Laura Boyer’s Post

Dear Employees, Corporate Politics is real and there are corporate politicians. The question is: how do you navigate it without having to forfeit your career or compromise your integrity and professionalism? Check the tips below: - Avoid joining any clique, just be neutral - Avoid gossip about others or with others - Do not be loyal to anybody, let your loyalty only be for your assignment - Avoid lobbying for a favour from anybody, let the commitment to your job gives you the favour you need - Maintain good relationship and fairness while dealing with everybody - Lastly, play along, but don't align with anybody. Remember, corporate Politics is like a bloodless coup, it doesn't claim life but endangers conflicts and instability.

As someone who has experienced ageism when applying, the worst part of all this is that the folks doing this are part of HR departments!! It’s important that talent acquisition teammates are just as informed as the rest of the generalist team about this issue, and that the HR leader(s) have TA’s back if there’s a need to push back on hiring managers, to ensure equitable people practices. When TA falls short, it’s a reflection not only of their own biases, but on their HR leader(s).

Happy wonderful Friday all and hope all is gucci marvellous. 😊 I wanted to share with you - Why first impressions count.... ...Like a ball rolling down a hill, once you've had a powerful first push, you can gain traction quickly with a relationship. Momentum can also become a powerful driver, so by building on a strong first impression, businesses can build an even greater one over time due to this decisive first one. And so importantly, here is why the first impression is so important in your business. The reality is that the first interaction a customer has with your brand is a moment that heavily informs their future actions, whether that happens in a store, on your website, or in your help center. Make a great first impression, and 72% of your customers are likely to spread the word to six or more people, and here's why from existing business clients of mine... Ammugonevil Sithiam - "Yiasmin is wonderful to work with. She makes the most amazing Greek Coffee, alone worth the visit." Arch Logistics and Training Ltd - "It's very hard to put any one service above the other, Yiasmin at Company Select UK LTD is always there when you need advice or serve as council on anything legal or HR related. The services that she offers and advice given is delivered in a professional and very down to earth way that is easy to understand and therefore puts you at ease. Having started my own company for the very first time, I was extremely nervous about how things should be done. I needn't have worried, every single step of the way Yiasmin has been my constant source of support and guidance and I could not recommend her highly enough" Building trust with those who look after you in your business and in your personal life, will reward you in dividends you did not expect tomorrow. #trust #legal #hr #advice #businesssupport #accountancyservices #businessaddress #accredited #lastingpowerofattorneys #trademarks #mentor #aml #antimoneylaundering #compliance #training #legalsecretary

“… it remains the case that, for many, the prospect of a public and permanent record identifying them by name acts as a disincentive to come forward, and so hinders rather than enhances the administration of justice.”   The FWCFB has confirmed the proper construction of section 594 of the Fair Work Act 2009 (Cth) following a finding on appeal that the Deputy President had made a jurisdictional error in concluding that orders of a kind under s.594 could “only [be] granted in exceptional circumstances”.   The appeal emerges from a refusal to grant orders to prohibit or restrict the publications of any details which name or identify a complainant of workplace sexual harassment in circumstances where her employer determined that an external investigation and subsequent termination of the respondent’s employment was required in response to said allegations (as well as additional findings during the investigation). A subsequent unfair dismissal application was filed by the respondent to which the complainant is not a party or a witness.    The Full Bench considered the differing standards between s.37AG(1) of the Federal Court of Australia Act 1976 (Cth), being a test of necessity, and s.594(1) of the FWA, being a test of desirability, in the making of suppression and non-publication orders. Section 594(1) vests the Commission with the power to make an order prohibiting or restricting the publications as sought by the appellant if satisfied that it is desirable to do so “because of the confidential nature of any evidence, or for any other reason…”. Whereas, s.37AG(1) of the FCAA empowers the Court to make a suppression or non-publication order where it is necessary e.g. to prevent prejudice to the proper administration of justice, to protect the safety of any person, or to avoid causing undue distress or embarrassment.   As such, the Full Bench found that the Parliament intended to give the Commission a wider scope for exercising its direction to make such orders than the standard imposed at common law. Further, it was noted that a course of action being “desirable” can include a course that is useful, wise, sensible, prudent or worth doing.   When balancing the importance of open justice with the anonymity of complainants and witnesses, the Full Bench’s confirmation on the correct construction of s.594 supports the administration of justice by encouraging people to speak up about sexual harassment without fear of being publicly identified. Decision linked below: https://lnkd.in/gd3_w3Qr

Confessions of the “blackman” For fifteen years, I have dedicated myself to my career, consistently proving my skills and work ethic. Yet, I have repeatedly encountered companies that refuse to offer me the compensation I deserve, insisting that I must demonstrate my value first, all while expecting unwavering dedication. Consider a scenario where you apply for a role you are confident in, only to be told you have the position but will have minimal influence in decision-making processes. Imagine being deemed unfit for a leadership role, not due to a lack of qualifications, but solely because you appear too young. Despite investing significant effort and expertise into a company, I have often been told that growth in the industry requires sacrifices, including forfeiting my creativity without compensation. Picture being on the verge of signing paperwork for a role, only to find that the agreement stipulates responsibilities will change at the company's discretion, obligating you to tasks beyond your job description. This agreement, conveniently labeled as non-binding, allows the company to extract maximum effort for minimal pay. These experiences highlight a broader issue faced by “Black”professionals, who, despite their dedication and capabilities, are often deemed insufficient. The barriers we encounter are not due to a lack of talent or effort but are rooted in systemic biases and inequities that undermine our potential and contributions.

#ChrisVoss, a former FBI's international kidnapping negotiator, has this amazing book, "Never Split the difference, negotiating as if your life depended on it". I love this book! Let me share with you my 2 favourite quotes from it. 1. “He who has learned to disagree without being disagreeable has discovered the most valuable secret of negotiation.” 2. “You have to treat #negotiation like a series of little breakthroughs, followed by a few steps backward, followed by more breakthroughs.” It is a must read, must practice book. He has a group, The Black Swan Group, where people can learn the art of negotiation. (Link: https://lnkd.in/eGC9XDqk ) Well, funny enough, my favourite scene from "Peaky Blinders" is where Alfie Solomons meets Luca Changretta. (Spoiler Alert) In the end, Alfie says: "You just made a deal without negotiation, didn't you? Tommy Shelby was right about you, wasn't he?" Then he switches to Italian, and says "You plan to kill us all." Implying the fact that those who insert their will instead of negotiating are not to be trusted. (Here's the link: https://lnkd.in/eDSsGPub ) Always #negotiate, and be aware of opportunities where you cannot negotiate. Find the optimum fair game where you can optimise both yours and your future employer's payoffs. Then the game will be joyful... the game will be on!

I am overpaying someone. Technically. I’m not, but on paper I am. Don’t get me wrong, she’s worth every penny. I hired two consultants around the same time. I asked them their market rates for related but not identical work. The white consultant told me a number. The Black consultant gave me a number that was $50 less per hour than the other person. I could have just paid them both what they asked. I mean, come on! I met her exact requirements! Except then my books follow the same harmful narrative as, I dunno, the rest of history. A Black team member would be making less than a white one for comparable work. Let me be clear— No one but me would have known. That’s the interesting part of being the boss. I know all the things, and I don’t have to tell a dang soul. But that’s also literally what matters. I would know. What you do when no one is looking matters. I told her that I was going to have to match their rates because that’s fair. She legit didn’t believe me, and I get that. It costs me $50 more an hour. That’s cool. Pay equity starts with me. You too. Don’t congratulate me or pat me on the back. I don’t want to be told that I’m great or get a bunch of clap emojis. I’m sharing because if you’re in a position to hire people and set rates, you will likely be in a similar situation to this one at some point, and you have a responsibility to handle it with equity in mind. There are simple things that you can do every day to undo the power imbalance— if you actually want to. You know, if you actually see it as the problem that it is.

Integrity means acting rightly even when no one is around to see it.