Survive HR

This week on the podcast, we talk with the CEO of Jumpstart, Cary Sanders. He shares his personal story and provides insights to employers on how to hire those who have been previously incarcerated. Learn more about how your company can get involved: www.jumpstartvision.org

The United States Supreme Court ruled on June 15, in a 6-3 decision, Bostock v. Clayton County, that Title VII’s prohibitions against sex discrimination in the workplace protects gay, lesbian and transgender employees. Justice Neil Gorsuch, who wrote the majority opinion, concluded that the term “sex” in Title VII applies to one’s identification as LGBTQQIA, writing, “An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids.” Now that there is clarity on this issue, employers must make sure their policies, practices and training includes awareness of LGBTQQIA legal obligations and protections. While there will most likely be future cases regarding ancillary issues, such as bathroom/shower privacy and religious beliefs, there can be no question that those in the LGBTQQIA community are protected by federal law and cannot be discriminated against. Even without this decision, most in the field of HR Management have long practiced and pushed their organizations to treat everyone, regardless of their sexual orientation, with the same respect, fairness and equality, as anyone else in the workplace. This is one of the reasons Kelly and I are proud to be HR professionals, HR is generally on the cutting edge of positive social change and inclusiveness. Thanks for listening to Survive HR and please let us know if we can be of service to you in any way.

It's true that "everything you do is a representative of who you are." Tune in to see how dating and fashion choices in the workplace can impact your career. We even feature a firsthand account of dating in the workplace that you don't want to miss!

According to a 2016 report by Everbridge, “69% of workplaces view an active shooter incident as a top threat, but 79% of organizations responded that they were not prepared for this level of threat.” On this week’s podcast, we are joined by our friends, Proactive Response Group, to learn more about how to take a survivor’s attitude during the unfortunate act of a workplace violence incident.

This week we are keeping things light-hearted. If we could write a book, these HR stories would make the cut. We discuss awkward and comical situations we've encountered and even share the outcome. This episode offers enough entertainment for everyone!

When Steve Nail and I began the SurviveHR podcast, we expected our episodes would cover Human Resources related topics. However, this one is different- this one will cover just the Human side.

Branding has been important for many years with products.  Think about iconic brands like Coke, Apple, Nike, Rolls Royce and Gucci.  Today however, your personal brand is just as important in your career and personal life as the image is to those iconic brands.  So what is your personal brand?  Are you a Ferrari or a Yugo?  When people think of your name, of YOU as a person, what comes to mind? What do you want to come to mind? Having the right personal brand is extremely important for the achievement of your personal dreams, career objectives, and public perception.   So how do you develop a personal brand?  You must first understand that there are 5 basic human motivations.