There are a number of hot issues, new developments, and emerging challenges will no doubt catch employers by storm in 2016. Supreme Court decisions, federal and state laws, and actions by federal regulatory agencies have called into question the very nature of the employer-employee relationship, as well as what rights and benefits employees should be entitled to in the workplace. There are, without question, a myriad of scary employment challenges for HR pros and businesses to navigate.
During today’s #WorkTrends show, our guest Beth Zoller from XpertHR discussed these regulatory issues and a variety of topics you need to know to help protect your company,and employees as a result of the many changes consistently occur. Zoller shared advice to help employers and HR professionals to be proactive and prepared to respond to important changes in a meaningful way.
If you’ve not yet joined us for a #WorkTrends show, we hope you will in the future. The community is extremely insightful and you’ll find you not only learn a lot, but meet some great people in the process. Want to experience it for yourself? Listen to the recording and check out the highlights below:
The TalentCulture #WorkTrends Show is all new on Wednesday, April 13, 2016, from 1-2 pm ET (10-11 am PT). Join TalentCulture #WorkTrends Host Meghan M. Biro, as she talks about ways to measure employee engagement with guest Leila Zayed, Vice President of Best Companies Group, a company dedicated to identifying and recognizing the places of employment that are leading the way in the best employee experience of the 21st century.
Join our social communities and stay up-to-date! The TalentCulture conversation continues daily. See what’s happening right now on the #WorkTrends Twitter stream, in our LinkedIn group and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics on our website or through our weekly email newsletter.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2016-04-08 11:17:352020-05-31 15:16:32#WorkTrends Recap: How to Face the Scariest Employment Challenges of 2016
The TalentCulture #TChat Show is back live on Wednesday, July 30, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET.
Last week we talked about the state of HR Technology, and this week we’re talking about workplace bullying and the legal and moral implications.
Wow. According to one recent study, 96% of American employees experience bullying in the workplace, and the nature of that bullying is changing thanks to social media and online interactions.
Even though the employment world is already heavily regulated, one major gap remains: workplace bullying. No state prohibits bullying, unless it relates to a protected group (such as race, sex or disability).
But workplace bullying has harmful, reverberating effects, not only on the victims, but also on the witnesses. The good news is that we don’t need to wait for a law to be enacted to prevent and respond to bullying.
Progressive employers who want to be successful ensure their cultures are bully-free. This week’s guest will talk about how.
Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about workplace bullying with this week’s guest: Jonathan Segal, an employment lawyer and partner with the international law firm Duane Morris LLP, as well as an active TalentCulture #TChat community member.
Sneak Peek: The Legal And Moral Implications Of Workplace Bullying
#TChat Twitter Chat — Wed, July 23 — 7:30 pm ET / 4:30 pm PT Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:
00Red Branch Mediahttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRed Branch Media2014-07-27 17:00:522020-05-27 17:59:41#TChat Preview: The Legal And Moral Implications Of Workplace Bullying
“Discrimination due to age is one of the great tragedies of modern life. The desire to work and be useful is what makes life worth living, and to be told your efforts are not needed because you are the wrong age is a crime.”—Johnny Ball
Who wouldn’t agree with that statement, in theory? But in fact, age discrimination persists. Why? And what should talent-minded professionals do about it? These were the core issues we tackled at this week’s #TChat Twitter forum.
To help us take a collective look at the impact of age discrimination on today’s workforce, two of the HR community’s sharpest thought leaders joined our moderator, Cyndy Trivella:
Here are some top takeaways, followed by resource links and the #TChat highlights slideshow:
Ageism “Sniff Test”
Age discrimination is often not as overt as other forms of bias. When interviewing for a position, older candidates may be told that they’re not the right “fit” for an organization, or they’re “overqualified” for a job. Younger job seekers may be told to pursue unpaid internships to “gain more experience.” Either scenario may be appropriate — but when a pattern emerges, it’s most likely a systemic problem. Similarly, if employees “of a certain age” are consistently left out of communication loops, meetings and business decisions, discrimination is a likely culprit.
Ageism can be a factor at any stage in our lives — and tension seems to be mounting at both ends of today’s workforce, as the economic slowdown continues and more employees are retiring later in life.
What’s The Source?
Discrimination based on age (or other arbitrary criteria) stems from our need to categorize the abundance of information that surrounds us each day. Classifying information helps us process the world more efficiently — but not always effectively.
Start with the hiring process. Hire the best candidate for the job. Use performance based hiring to avoid age discrimination. Consciously strive for a fair, inclusive, transparent recruitment process.
Create a cross-mentoring program. This makes sense for employers in the face of today’s talent shortage. It encourages knowledge sharing and helps support succession planning. It can also boost employee engagement.
What Can Each Of Us Do?
Consider listening and inquiry your personal weapons in the war against age discrimination. Never stop learning — no matter what your age. Embrace technology and use it as a tool to network with others and learn from them. Look for opportunities to grow personally and professionally, and share ideas with others at social forums, like #TChat Twitter — where diverse thinking is always welcome!
For more inspiration, see resource links and #TChat event highlights in the Storify slideshow below. If this post inspires you, be sure to add a comment below or jump into the #TChat stream any time. In our world of work, everyone is welcome, at any age!
#TChat Week-In-Review: Age Discrimination Perception + Reality
#TChat Twitter: This week, we by-passed #TChat Radio. Instead the entire community set the #TChat Twitter hashtag on fire, as our guests joined moderator Cyndy Trivella in a lively discussion about 6 key age discrimination issues. The hour flew by, as thousands of ideas and opinions hit the stream. For highlights, see the Storify slideshow below:
#TChat Highlights: Age Discrimination Perception + Reality
GRATITUDE: Thanks again to Steve Levy and Heather Bussing for shining a light on workplace age discrimination. We welcome your enthusiasm and perspectives anytime!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about age in the workplace? We’d love to hear your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week we focus on next-generation workplace leadership with our special guest, YouTern CEO, Mark Babbitt! Watch for more details in the coming days.
https://talentculture.com/wp-content/uploads/2013/10/4840173904_6da91e85c2_b.jpg308604Chantal Bechervaisehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngChantal Bechervaise2013-10-10 15:55:092020-05-25 18:02:36Age Bias At Work: Bad Business #TChat Recap
But wait. There’s another truth that no one in the workplace can afford to ignore. Discrimination is a career killer. Age bias may be as old as the hills, but that doesn’t mean it’s acceptable or even legal to let it poison your company culture. And in today’s transparent world of work, that kind of behavior is bound to be exposed, sooner or later. So let’s step back and re-frame this issue.
Smart Leaders Know Age Is Not A Factor
Today’s global economy is highly competitive. Successful organizations need all the creative, useful ideas they can get. It doesn’t matter if the source is old, young or in between. As French playwright Moliere said, “I take my good where I find it.”
Yet the labels persist. You’ve heard it before: Gen Yers are lazy, entitled, and preoccupied with digital connections. Gen Xers are cynical, alouf, and make lousy team players. Baby Boomers are stodgy, inflexible, and can’t relate to younger people. Can you find individuals who perfectly fit these descriptions? Sure you can. But can you find many other people who smash these cliches to pieces? I certainly hope so! I’m one of them.
Removing Age From The Workforce Equation
If you’re serious about your success — as well as your organization’s success — you’ll reach to the best and brightest no matter how old or young they are. But how can you avoid the trap of generational stereotypes? Here are 5 steps to consider:
1)Be aware and be vigilant. Take a quick personal inventory. Do you see some signals that shouldn’t be there? You’re not alone. All of us let age stereotypes creep into our thought patterns and behavior. It happens more than most of us want to admit. Come on. Own up. Face it by formalizing it. List the age-related assumptions you make about people. Become mindful. You can’t stop stereotyping until you’re willing to recognize how you do it.
2) Disprove the stereotype. Now that you have your list, find people who make a mockery of it. The Gen Xer who has worked 80 hours a week at the same company since college; the Gen Yer who created a cohesive, winning team; the Boomer who invented a wildly exciting new technology product.
3) Retrain your brain. Now that you know who and how you stereotype, and you know how false and limiting your “reality” is, train yourself to stop believing the lie. Be prepared to practice. Making snap judgments about people based on obvious attributes is deeply ingrained in us all. Unlearning this behavior takes time, but every step is a move in the right direction. When you meet someone, pay attention to your internal response — both intellectual and emotional. If you stereotype them, consciously tell yourself to look past it, and instead look at other characteristics that are more relevant.
4) Be open to “see” the person “in 3D.” There’s a word for someone who doesn’t measure individuals by their unique strengths and talents. That word is “fool.” You’re working to build a successful career, project, or enterprise. Why in the world would you limit yourself by refusing help from willing and able contributors? Embrace the talent that is available to you. Judge people by their past performance and potential to add value in the future. Age is irrelevant in that context. You need everyone to deliver their best effort. Stay open to possibilities and reach out.
5 ) Make it a habit. The goal is to build a network that transcends stereotyping. Make a conscious effort, at least once a week, to spend time with someone whom you would have stereotyped in the past. If you’re a Gen Yer, take a Boomer out to lunch. Listen to their story and soak up lessons from their experience. If you’re a Boomer, seek out a Gen Yer to mentor. Ask what’s on their mind and how you can help. Then listen closely to how they respond. No matter what age you are, be willing to discuss personal limitations and ask for input and feedback. Too often we assume it’s a sign of weakness if we admit our concerns and shortcomings. But actually it’s a strength. As Moliere suggested, take your good where you find it. I’m not sure how old he was when he penned that advice, but honestly, it doesn’t matter!
Bottom line: In the workplace and in every other aspect of life, stereotyping is self-destructive. It denies our basic humanity, and the ability we all have to transcend superficial categorization. Smash stereotypes, celebrate individuality, and you will learn, grow, and build stronger relationships. You’ll also be a business leader that others will want to follow.
https://talentculture.com/wp-content/uploads/2013/10/httppixabay.comenchrome-metal-cage-cages-ball-103695.jpg350700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-10-09 08:34:382020-05-25 18:02:26How To Break The Age Bias Habit
This week, the TalentCulture community action is truly nonstop, with a trifecta of #TChat events! Let me help connect the dots between these three elements — old dogs, new tricks and HR lessons to live by:
3) But Are “Old Dogs” Willing? Perhaps too often in today’s digitally driven workplace, it’s suggested that innovation is a young person’s game. But is that perception realistic? Is it fair? And is it even legal? Those questions inspired us to focus on age discrimination at our weekly #TChat Twitter chat, this Wednesday Oct 9.
I sat down briefly with Steve in a joint G+ Hangout to frame this topic. Watch now, and I’m sure you’ll won’t want to miss what should be a lively and helpful social learning opportunity this Wednesday on Twitter!
#TChat: Age Discrimination at Work: Perception and Reality
This week, we’ll skip the #TChat Radio interview and jump right into the #TChat Twitter stream, with event moderator, Cyndy Trivella. Everyone with a Twitter account is invited to join us as we discuss these 5 questions:
Q1: Do you see age discrimination at work? Describe it. Q2: If a company hires or fires with age in mind, what does that say about its culture? Q3: Which is more prevalent / problematic: discrimination of young or old? Q4: How can we improve the perception and reality of age at work? Laws? And…? Q5: What role can technology play in empowering older workers?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So feel free to contribute your thoughts. Please join us and share your ideas, opinions, questions, and concerns!
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/10/SteveandTim.jpg300599Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-10-06 15:29:152020-05-25 18:00:57Old Dogs + New Tricks: Will HR Learn? #TChat Preview
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