to pursue higher positions. #WomenInBusiness #CareerGrowth #DiversityAndInclusion #Recognition #LeadershipDevelopment #InclusiveCulture #Mentoring #FlexibleWork #ReachifyMe

If you heard Rana Hussain on the Imperfects you may be interested in our Workplace Immersion programs aimed at supporting workforces and environments of #belonging Transform Your Workplace Culture with Good.Human's New Offerings! At Good.Human, we’re committed to driving meaningful change through education, awareness, and action. We’re excited to introduce our new Workplace Immersion Sessions and Inclusive Storytelling Seminar—designed to empower organisations to build truly inclusive, equitable, and high-performing teams. 👥 Workplace Immersion Sessions: - Anti-Racism Immersion: Equip your team with the knowledge and tools to confront and dismantle racism. - Inclusive Leadership Immersion: Empower leaders to foster belonging and drive equitable decision-making. - DEIB Starter Immersion: Lay a strong foundation for diversity, equity, inclusion, and belonging. - Board Diversity and Inclusion Immersion: Guide senior leaders to drive inclusion from the top down. 📢 NEW! Inclusive Storytelling and Marketing Seminar:  A 2-hour interactive session designed for marketing and communications teams to craft narratives that resonate with diverse audiences and build deeper connections. Our sessions are available as 1-day programs or 4 x 2-hour sessions to suit your needs. Whether you're just starting your DEIB journey or looking to deepen your commitment, we've got you covered! Ready to lead with inclusion? Visit our website to learn more about our programs, or get in touch directly to discuss how we can support your team. https://lnkd.in/gZx8HDbR #Inclusion #Diversity #Leadership #WorkplaceCulture #Storytelling #Marketing #GoodHuman #CorporateTraining #DEIB

A New Era of Talent Engagement One to one networking is helping to cultivate more inclusive and human-centric environments where talent from all backgrounds can genuinely flourish. By prioritising meaningful connections and purposeful conversations, organisations can tap into a broader pool of exceptional professionals, enabling these individuals to showcase their skills authentically and without pressure. This approach not only enhances communication and leadership capabilities but also focuses on the power of human connection in an era increasingly dominated by technology. #inclusion #DiverseTalentNetworks #humanresources

As changemakers shaping the future of workplaces, we are all navigating the evolving landscape of DEI initiatives, underscored by recent challenges such as those faced by Walt Disney World. This article emphasizes the transformative power of cultivating diverse, equitable, and inclusive spaces, drawing parallels between urban design shaping physical environments and DEIB molding organizational cultures. Recognizing the correlation between social responsibility and organizational performance, we, as leaders, are urged to invest in meaningful DEIB programs to ensure talent retention. Unpacking the multidimensional facets of DEIB, from diversity and equity in hiring practices to the crucial role of leadership in fostering a culture of belonging, this article highlights the importance of a holistic approach. Focusing on meaningful conversations, embracing acceptance, and creating psychologically safe spaces can help us champion DEIB as an integral driver of our organizations' success, creativity, and innovation. Read the full article here. https://bit.ly/3V1h4J4 #DEITraining #TeamDevelopment #DEIStrategy