The Surgery on LinkedIn: When it comes to Employee Activism, you’ll need to demonstrate you’re… (2025)

I’m looking forward to hosting Institute of Internal Communication’s series of four webinars this autumn, taking us up to December. We’re covering four critical comms topics: trust, activism, strategy and change.All will be great, and the panels are brilliant. Take a look on the IoIC website (Events) for more info and to book a place. The first one is on trust on 23 September.I don’t think we delve enough into activism. Employees have a growing passion to work for ethical, socially conscious organisations. People want to know a potential employer’s values reflect their own. Organisations need to take a stance on the big issues.What do you want me to ask the panel?

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The Balancing Act of Employee Activism 🛂☕Looking forward to being on this distinguished panel held by the Institute of Internal Communication. This following my piece for The HR World on the aftermath of the UK riots and speaking out on discrimination and attacks (link here https://lnkd.in/ep8b8U-J)Employee activism I feel can be a powerful force for positive change within organisations. By advocating for fair treatment, better working conditions, and ethical practices, employees can improve morale, productivity, and overall company reputation. The data says it helps with engagement and trust!However, activism can also present challenges - such as potential retaliation, job insecurity, and the risk of alienating colleagues or management. So, whose responsibility is it in balancing the desire for change - with the need to maintain a positive working environment is essential for effective #employeeactivism This and more things bound to come up in this Zoom panel. Come join! Link below 👇🏽

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I am honored to be a keynote speaker at the PRSA Employee Communications conference in Atlanta, May 15-17. My topic will be "Owning Your DEI Narrative."With attacks on DEI as a term and a gap in employee understanding of DEI, the pushback can turn into feedback and inform how we change how we communicate and talk about DEI. We're seeing an increase in emboldened negative comments on our internal channels. We are worried our cultural observance messaging will be seen as performative. What has changed since the black squares of the summer of 2020? How did we get here?We have the opportunity to discuss DEI as outcomes and create tailored messaging to own our organization’s DEI narrative. #DEI is meant to bring people together, but instead, it’s being used to pit employees against each other and leaders against employees. We can change the course by changing the story because language leads to behavior.Register here: https://loom.ly/l24CbmI#InternalCommunications #EmployeeCommunications #communications #DEICommunications#DiversityEquityInclusion Erica Goodwin Public Relations Society of America (PRSA)

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Day 8 of my daily video 📱 challenge!So this week I’m covering how we move from awareness to action! Starting this week with 3 questions:How do you know your DE&I Strategy is having a real impact on attracting more diverse talent, addressing underrepresentation and building a more inclusive thriving workplace culture? How do you know it’s not just ticking ✅ a box? What is the litmus test we use to measure the real impact our strategy is having on embedding everyday workplace equity into key decision, actions and behaviours?Share in the comments below your thoughts! Sign up to my next DEI for HR Roundtable discussion: Fixing the Foundations for your DEI Strategy 📆 Friday 26th April from 12-1pm on Zoom 💻 where I’ll be sharing with you my top 5 steps I use to support clients to use an evidence based approach to building the foundations for your DE&I strategy and how you can achieve this too. Sign up in the comments below ⬇️ !Alt text: Victoria smiling at the camera in her office and doing a short video wearing a sweater.

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Struggling to engage your people this month? Exhausted all of your engagement ideas in January? Looking for ten new creative ways to engage your staff?Look no further…Read our latest article to find our 10 ways to engage your people: https://lnkd.in/gNNFfsmz

Why your DE&I initiatives might be failing:❌ You’re relying on cosmetics than using diversity data to dig deep into the 🌳 root cause of the issue❌ Your efforts rely on a handful of individuals ❌ Senior managers talk the talk but not do the action ❌ You can’t see real change in practice or behaviour after introducing a new policy or programme ❌ Efforts tend to focus on one off conversations that don’t lead to real actionEffective ways to overcome DEI initiatives flopping:🌳 Use diversity data to identify your workplace inclusion challenges not the symptoms and act on the data. That is where you make real progress. 🗣️ Promote ongoing and authentic engagement with underrepresented groups in the workplace❤️ Communicate regularly about what steps you're taking, how much progress is being made and when things don't quite go as planned. This is how we build trust and confidence🏗️ Take small steps to make big impact on building a more inclusive culture like introducing more inclusive bank holidays📅 My monthly DE&I for HR round table series kicks off next Friday 16th February from 12 to 1pm where I’ll be talking about using data to avoid your DEI initiatives flopping. Only 3 spaces left!! Sign up here: https://lnkd.in/eDZhJvDy

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I'm not keen on new year's resolutions. But as I focussed all my 2023 to fully land at Springer Nature Group, the start of the new year feels like a good time to dial-up on some external HR-to-HR inspiration. #LifeAtSpringerNature encourages to #DevelopYourCuriosity after all, right?This week's 🚀HR OF TOMORROW conference organized by Impactic Global GmbH and hosted by Amber Vanderburg seemed like a great place to start. As I start day 2, here are my 5 highlights from day 1 (in order of appearance):No. 1Syed Ali Abbas talking about how the role of HR senior leadership at the management table might change with the maturity of a company - from barely-funded startup to listed corporate - while repeatable high-impact processes remain the name of the game. 🏄🏾No. 2Lynette Silva Heelan introducing connection as a human need and showing how establishing a recognition muscle in a company can build a bridge between the purpose of the company collective and what holds meaning for the individual employee. 🌉No. 3Siniša Plavšin sharing how DHL Express is creating sustainable employee engagement in a tough working environment through consistency and emotional connection, e.g. handing out a physical onboarding passport filled with stickers and personal notes. ✈️No. 4Siniša Plavšin striking again whith an on-stage hack I would've expected to learn from my facilitation wizard friends Anjalie Nawaratne or Rucha Kapare: having dissolved the audience into 1:1 conversations, he got us back by calmly talking and clapping: "If you can hear me, clap once - 👏🏼 - "If you can hear me, clap twice - 👏🏼👏🏼 - ..." He had us all at 👏🏼👏🏼👏🏼👏🏼.No. 5Gijs Coppens applying due language finesse when clarifying that employees might have the RESPONSABILITY for their mental health, but companies have the bigger RESPONSE ABILITY. 🔔Looking forward to day 2!

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Solid article on the negative impacts of overusing buzzwords and corporate jargon in business communications.-----------------------------------------------------------------“Let’s do a deep dive and drill down into the bandwidth of our deliverables, tapping into our synergy to create a quick win for our team. Then we’ll circle back and touch base to ascertain that we’re on the road to making this project the legend I know it will become! You’re all superstars; thanks for all your hard work.”Sound familiar? These are all words and phrases that leaders are prone to use in the workplace, peppering their vocabulary with ubiquitous business-speak and buzzwords. A few of these also made Inc.’s list of the 50 most annoying business words and phrases of 2023—along with overused terms such as “ecosystem,” “pivot” and “go granular.”Meanwhile, “boil the ocean,” “leverage” and “tiger team” are on an Indeed list of jargony words and phrases.

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💡 Did you know that according to the Edelman Trust Barometer, a staggering 55% of people trust employees as credible sources of information about their company?That's more than twice as much as trust in the CEO 👀At KMC, we're constantly reminding our clients that by empowering your employees to share their experiences, insights, and passion for your brand, you not only boost credibility but also foster a culture of trust and transparency.Message our team to learn more about how you can you can leverage employee advocacy to:1. Increase brand trust2. Drive marketing engagement3. Retain top talentWork with us: https://lnkd.in/gbGw7zzT#ChangeManagement #KnoxKeith #Marketing #Branding

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When it comes to understanding, identifying and measuring the impact of your DE&I efforts? Where do you begin? It starts with taking stock 🔦 of where your organisation is on its DE&I journey. I recently worked with an employer who came to me unclear where their organisation was on its DE&I journey and needed my support to pinpoint where the blockages 🚧 were across the employee lifecycle and identify areas for improvement and gain senior buy in order to move forward.To do this, the client signed up to my Kickstart 🚀your inclusion journey healthcheck. This involved a diagnostic self-assessment across the 5 foundations of an inclusive workplace and a follow up 1 to 1 coaching 💻 session with me to unpack and explore the blockages 🚧 and come up with some practical tangible actions. By doing this, we were able to pinpoint where the gaps were, identify what needs to improve and support them to come up with an action plan of practical, achievable and realistic steps the employer could take to progress from where it was and take steps to becoming a more inclusive organisation to attract more diverse talent, engage leaders and managers on ED&I and nurture a culture of belonging to enable everyone to thrive and reach their potential. This helped them save time, money and talent in the long run. E-mail victoria@inclusion365.co.uk or arrange a power hour with me to discuss how we can help your organisation use a data driven approach to move forward: https://lnkd.in/eTgQDyjS

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