David Rizzo’s Post

What concerns does your workforce have and what are you doing about it? 🤔 #workforce #workplace #culture #leadership #fastcompany #toxic #change #globaltrends #humanresources #cities #counties #publicsector #government #federal #talent #performance #productivity

Yup, it's an election year! Like the weather and your favorite sports teams, it's an easy conversation to start, but not always escape. Not to mention what happens to workplace relationships when you find out your water cooler buddy - or even the CEO- favors "the other party." As leaders, this is communication to be mindful of. Walk gently. Some interesting Harris Poll take-aways in this Inc. Magazine article. It should come as no surprise that political disagreements can be a major retention issue. #leadership #election2024 #politics

Truth bomb: Workplace political polarization is here to stay and will increase in the months ahead. As the 2024 U.S. election approaches, the inevitable truth is that employees will bring politics into the workplace, igniting conflict and derailing productivity. According to a recent Glassdoor survey: • 61% of U.S. employees have engaged in political discussions with their colleagues within the past twelve months • 31% of employees considered leaving their current position due to political disagreements with company leadership. These figures are even higher for Gen Z employees, with 49% not applying for jobs and 44% considering leaving their current positions due to political disagreements. Is your organization prepared for these challenges ahead? Come and join us for our next executive forum on July 25, at 1 pm EST where you can hear from other leaders and decision-makers on how they will approach these issues within their organizations in the months ahead. Comment below to get the registration details sent to you. #Leadership #LeadershipTips #PoliticsAtWork #WhatLeadersNeedToKnow #BraveLeadershipGroup #LeadershipDevelopment #PowerTeam

Personally, I'm not surprised by the outcomes of the linked research by Harvard Business Review. I am very pleased the findings are being talked about though :-) As a neurodivergent person I fully support more authenticity, openness and honesty in the workplace, especially around ED&I and/or challenges. I think I am safe making the generalisation that many neurodivergent thinkers easily detect a lack of authenticity and honesty in corporate messaging, particularly when discussing challenging subjects. I've heard this before..."the SLT are committed to putting diversity and inclusion at the forefront of leadership values to ensure everyone is able to bring their full selves to work". The same SLT repeatedly dismissed my concerns that policies relating to career progression were inherently ableist and discriminatory. It's easy for me to get the feeling that messaging around ED&I, particularly from HR and senior leaders, is disingenuous and not authentic. It's rare for me to take anything too seriously that comes from an overly corporate leader. Too many times have their promises of action and commitment fallen by the wayside. As a neurodivergent person I struggle to accept "that's just the way it is". It makes complete sense to me that companies who are realistic, open and honest about their ED&I status, and the challenges they face, are more likely to be viewed positively. Surely this all relates to a feeling of trust and respect, leading to psychologically safer places to work.

Did you know that when we feel a sense of belonging at work, our organizations reap substantial business rewards, including a massive 56% increase in job performance? For organizations with 10,000 employees, these benefits translate to savings of more than $52 million! Tragically, 40% of employees say that they feel excluded on the job. As a result, employees are less engaged, less productive and more likely to leave their roles bleeding $1.05 trillion from US businesses annually. The good news? The Belonging Circle can help! This exclusive gathering brings together people like you, leading executives, people, and DEI professionals. Together you'll learn from several thought leaders who will deliver best practices, case studies and actionable insights to help you. Don't wait! Register today: https://lnkd.in/dFt6TBck #TheBelongingCircle #TrustAtWork #WorkplaceCulture #DEIB #RhodesPerryConsulting #ImagineBelonging

If you watched the Prime Ministerial debate last night you'll know that it's likely to be talked about in work today. But how do you make sure that conversations about politics and politicians don't turn into rows and arguments - causing real tension in the workplace and setting colleagues against each other? Here are a few things you can do to make sure that your teams - unlike the politicians - stay united even when they disagree. Set Clear Policies: Develop explicit guidelines regarding political discourse in the workplace. Decide whether political signage or apparel is allowed, and communicate these policies to all employees. Promote Empathy and Respect: Encourage understanding and respect for diverse viewpoints. Leaders should model open-mindedness and create an environment where everyone feels heard and valued. Invite Diverse Perspectives: Actively seek input from employees of different ages and backgrounds. Embrace the richness of varied viewpoints and encourage constructive dialogue. Acknowledge Mistakes Gracefully: When disagreements arise, emphasise learning rather than winning. Encourage humility and the willingness to reconsider one’s stance. Teach Constructive Disagreement: Provide training on how to engage in respectful debates. Teach active listening, empathy, and effective communication skills. Remember, a workplace that fosters open dialogue while respecting individual differences can navigate election-related discussions without causing unnecessary tension or conflict. #workinglife #respect #leadership #hrconsultancy

More than ever, businesses are making decisions around what to keep and what to eliminate for their employees and the organization. Rapid cutbacks of DEI programs and roles halt necessary momentum that protect the rights and identities of workers. In the linked article, our CEO & Founder, Eloiza Domingo, addresses the concerning state of DEI across the US Fortune 100, highlighting crucial facts while exploring the unique type of duality DEI leaders must embody. Let us Brave The Chaos together, not on our own. To do so, we must share, discuss, and learn side by side. Click the link to read and learn more. https://lnkd.in/euktSUH3

“Now more than ever, it’s time for companies to recommit [to equity, diversity and inclusion]” To bring advocates and critics together, leaders must orient around a broader goal: creating the conditions for all workers to flourish. Given the high rates of disengagement and burnout, especially for those in historically marginalized groups, companies need a new approach. When companies work toward these “four freedoms” they align employees’ core needs with their day-to-day work experiences, generating benefits for the individual as well as the organization. #1 Freedom to Be #2 Freedom to Become #3 Freedom to Fade #4 Freedom to Fail Companies that have worked to make the four freedoms accessible — through structural changes such as policies and resource allocation, cultural shifts, and individual development — have seen enhanced productivity and increased feelings of satisfaction and safety among employees, particularly those in historically marginalized groups. Liberating workers is not a zero-sum game; granting freedoms to one group does not inherently take them away from another. The collective pursuit of the four freedoms thus benefits everyone, as well as the business itself." Read full article from Laura Morgan Roberts, Harvard Business Review (2023): https://lnkd.in/etwe4hwg #FutureProof #DEI #EDI #Leadership

ThrowForward Thursday 134: Democracy in the workplace Imagine we voted for the managers of our teams at work. Imagine our workplaces worked like democracies should. Today's episode has a bit of an activist and culture war tone about it, as I suggest that one possible future for corporations is being more democratic. You see, here's the problem: while the corporation is the cornerstone of Western democratic capitalism, there is almost no democracy in our workplaces at all. We don't vote for who our managers should be. We don't vote for how much we should be paid. We are hardly even consulted about strategy or what products and services we should sell to clients. Why not? In a democratic world that glorifies individual freedom and the rights to self-determination, why is the corporation so authoritarian, class-based and anti-democratic. I really do believe that this is one of the keys to building the organisation of the future. I hope this video gets you thinking about ways you can change and improve your workplace today. #ThrowForwardThursday #futureofwork #tomorrowtoday #scenarios #strategy #innovation #leadership #teams

I believe everyone should have a fair chance to succeed at work. 🌟 I believe everyone should feel comfortable bringing their whole self to work without leaving parts of themselves on the other side of the threshold. 🌈 I believe employees should be treated as humans, with their well-being prioritized. 🧡 That's why I work with corporate leaders to create better workplaces for everyone. As a trusted advisor to C-Suite leaders and an in-house attorney for almost 20 years, I have seen a lot. What I know is that when companies truly embrace a people-first approach and lead with equity, remarkable transformations occur for everyone: ➡ Employees: Feel valued and supported, leading them to innovate, collaborate, and excel. ➡ The Company: Benefits from the enhanced performance, innovation, and loyalty of its employees. ➡ Customers: Receive better products and services, fostering stronger relationships and brand loyalty. Even when people resist changes to make things fairer, I see a chance to prove the benefits of diversity, equity, and inclusion (DEI). Whether it's: External political pressures 🌐 Internal fears of employees comfortable with the status quo 🛑 Changes in laws or judicial interpretation of laws ⚖️ These challenges are opportunities to show how DEI makes businesses better. My work is about breaking down barriers and building bridges, creating spaces where everyone can succeed and contribute to their fullest potential. This is not just a dream but a guiding principle that drives my work daily. I’m committed to advancing equitable and inclusive workplaces—better workplaces for all. 🌍 Are you with me? 💬 #DEI #leadwithequity #Equity #Workplaceculture #inclusion