Wednesday, March 24, 2021
Monday, March 1, 2021
During my Bard MBA in Sustainability Employee and Organizations class, we had the good fortune to have Alan Nevel, SVP, Chief Diversity and Human Resource Officer for MetroHealth Systems in Cleveland speaking to us on "Fighting 2 Pandemics on 1 Front-COVID-19 and systemic racism"
MetroHealth serves the health needs of communities across Northeast Ohio. Integral to fulfilling its public health mission and vision for health equity, their community engagement is focused on improving health outcomes for everyone, including underserved populations in the Cleveland and surrounding communities.
Alan shared MetroHealth's DEI transformational journey to promote a culture of inclusion for all stakeholders-patients, staff, and community members. While MetroHealth was already on a DEI journey, the trajectory of the journey changed with the arrival of the COVID-19 pandemic and the growing awareness of racial inequity in our society. While these inequities are not new, MetroHealth has made addressing inequities an actionable priority. Here are their goals for racial equity and inclusion.
In order to drive these changes, they have undertaken an assessment of their patient experience to better understand how patients perceive their care and treatment based on a variety of classifications including insured patients, Medicaid patients, and Medicare patients. They are ensuring that their values and culture align with building an inclusive culture. They have produced a number of Healing Begins with Listening videos that both highlight challenges and share best practices for promoting a culture of inclusion. Alan has spearheaded efforts to review human capital management policies and procedures to ensure that they are not bias against segments of the employee population. Their mission is to ensure that each and every employee is valued and treated with respect at all levels of the organization.
While much of the aforementioned work focuses on improving racial equity, they are committed to equity for all. They have changed their medical records to reflect gender identity and name preferences for patients. They are hosting a virtual transgender job fair later this year to improve the opportunities available to members of the transgender community. In addition, they took steps to increase their minimum wage to $15 per hour in 2019 to provide a living wage for all employees.
While the journey continues, MetroHealth 's DEI transformation and impact both internally and externally serves as a source of inspiration to us all.
Friday, February 26, 2021
For our UKG Pro clients, expect product updates to follow a quarterly cycle for 2021. This change in release timing will allow for a more regular cadence for release updates allowing for better planning and update testing.
For those using UKG Talent Acquisition, there are some new BI reporting options that were made available in the February 12th release. The following categories are now available for BI reporting:
1. Onboarding: Employee Number
2. Recruiting: Opportunity Approval Details
3. Recruiting: Opportunity Approver Details
This information is being made available to client through BI reporting packages. The best source for details on these packages is the Learning Center.
Wednesday, February 10, 2021
A former Bard MBA student, Reagan Richmond is an adjunct professor at Hofstra. they are offering this opportunity for Executive MBA student consulting. Details are below. Please reach out to Regan with any questions at firstname.lastname@example.org.
Wednesday, January 27, 2021
I had a great time joining host Devin Foster on Phenom People Talent Experience Live. I'm honored to have my session featured on the Phenom People blog. If you are interested in driving systemic change to promote just and equitable organizations, check it out. Please share this story with your networks to keep the momentum for change moving forward.
Walk the Walk: Driving Systemic Change with a DE&I Expert
Friday, January 8, 2021
Walk the Walk: Driving Systemic Change with a DE&I Expert, Kristina Kohl
Phenom's Talent Experience Live is a weekly show where practitioners and experts discuss what’s happening right now in recruiting, talent acquisition, talent management, and HR tech.Working in the field of Diversity, Equity & Inclusion, Kristina Kohl, MBA, PMP, Managing Principal at HRComputes, is all too familiar with organizations that take a check-the-box approach to this complex issue.
And it’s easy to see why. Driving organizational systemic change on this hot-button issue requires significant time and resources. Join Kristina on our next episode of Talent Experience Live to better understand DE&I as a continuum that can mature over time — and be enhanced by HR technology that supports ERGs, internal mobility, data-driven decision making, and showcasing a more inclusive work environment.
Wednesday, November 25, 2020
My first book, Becoming a Sustainable organization: A Project and Portfolio Management Approach, published by CRC Press and released in 2016 continues to be relevant today. As we adjust to what we term the "new normal", we see that the topics of environmental and social impact are ever present. My Great IT Pro webinar for the PMI community entitled Perspective on Post COVID-19 Leadership: Planetary and Business Health addresses the intersectionality of planetary, societal, and business health. The relevance of this work is reflected in the continued interest in this research on Research Gate, its numerous citations, and the inclusion of the book in global library collections.
For those who are not familiar with my work, here are a few links that you might find useful.
For those of you who are fans, you will be pleased to know that I am writing a new book, Driving Transformative and Equitable Change to Build Inclusive Organizations. The following is a brief description of the book.
Despite focusing on diversity, equity and inclusion, the imbalance of power remains and manifests itself across organizations. In order to move the needle, we need new approach that focuses both internally and externally. Redesigning organizational systems and leveraging tools such as a framework to build an inclusive organization and a model to engage and support senior and middle management, begins the process of capacity building and systemic change. Layering in artificial intelligence and technology to support data based decision, we can move forward in creating just and equitable organizations. Rebalancing power, breaking down systemic barriers and authentically welcoming diverse voices is a fundamental requirement for successful 21st Century organizations.
Thank you to the many friends and colleagues are collaborating on this project. Look for more details in 2021.