Amplify Digest: A Case for Caring Less (December 15, 2021)

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Welcome to the Amplify Digest Newsletter. Each week I publish a video breaking down five of the top people news, trends, and stories that are worth your time, in five minutes or less. Scroll down for links to articles I discuss in the video (and more), a helpful thread from the Amplify Accelerator community, and curated jobs from the Amplify Job Board.

Articles discussed in this week's Digest (and more)

NEW: ✨ Amplify Community Wisdom ✨

The Amplify Accelerator community was specifically designed to help modern operators expand their networks, thinking, and connections. Each week, I'll spotlight a helpful thread from the community to help newsletter subscribers learn from the discussions.

Question (DEI): Does anyone have handy any resources around some of the differences in DEI globally vs. the US? I know "globally" is probably also overgeneralizing a bit-- I'm most interested in European vs US contexts and avoiding language that could be too US-centric in a global context.

A1: Haven't seen resources personally but note that ethnic diversity is seen very differently, even by country. Lots of large multi-national companies track only gender diversity outside of the US for this reason, which is what we currently do.
A2: I did find this report which is basically what I'm looking for, but it's from 2009 so it feels a bit out of date. Will keep looking but thought I'd share progress: https://www.conference-board.org/pdf_free/councils/TCBCP014.pdf
A3: When I ran teams in the US & Canada we couldn't use the tool in Lever to track the demographics of candidates as some of the designations in the US were very different than Canada. We created groups that had broader titles to encompass both countries after sitting down with a DEI consultant and getting feedback from our team. This allowed us to let people self-identify into these groups.
A4: Yes, we are having this conversation at my company too (also illegal in Belgium btw!) because we care deeply about building a diverse team, but it’s hard to track different stats across different regions, taking cultural norms, and legal compliance into account. Happy to share what we come up with but won’t likely be done until EOQ1.
A5: Here’s a great resource from Aubrey Blanche! https://aubreyblanche.com/blog/why-do-i-need-a-suitable-diversity-data-ontology-for-dei-work
A6: Check out Remote’s public Belonging: DEI page (this is geared towards a global team, we are currently in more than 50 countries in the world and iterating on this page daily): https://www.notion.so/remotecom/people-Belonging-Diversity-Equity-Inclusion-DEI-4990e36a7d7b4d52a78ca3efb23d718b
A7: Thanks for the benchmark data. I’m going to be tackling this myself in the early part of 2022 if not for the whole year, with a scrappy group of passionate folks from our team, so it’s good to have that reassurance that we’re not way behind.

You can learn more about the Amplify Accelerator in this post or by visiting the site below.

Mindfulness Exercise

The field of HR has been under immense stress and pressure over the past two years, a trend that looks to continue in 2022.

We recently had our end-of-year party for the Amplify Accelerator cohort alumni where Kristen Lisanti, a mindfulness leadership coach, joined us to lead two exercises designed to help you take a pause from your daily stress to practice mindfulness.

I asked if I could share her exercises with a broader audience as I know many people practitioners could benefit from the practice and she graciously gave her permission. You can watch the video below.

Redefining HR Podcast 🎧

Measuring How HR Impacts the Employee Experience with ADP Research Institute Head of Research Marcus Buckingham

Jobs

Hiring? Post your jobs on the Amplify Job Board to reach members of the Amplify and Redefining HR ecosystem.