Twitter | Search | |
Search Refresh
🌈 Jennifer Brown (she/hers) Dec 3
Such an inspiring vision for us, at our lowest moments - this is doable! I'd say those who are most under-represented have been doing so much of the lifting. How can utilize their voice, privilege, and platfrom to make this a reality?
Reply Retweet Like
🌈 Jennifer Brown (she/hers) Dec 3
I have been encouraging those men who are taking leave, who are prioritizing family, to speak about it, publicly, because we normalize behavior this way. We need to see others being open/honest and authentic about these priorities, not hiding them in fear
Reply Retweet Like
Becky Graebe Dec 3
A1. It's amazing what people can do when they feel accepted and included for who they are everything they bring to work. Orgs who don't honor it risk employee loyalty, innovation, distrust and poor customer satisfaction.
Reply Retweet Like
Michael Martucci Nov 26
A7 Unless it's an new position, the opening exists because someone has left. It's not always possible to retain the employee, but it is possible to ensure that a negative employee experience is not the reason they are leaving.
Reply Retweet Like
Meghan M. Biro ⚡️ Nov 26
A6. is everything. Employees will leave a well-paying job for better or flexible working hours and especially a toxic environment.
Reply Retweet Like
Mercer Dec 3
Thank you to everyone who participated in our chat today. Join us for our next on December 17th at 10AM ET where we will be discussing "Learning, upskilling and staying relevant in the ."
Reply Retweet Like
Zosia Gryta Dec 3
Replying to @eridhan
I love this! No blood boliing is the goal! 💜💯
Reply Retweet Like
Christine Assaf Dec 3
Cultural norms still have mother's staying home with their newborns. This dynamic affects employers perception of women's dedication in the workforce. Parental leave helps to bridge the gap and acknowledge that parenting is genderless.
Reply Retweet Like
Goldbeck Recruiting Nov 26
Replying to @mercer
A5: can take the lead by setting up in person touch points often that discuss the . Take the time to discuss all organizational human factors: cultural, physical, emotional and technological. All experiences need a human touch.
Reply Retweet Like
S. Chris Edmonds Dec 3
A8: Companies will know they have "arrived" at gender parity when women are equally represented at all levels, are paid commensurate with their peers, feel validated for their efforts & contributions daily, and feel respected in every interaction.
Reply Retweet Like
nancyrubin Dec 3
A4) Be intentional -- Being Intentional When Creating a Culture of Inclusion
Reply Retweet Like
Zosia Gryta Dec 3
Replying to @mercer
A8. To me it means: 1️⃣ equal pay ( applies to gender, race and orientation!) 2️⃣ women making up for half of the board and senior leadership roles 3️⃣ women taking equal number of positions in previously men dominated departments (e.g IT)
Reply Retweet Like
Pat Milligan Dec 3
A7: Listen! Hold focus groups, open a suggestion box in your office lobby, build a culture that allows voices to be heard and, more importantly, allows an individual voice to make a change. This shouldn’t just be for women, this should be for everyone!
Reply Retweet Like
Mark Babbitt Dec 3
What a great chat today on and ! Let’s hope some leadership influencers, CEOs, and maybe POTUS is listening!
Reply Retweet Like
Theo - 劉䂀曼 Dec 3
A6: Can't agree more. I would even expand it to . Women bear most of the "duties" when it comes to taking care of their parents and in-laws.
Reply Retweet Like
Theo - 劉䂀曼 Dec 3
"The only thing we have in common is that we are all different". Let's celebrate and embrace the differences. Fact is, we were all young once; and we are all getting older. Stage - not age - drives our perspectives/behaviors. Much to learn we have.
Reply Retweet Like
Jola Burnett 🌟 Dec 3
A:8 Achieving success when it comes to gender parity means there is no longer a need to talk about it because it becomes a non-issue. In broader terms, it entails equal and positive experiences for all.
Reply Retweet Like
Tim Hughes 提姆·休斯 Nov 26
A8. By supporting employers will be able to enable employees to collaborate as well as supporting major HR functions and processes such as talent, retention, succession
Reply Retweet Like
Isil Cayirli Ketenci Dec 3
Replying to @mercer
A7. Benefit programs to drive maximum engagement is the key. Flexible working options, maternity leave, paternity leave, consulting services for women, child care, care giving support could be adapted by firms & given as benefits l
Reply Retweet Like
Thirukumaran R Nov 26
A7: Have a formal employee advocacy program, and the recruiting team can benefit from collaborating on its planning and implementation.
Reply Retweet Like

Related searches

@tamaramccleary · @mercer · @guzmand