I had the privilege of attending a hearing in Sacramento presented by The Legislative Women’s Caucus and the California Commission on the Status of Women and Girls called Implicit Bias and Its Impact on Women in the Workforce. While I didn’t take the day off in solidarity with the “Day Without Women” protest on International Women’s Day,…
This article is the second part in a two-part series addressing managerial best practices for conflict prevention and resolution. Part one offered the first half of a 10-point checklist that also identified potential “triggering” events or issues and turning points at which companies may be able to take proactive steps to avoid strife, improve workplace…
While every business would prefer to avoid the trauma of a RIF, unfortunately it’s an inevitable cycle that hits every organization at some point. A critical element when facing the prospect of a reduction in force (RIF) is planning and preparing extensively. To implement a reduction in force (RIF) as quickly and humanely as possible,…
In part one of this series, we discussed a trap companies often fall into when it comes to avoiding and resolving conflict: failing to anticipate and plan for high-risk situations. Part two covers situations that may give rise to the perception of unfairness in the workplace, which is another common trigger for conflicts and crises. The Perception…
I dedicate a fair portion of my professional life to resolving workplace conflict. While I enjoy helping companies once a crisis has occurred, my preference is to help companies avoid crises in the first place. Whether your role is in risk assessment and/or management, legal services, human resources, or employee relations, it is important to…
In part one of this two-part series, we covered five of the most common mistakes that employers make while conducting workplace investigations, including poor complaint mechanisms, ignoring employee complaints, failing to adequately plan an investigation, and failing to be objective while investigating employees. In part two, we will review five additional common—and costly—mistakes. 1. Failure to…
Resolving conflict in the workplace is a key issue for employers. Legal requirements have continued to expand in terms of what courts expect employers to do in order to prevent and correct wrongful behavior. In response, employers have increased mechanisms through which employees can lodge complaints related to their work environments. Employees have embraced their…
A recent study found that listeners (both male and female) are biased against female speakers even if they say the exact same thing as a man. This can be problematic in day-to-day interactions, but especially in a professional environment where women are trying to get their ideas heard. In meetings and brainstorming sessions, women can get sidelined…
aDuring our recent Lessons on Building an Effective Unconscious Bias Program webinar, we gave attendees the opportunity to pick the brains of managing unconscious bias expert and Paradigm Founder & CEO, Joelle Emerson, and Emtrain’s Founder & CEO, Janine Yancey. What is Unconscious Bias Training? Unconscious Bias training educates employees on the concept of unconscious bias, helping…
In a recent Harvard Business Review article, Pat Wadors, senior vice president of global talent organization at LinkedIn, shared the key element lacking from most diversity and inclusion initiatives: belonging. Despite increased diversity efforts, we’re not really seeing a lasting impact on minority representation in organizations. Wadors drew from her own experience as a female in a…