From September 15 to October 15, National Hispanic American Heritage Month is celebrated to recognize the achievements and contributions of Hispanic Americans. This observation started in 1968 under President Johnson, marking the importance of September 15, which is the anniversary of independence for several Latin American countries. It was expanded into October to recognize Día de la Raza, or “Day of the Race,” which celebrates the countries and people conquered by Spain and other European colonialists.
From September 15 to October 15, National Hispanic American Heritage Month is celebrated to recognize the achievements and contributions of Hispanic Americans. This observation started in 1968 under President Johnson, marking the importance of September 15, which is the anniversary of independence for several Latin American countries. It was expanded into October to recognize Día de la Raza, or “Day of the Race,” which celebrates the countries and people conquered by Spain and other European colonialists. There are many ways people can get involved and honor Hispanic Heritage Month —check out local events to see if local groups are celebrating.
It’s been said that the war for talent is over. The talent has won, and they have demands—diversity, equity, and inclusion (DEI) being front and center. Seventy-eight percent of the workforce says it’s “important” to work for an organization that prioritizes DEI, and 60 percent of employees want to hear their leaders speak out about social issues. And because of that, it has never been more important for organizations to make progress on their DEI goals. That means doubling down on their efforts to retain (and recruit) talent from underrepresented groups, where turnover is at an all-time high.
In today’s climate, championing diversity is table stakes for organizations that want to succeed. Employers are still reeling from the Great Resignation and labor shortages, and employees are now holding those in charge accountable for the promises they’ve made about championing diverse talent. In fact, Seramount’s recent insight paper, “ESG and DEI: The New Indicator of Employee Stakeholder Satisfaction,” found that 71% of individuals are willing to take a pay cut to work for a company that aligns with their values.
More and more we are realizing how mental health and work intersect with each other. When turning on the news or casually scrolling through our social feeds we see people in the spotlight who are stepping back to focus on themselves.
What makes your company culture strong? How can you improve equity in your workplace? Where do you start implementing effective change management?
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Talent lifecycle expert, Megan Pierouchakos, shares concrete ways that organizations can both set up and achieve meaningful goals around hiring practices and retention to build more inclusive workplaces.
