It takes a village to prepare leaders for the future of work.
The talent shortage, the great resignation, the future of work. All these concepts are front and center in leaders’ minds. There is much we can learn from sharing our experiences in our search for talent, regardless of industry, region, or type of role.
Many thanks to Amanda Willard from Amazon for joining my class and discussing talent management, workforce planning, and talent acquisition trends with the Human Resource Management students at USC Bovard. Her insights provided these future HR leaders with strategies and lessons they can apply to enhance their own organizations’ efforts.
As we all compete for talent, we also need to be mindful that we can be catalysts to connect talent to opportunities. We need to work with community partners to find and cultivate talent. A candidate who may not be right for a role at your company could be just the person a colleague in your network needs. Everyone wins when we focus on desired outcomes – finding the right talent for the right job and providing opportunities for the diversity of skills in the world. #BetterTogether
A few weeks ago, I was honored to guest lecture on Disability and Discrimination as part of a Human Rights course with students in the Master of Social Work Program at Azusa Pacific University.
We discussed how discrimination based on disability manifests itself in social work and community outreach programs. The students learned there is considerable work yet to be done to shift mindsets from a charitable and medical approach to disability inclusion to understanding the constructs, importance, and impacts of shifting to a social model of disability. Ultimately, we want to employ a human rights approach where individuals of all abilities are fully contributing equal members of society and respected for their inherent dignity.
During activities, the students discovered how difficult it can be to convince a biased person (implicitly or explicitly) against people with disabilities when those beliefs are deeply ingrained as part of thinking due to personal experiences. We discussed how disability-inclusion advocates and social workers need to be mindful to meet people where they are – and understand that adopting a social model of disability and human rights approach requires a change of the decision-makers and people of power, which is the most challenging part to change.