1/2/2023 0 Comments Fairest of them all mantraSo what’s the point in tracking data? Central banks don’t seem to care.Īrguably, the better guide is now structural – which one needs to ‘be political’ to understand. Local gossip is that rather than tightening monetary policy, the RBA is likely to extend its QE bond buying even further, maybe doubling it from AUD50bn to AUD100bn. I don’t pay attention to those jobs data because they are silly but it seems the RBA don’t either. Unemployment data are back around where they were pre-Covid – the end of the government’s JobKeeper scheme yesterday aside. Large parts of that economy are red hot: there are no yachts, or property with views of yachts, or fancy cars to drive you to your property with a view of yachts to be had house prices are up around 20-30% y/y, anecdotally tradies are minting it like US day-traders when stonks are up that much. One can forget about following cyclical data too. It’s no guide to who is the fairest of them all. Start neutralizing the novelty.Today is likely to be whippy due to the forced sale of some stocks by Archegos Capital Management fund – but that’s a one-off. We want empowerment, connections, belonging. Want diversity, not minority:We are focusing on so many more things than numbers.Interdependencies matter:Create psychological safety to remove the arbitrary differences and distances.It’s uncomfortable until it isn’t:As HR professionals we need to acknowledge and help employees work through the transition.Know the fairest for them all:Define what owning diversity and inclusion looks like for all the stakeholders.Love your new shirt:We as HR professionals need to manage the transition that comes with embracing the change.We shouldn’t be comfortable with incremental changes. Let’s just break the needle:Let’s get past moving the needle inch by inch.It’s not about being political, it’s about supporting your employees. Stay ready for disruption:Be ready to take morale stances on things.Get into real, intimate conversations that will drive intrinsic change. Go deep, go wide:Start provoking with purpose.To Khalilah, it’s not a program that is put in place that can have a beginning and an end. Say what ain’t so:Explain exactly what diversity and inclusion is NOT.Know your ABC’s:Know what diversity and inclusion means to you and your organization.Here are 10 mantras to help you think about Diversity and Inclusion: Inclusion is being invited to dance at the party. Khalilah Lyons from ConAgra how she thinks about diversity and inclusion using an analogy attributable to Verna Meyers, and we think it’s awesome.
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