Diversity Matters

There are approximately 125.9 Million adult women in America and approximately 60 million millennial's, according to recent census numbers; so 186 million out of the roughly 319 million people in America.  This is over half of our population, yet these are two groups often misrepresented and misunderstood in the workplace. 

I was reading through some human capital trends this week in a report published by Deloitte (Global Human Capital Trends 2016) and it is interesting to see data as it relates to Millennial's and the issues which are on their respective radar.  As we seek to find new ways of recruiting and engaging our current and future employees, the focus must specifically include and understand women and Millennial's.  I am proud to work for an organization where approximately 50% of our senior leaders are female - our Chief Financial Officer, Chief Transformation Officer (our leader over strategy, product and content), our Chief Legal Counsel, our Chief Content Officer, and our CEO of our digital company. 
   
With women at half the U.S. population and millennial's about one-quarter, addressing the needs of these workers is essential for all of us as employers. What’s good for women and millennial's is good for everyone.  It’s absolutely crucial to keep our finger on the pulse of our constantly changing landscape of HR topics and issues. By looking closely at data, research, and surfacing the most pressing themes, we better understand the trends in concerns and behaviors of employers and employees around benefits, compensation and leadership.

Let’s focus in on Millennial's and women for a minute.  A few data points which caught my eye:

    - 71% of Millennial's likely to leave their current company in the next two years are unhappy with their development.
    - 66% of Millennial's expect to leave their organization by 2020.
    - 63% of Millennial's believe their leadership skills are not fully being developed.
    - Employees who work for a female manager are 1.26 times more likely than those who work for a male manager to “strongly agree” that there is someone at work who encourages their development.
    - ONLY 7% of companies have accelerated leadership programs for Millennial's AND only 4% of companies believe they are good at engaging Millennial's.
    - 90% of Millennial's would prefer improved benefits over a pay raise.
    - The benefits with highest correlation to employee satisfaction were: health insurance, paid time off, and retirement savings options.
    - Men earn 24.1% higher base than women, on average.
    - 67% of US employees were likely not to apply for a job at companies where men and women were paid unequally.
   
What does this all mean?  It means diversity matters.  And it means understanding the needs of ALL our employees will make a difference.  Talent is what differentiates all employers.  We can all purchase the same equipment, buildings, supplies… what we cannot all do equally is hire great talent.  Today I am focusing on Millennial's and women, but I could have easily focused on “Boomers”, Native Americans, Disabled, Veterans, etc.  If we are not paying attention to the needs of a specific sub section of our workforce, we essentially are excluding them from our talent pools.  How do we take data like I referenced above and incorporate this into your talent strategies?  How do we better understand the needs of our changing workforce?  How do we choose where to use our resources?  We start with data, we seek to understand, we invest in transparency and openness.
   
As Kaytie Zimmerman said in a recent Forbes article on retaining Millennial's, “Among millennial's, there is a collective shout to employers to develop them, mentor them, and give them opportunities to lead. Companies that offer their youngest employees the ability to grow within their organization are more likely to hang on to them or prevent job-hopping.”   I think this rings true with MOST employees.  The Deloitte survey also found that those intending to stay with their organization for more than five years are twice as likely to have a mentor (68%), than not (32%).   One staple of this millennial generation is that they want feedback, but it is probably time to consider a different approach to the old school mentor and mentee relationship. Just as millennial's can learn from long-term employees, your business can learn just as much from them. Millennial's grew up with technology, which has created a culture of transparency. In a day when one tweet can take down an entire company, millennial's expect the company they work for to be upfront. In the information age, it's hard enough for companies to hide things from the consumer, let alone their own employees.  If your company has a traditional hierarchy, think about those implications – maybe time to rethink the structure. You don't have to go as far as some progressive west coast companies and eliminate leaders entirely, but you should ensure that the millennial's in your company have a voice. Highlight their accomplishments and let them know you value them, which will motivate them to go above and beyond for your business.

So…we need to be more aware of the data on our workforce, the trends that exist, and the rapidly changing world we live in.  We need to change or get passed by.
   
Together.  We.  Win.

Dave Harmon

People Division

“Kindness is Currency”

LinkedIn: linkedin.com/in/davidharmonhr

Follow Dave and other USA TODAY NETWORK highlights at: Twitter, LinkedIn, Instagram,  Facebook, The Muse and Gannett Careers

Do you have a bucket list?

Bucket lists.  We hear about these a lot lately.  Thanks Morgan Freeman.  Do you have a life bucket list?  Italy, skydiving, playing the drums, Harley ride to Sturgis, and anything with my wife and kids. These are a few on my list.  

What about work?  Have you thought about your work bucket list?   We all have career aspirations, but what is important to you beyond getting "that job"?   If you write down a list of all the things you want to achieve it can be extremely motivating and help to keep you focused.  We all have differing careers and interests which may drive our lists.  Here are some thoughts I have:

I want to master social media.   Not in a Kardashian way, but become a followed HR expert who can share my knowledge, experience and any wisdom I have with others.  To be helpful in providing insight to others to make their lives better.  I want to be relevant and funny, inspiring and thought provoking, and mostly .... helpful.  

I want to fundamentally change performance management in Corporate America. Less administration, more neuroscience, more conversations, less stress, more forward focus, less politics, more automation, etc.  We have piloted a few ideas in the last few years ... and we are close.   SMART goals, succession planning, the correct compensation models.   These were well meaning when they were created but the models need updating.  Soon. 

I want to be a better listener.  I want to focus more.  Be less distracted.  Be in the moment.  Understand their point of view ... completely.  Listen to learn not listen to respond.  Be more patient. This is a life long journey.  Better than I was a decade ago, not yet where I want to be.  

I want to make a difference everyday.  I want to go to bed every night knowing I made a difference with somebody each and every day.  Random acts of kindness.  Thoughtful acts of development.  Empathetic acts of support.  Spontaneous acts of fun.  It takes thought and action to make this happen.  

I want to be better at work life balance.  Not less hours worked, but ensuring my priorities are aligned with the important issues in my life.  This includes my wife, my kids, my Dad, my health, my adrenaline, my career, my hobbies, my sports, my passions, my friends, a long list to keep balanced.

I want to retire early.  From Corporate America.  To make a difference with those less fortunate.   To be more like my wife and her involvement with kids in the community. Her selflessness, her giving spirit, her caring.  She is special. 

I want to be better.  Learn more.  Open to change.   Take risks.  Be nicer.  Help others.   Have fun. 

My list has a few more, but this is my work bucket list.  What is yours?  

Dave Harmon

People Division

“Kindness is Currency”

LinkedIn: linkedin.com/in/davidharmonhr

Follow Dave and other USA TODAY NETWORK highlights at: Twitter, LinkedIn, Instagram,  Facebook, The Muse and Gannett Careers

March...Ah the "Madness"

Reading the article in the USA Today, “NCAA tournament: Ranking Thursday's 16 first-round matchups” (Timanus and Gleason), it reminded me of how there are certain events in our country that seem to bring people together regardless of backgrounds. As they write in the article, “With all due respect to the participants in the First Four round, the opening Thursday of the NCAA tournament is widely viewed as the real beginning of the Big Dance. It’s the day that marks the start of the weekend when March Madness is at its most, well, mad. It’s the day when your carefully thought-out bracket predictions either take shape or get relegated to the recycling bin of history.”  It is one of the most talked about events throughout the year.  And the odds are almost even money that someone with no basketball knowledge can do as well at picking teams as the most studied hoops junkie.  So what should companies do?  Embrace it!  This is an opportunity to bring your team together – your biggest diversity issues will be Kentucky or Louisville, Dukie or UNC, or ACC vs Big 10.  Wow, wouldn’t we all love for THAT to be our diversity challenge?

I think companies that try to squash the fun end up losing in many ways.  If you have good leaders, good goals, a good culture and great employees – guess what…they will watch, celebrate and GET THEIR WORK DONE.  We are always searching for ways to get our teams to come together, we are always looking for ways to build relationships, we are always looking for ways to improve communication within the team, we are always searching for something to drive that competitive spirit, we want a better culture.  “March Madness” provides a terrific opportunity to make progress in all those areas.  It allows for employees to bond over common interests, which helps build friendships.

Staffers at the marketing company Phelps will be able to keep an eye on the games at their desks or on conference room TVs. CEO Joe Phelps says his 86 employees are “hard workers, often staying late or completing projects on weekends”, so he's fine if they work a little less hard during days when games are on during office hours.  "If you hire the right people in the beginning who are motivated and productive, then we're past the time of measuring and having everyone with their nose to the grindstone all the time," said Phelps, whose company is based in Playa Vista, California.

Also, what I have learned in my quarter century in Human Resources…well… people are going to do what they want to do.  First day of hunting season in Wisconsin, Day after Thanksgiving, St.Patrick’s Day, MLB Opening Day, Cyber Monday…..the list goes on.  What is common about these days?  People will find a way to do what they want.  The smart companies recognize this and use it to enhance their own company culture.  “If you can't beat them, join them.”   You're not going to stop people from watching, just as you're not going to stop people from clicking on the Internet.   Moreover, trying to clamp down on our employees is likely to be a morale buster. As leaders, we should use the tournament or events like the Super Bowl and World Cup soccer games to build camaraderie and a positive atmosphere.  Maybe even bring the popcorn and pretzels.

According to a report published by WalletHub, corporate losses based on unproductive workers is estimated to be more than $1.9 billion. Those numbers include long lunches that hoops fans take to watch games, time spent checking brackets during the work day, and employees taking sick time to watch or go to games.  As Michael Sheffield reported in Memphis last year, “When the University of Memphis Tigers last played in the tournament a couple of years ago, the city essentially shut down from tip-off until the end of the game. But, the good news was most executives were probably sitting next to their employees watching the games.”  Take this estimated UNPRODUCTIVE time and use it to build FUTURE productivity.  Teams ebb and flow in productivity.  Teams bond as they rally together around certain events – acquisitions, software implementation, new programs, and yes, even March Madness.  Think of March Madness as a strategic opportunity to build a better team.

During March Madness, we see a wide range of diversity.  We see it on the playing courts, on the coaching sidelines, in the stands, at fan parties and in all the advertising. Ah, the “Madness.”   It’s a good example of how diverse cultures, socioeconomic backgrounds, races, genders, lifestyles and differing viewpoints come together to celebrate in sports.   So, when we look at the basketball games starting today running through early April, know that diversity is still a piece of the Madness, and it’s still evolving. Help us evolve.  Have fun and enjoy the time.

Together. We. Win.

Dave Harmon

People Division

“Kindness is Currency”

LinkedIn: linkedin.com/in/davidharmonhr

Follow Dave and other USA TODAY NETWORK highlights at: Twitter, LinkedIn, Instagram,  Facebook, The Muse and Gannett Careers

Being different makes the difference

This weekend, as I was winding down Sunday night and thinking about my Monday work day – I was talking with my wife about various things.  The 2017 iHeartRadio Music Awards were on in the background and we would occasionally pause to watch a bit of the show.  Justin Timberlake had just won an award for his “Can’t Stop the Feeling!” song.   A catchy tune we all have in our heads.   What caught my attention was his inspiring message about anti-bullying and the importance of inclusion.  I am not usually a big fan of celebrity messages, because they are often staged and planned, but this message was heartfelt and (to this listener) seemed authentic.

High school is tough enough – we all lived through the ups and downs of adolescence.  That said, I would argue the rise in bullying and the rise in racial tensions today is making it even harder on our kids.  Suicide is the third leading cause of death among young people between the ages of 10-19. Although the percentage of U.S. high school students who considered suicide fell by nearly half between 1991 to 2009 (from 29 percent to 14 percent), this percentage has increased slightly in recent years. In 2011, roughly one in every six high school student considered suicide. The data also points to important differences by gender, race, and ethnicity. Among high school students, for example, girls are more likely to have planned or attempted suicide than boys, while Hispanic and black students are more likely to have attempted suicide than white students. However, the suicide rate is over three times higher for boys than girls, and is higher for white than for black or Hispanic youth. Further, suicide rates are highest among Native American/Alaska Native youth compared with other racial/ethnic groups (Child Trends – 2016).  More attention should also be paid to how a changing technology and media landscape affect a teens’ experience with bullying and mental health. Teen suicide was again in the national news last month with the story of a Florida girl who ended her life apparently in response to persistent cyber-bullying. Her death is just the latest in a series of high profile cases in which a young person committed suicide after being victimized by cyber-bullying.

I was glad to see Timberlake speak out and very pointedly speak to being inclusive.  We owe it to our next generation, whether they are your kids or others, to build a more accepting culture.   At home, at work, with your buds in the bar.   It is sad to watch the way these negative behaviors are affecting our youth.  And as he stated, “no young people should be shunned or bullied because they are different.”  He went on to say, “I wrote this song because I wanted it to be about inclusion, about being together. And so, I guess I want to take this opportunity to speak to young people right now ‘cause there’s a lot of you looking at me … If you are black or you are brown or you are gay or you are lesbian or you are trans — or maybe you’re just a sissy singing boy from Tennessee,” Timberlake continued, to growing applause. “Anyone that is treating you unkindly, it’s only because they are afraid or they have been taught to be afraid of how important you are. Because being different means you make the difference. So f— ’em.”

Being different makes the difference.  As Desmond Tutu once said, “We inhabit a universe that is characterized by diversity. There is not just one planet or one star; there are galaxies of all different sorts, a plethora of animal species, different kinds of plants, and different races and ethnic groups. God shows us, even with a human body, that it is made up of different organs performing different functions and that it is precisely that diversity that makes it an organism. If it were only one organ, it would not be a human body. We are constantly being made aware of the glorious diversity that is written into the structure of the universe we inhabit, and we are helped to see that if it were otherwise, things would go awry. How could you have a soccer team if all were goalkeepers? How would it be an orchestra if all were French horns?”

Make a difference, stand up and act against the behaviors that are not kind.  Together.  We.  Win.

If someone shows the warning signs of suicide: Do not leave the person alone, remove any firearms, alcohol, drugs or sharp objects that could be used in a suicide attempt, call the U.S. National Suicide Prevention Lifeline at 1-800-273-TALK (8255), and take the person to an emergency room or seek help from a medical or mental health professional.

Dave Harmon

People Division

“Kindness is Currency”

LinkedIn: linkedin.com/in/davidharmonhr

Follow Dave and other USA TODAY NETWORK highlights at: Twitter, LinkedIn, Instagram,  Facebook, The Muse and Gannett Careers