An LGBTQIA Inclusion Story – Heroes and Villains

LGBTQ Mini-library: before and after

There was a sad local news story from Wake Forest, North Carolina, which is about 20 miles north of my home in Raleigh.  An LGBTQIA mini library (see photo) was vandalized and stolen from in front of a supportive local business.

Who are the heroes in this story?

First, this mini LGBTQIA was lovingly built by a local Girl Scout troop as a community service project.  Kudos to the Girl Scouts of the USA who continue to emphasize a fully inclusive environment for all and training our female leaders of the future to be respectful and inclusive of all.

Second, a local business, Heritage Flowers of Wake Forest, who agreed to have the mini-library installed on their property.  They are the ones who reported this vandalism and vowed to assure the library is replaced.

Who are the villains in this story?

First, obviously the person or people who vandalized this mini-library.  It is a nasty criminal act and hopefully the perpetrators will be caught and prosecuted to the full extent of the law.  And if caught, this should be prosecuted as a hate crime since it is not just a criminal act against the business owner’s property, but against the entire LGBTQ+ community.

Second, national, state and local politicians and leaders who continue to demonize the LGBTQ+ community and use it as wedge issue to gain votes from bigots and homophobes.  They use the queer community as bait to create division among citizens of our country.  And they pass laws which deny equal rights to LGBTQ+ people and that actually harm segments of our community.

And third, anyone who stands by and is not enraged by this is also a villain.  Are you speaking out about this kind of hate?  Do you refuse to vote for and support politicians who feed this hate?  People who stand by and indifferently watch injustice like this and refuse to act, or worse yet, tacitly support this hate with how they vote, are complicit.

So are you a hero or villain?  There is no middle ground on this issue.

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Stan C. Kimer is a retired IBM executive who formed his own diversity, equity and inclusion consultancy, Total Engagement Consulting, in 2010.  He is a former President of the North Carolina Council of Churches and currently a member of the Raleigh LGBT Center’s Board of Trustees.


5 Tips To Attract Top Talent To Your Company

I am pleased to share another guest blog provided by Lauren Perry on this important topic critical for any company’s success and which also ties into my consulting practice.  A large part of my work is to help my clients build inclusive recruiting strategies to hire the best diverse talent, provide programs for meaningful career growth, and build inclusive environments so that top talent wants to stay.

Draw in top talent if you want your firm to succeed and expand over the long term in today’s cutthroat business environment. The engine of innovation, productivity, and organizational greatness is its talented workforce. You need a strategic strategy that goes beyond conventional recruiting techniques if you want to make sure your business stands out and attracts the greatest people in the field. This thorough book will walk you through five professional tactics that can help you attract top talent to your company.

1. Crafting an Irresistible Employer Brand: Your Gateway to Exceptional Talent.
The way that both existing and prospective workers see your organization as an employer is known as your employer brand. Developing a strong employer brand is essential to drawing in top candidates. It’s important to convey your company’s beliefs, culture, and dedication to the professional development of your staff in addition to listing your accomplishments.

Determine what makes your business unique first. Is it an emphasis on employee wellbeing, an innovative culture, or a dedication to sustainability? After you’ve identified these distinctive features, use them in your employer branding campaigns. To expand your business, you can partner with a company that is considered an employer of record and can provide expert knowledge of HR functions.

2. Building a Positive Workplace Culture: The Magnet for Exceptional Professionals.  Not only a catchphrase, a good workplace culture attracts top talent like a moth to a flame. Provide a work atmosphere where staff members experience empowerment, respect, and worth. Encourage team members to collaborate, be transparent, and communicate openly. Promote creativity and recognize accomplishments to create an environment where workers are inspired to perform well. Putting money into staff development initiatives is one method to create a good workplace environment. Provide seminars on improving skills, mentoring programs, and chances for ongoing development. Candidates are more likely to choose your firm over rivals if they believe it offers an environment in which they can develop, learn, and prosper.

End-to-end inclusive recruiting strategies are key to hiring the best talent.

3. Implementing Targeted Recruitment Strategies: Casting the Right Net. Generic job advertisements and one-size-fits-all recruiting tactics are things of the past. You must be deliberate and focused in your approach if you want to draw in top talent. Begin by outlining the abilities, credentials, and characteristics you are seeking in a candidate. Provide thorough job descriptions that not only list the duties but also emphasize the chances for advancement and influence. Make use of industry-specific events, specialist job portals, and professional networks to find individuals with the precise capabilities your business needs. Think about collaborating with hiring companies that focus on your sector. These agencies may save you time and effort throughout the recruiting process by having access to a large pool of pre-screened individuals.

4. Competitive Compensation and Benefits: The Deal-Maker. Although development possibilities and a positive work environment are important, competitive pay and perks are still crucial in luring top personnel. Examine industry norms and make sure your compensation offers are reasonable. To entice potential hires, think about providing stock options, profit-sharing programs, or incentives depending on performance. Create a comprehensive benefits package that includes more than just the essentials. Although benefits like health insurance, retirement plans, and paid time off are anticipated, think about including special offers like gym memberships, flexible work schedules, remote work choices, and allowances for professional growth. These perks reflect your dedication to work-life balance and employee well-being while also improving the total remuneration package.

5. Cultivating a Leadership Pipeline: Investing in Future Talent. Top talent is searching for a career path that fits with their goals and objectives in addition to a job. Establishing a leadership pathway inside your company conveys a strong message to prospective employees. Establish mentoring programs that enable prospective individuals to get knowledge from seasoned experts by pairing them with experienced executives. Give high-potential staff members the chance to take on difficult tasks and responsibilities to prepare them for leadership positions in the future. Putting money into leadership development programs helps your business flourish in the long run and attracts top talent seeking a fast-paced, growth-oriented environment.

Conclusion. A diverse strategy that includes competitive pay and benefits, leadership development programs, a healthy workplace culture, employer branding, and targeted recruiting tactics is needed to draw in top talent. Recall that recruiting great talent is about more than simply filling jobs; it’s about assembling a group of knowledgeable, driven, and enthusiastic people who will propel your business to success. Put these knowledgeable ideas into practice, and watch as your company flourishes from the influx of elite talent, opening the door to an innovative, productive, and unmatched future.

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Ask me about my “Inclusive Recruiting” training for both hiring managers and for HR / Recruiting Teams that run the recruiting process.   Email me [email protected]