You've Been Told to Stop DEI

Should you abandon DEI? A research-based perspective on navigating current pressures.Companies are being told to cancel DEI programs, wipe them from websites, and pretend structural barriers don't exist. But what if you believe these initiatives are important for your hiring market and your values?Dr. Catherine Connelly, HR professor and researcher, joins me to discuss the real-world pressures HR professionals are facing around DEI - especially when your head office says "stop" but you know it's the right thing to do.We dig into what's actually happening legally vs. politically, what the research says about which DEI practices actually work (spoiler: mandatory training isn't the magic bullet), and practical strategies for continuing this work even when you can't call it "DEI" anymore.This isn't about politics - it's about smart HR practices that help you attract and retain the best talent while protecting your organization legally.In this episode, we cover:What's really driving the shift away from DEI in North America and why Canadian companies are reacting proactivelyThe crucial difference between political pressure and actual legal requirementsWhy "don't obey in advance" is essential advice for HR professionals right nowWhich DEI practices research shows actually work - and the surprising truth about mandatory trainingHow to continue meaningful inclusion work without using the DEI labelLegal risks Canadian organizations face if they abandon diversity initiativesThe business case for fair processes and procedural justicePractical advice for HR consultants still writing DEI policies during uncertain timesBuilding community and inclusion when everything feels unsettledAbout Dr. Catherine Connelly:HR professor and researcher focused on workplace behavior, employee well-being, and diversity. Find her research at connellyresearch.com or connect at [email protected] mentioned:Timothy Snyder's "On Tyranny: Twenty Lessons from the Twentieth Century" | McMaster Center for Research on Employment and Work (Mcrew)Find Andrea at https://thehrhub.ca/

We've been thinking about motivation all wrong in HR. After 23 years as a Chief Learning Officer in healthcare, Dr. Roger Gerard reveals why traditional motivation tactics actually backfire - and shares what leaders should do instead.If you've ever wondered why your recognition programs aren't working, why throwing money at retention problems doesn't stick, or how to actually engage your team without gimmicky incentives, this episode is for you.In this conversation, we explore:Why it's NOT a leader's job to motivate people (and what their real job is)The difference between intrinsic and extrinsic motivation - and why it mattersHow compensation works as a "message of value" rather than a motivatorWhy most salary surveys are useless by the time you implement themThe real relationship between money and engagement (hint: it's not what you think)How to build the deep relationships that actually drive performanceWhy top-down goal setting creates cynics and disengagementA fascinating case study of co-creating organizational vision with 5,000 employeesWhen and how to set boundaries with chronic complainersWhy most incentive programs are "downright dumb" and create manipulation instead of motivationKey Quote: "I don't get up on Monday morning waiting for somebody to motivate me. I know what I want to do with my day, with my time, with my life. Nobody has to motivate me for any of that. I motivate myself, and I believe that's true of most professionals. What leaders do is we mess it up."This episode will challenge how you think about motivation, compensation, and employee engagement. Roger's insights are based on decades of real-world experience and research, not just theory.About Dr. Roger Gerard:Roger Gerard is a speaker, author, and executive coach who spent 23 years as Chief Learning Officer at a healthcare organization in Wisconsin. He's the author of "Lead with Purpose" and "Owning the Room" and has worked with thousands of employees across multiple industries to cultivate authentic engagement.Resources mentioned:"Lead with Purpose" by Roger Gerard"Owning the Room" by Roger GerardHerzberg's Two-Factor Theory (hygiene factors vs. motivators)Maslow's Hierarchy of Needs in workplace contextConnect with Dr. Roger Gerard:Website: rogergerard.comPerfect for: HR professionals, people managers, executives, and anyone who wants to understand what actually drives human performance at work.Subscribe to HR Hub for weekly conversations with HR experts who share practical, evidence-based insights you can use immediately.Have a question about motivation, engagement, or consulting? Email me at [email protected] or connect with me on LinkedIn.

You've been asked to facilitate a meeting? Chances are you learned by trial and error (like most of us)!In this episode, I sit down with professional facilitator Robin Parsons of Parsons to demystify what makes group discussions actually work. Robin shares how she spends 1-2 hours preparing for EVERY hour of facilitation—proving that great facilitation isn't magic, it's methodical.We dig into the powerful ORID model (Objective, Reflective, Interpretive, Decisional) that transforms how you structure any discussion. Robin explains why addressing emotions is essential (and how to do it without making everyone uncomfortable), plus practical strategies for handling those tricky participants we all dread.If you're leading strategic planning sessions or guiding important decisions, this gives you tangible tools to make a difference in your facilitation game. It sure did for me. So don't wing it—learn some real strategies!Robin referred to ICA Associates for training. Find them here: https://ica-associates.ca/Find Robin herself at https://www.parsonsdialogue.com/And, as ever, find me at https://thehrhub.ca

After 4.5 years of hosting the HR Hub and hitting nearly 10,000 subscribers, I'm sharing a few insights that have shaped how I think about HR practice. This solo episode breaks down seven critical lessons I've learned from interviewing over 150 HR experts - and some of these might challenge how you practice!From the hard truth about why HR programs get cut to the business development skills you actually need for consulting, these aren't your typical HR platitudes. I'm talking about real, practical wisdom that can change how you approach your career and daily work.You'll discover why psychological safety isn't just a buzzword (and how it drives real business results), the uncomfortable reality about receiving feedback that nobody talks about, and why DEI initiatives deserve the same grace we give other business programs.Whether you're looking to advance in your HR career, considering consulting, or just want to be more effective in your current role, these seven lessons will give you a fresh perspective on what it really takes to succeed in HR.What You'll Learn:The #1 question that determines if your HR program survives budget cutsWhy preparation and speed create an impossible tensionThe leadership courage required to stand up for what's rightHow psychological safety drives innovation and business outcomesThe surprising skill that makes or breaks HR consultantsWhy we're training people wrong about feedbackA powerful story about bias that will change how you think about inclusionConnect with Andrea:Subscribe to the HR Hub on YouTube and SpotifyFollow on LinkedIn: Andrea AdamsShare your biggest HR lesson in the comments

Are your engagement initiatives actually working? In this refreshing and funny take , HR consultant Debbie Pearmain cuts through the fluff and reveals what actually moves the needle on employee engagement after 25 years in the field.Discover why your managers have an 80% impact on engagement success, why third-party surveys show dramatically different results than internal ones, and the science behind what employees really need (hint: it starts with fair compensation, not pizza parties).If you're fear investing in engagement initiatives that don't deliver results, this episode provides the honest, practical framework you need. Learn how to connect with employees at both the head AND heart level to drive impressive business outcomes: 21% higher profitability, 87% better retention, and 92% higher Connect with Debbie at https://onestophr.ca/or find her on LinkedIn!Find me (Andrea) https://thehrhub.cacustomer satisfaction.

Ever notice how we train leaders to give feedback but rarely teach them how to receive it? Also: did you know 70% of people feel uncomfortable receiving feedback, and 37% avoid it altogether? If you've ever felt that pit in your stomach when someone says "Can I give you some feedback?" you know what I am talking about. This episode got personal because I am definitely in the 70%.Pam Schmidt and Organizational Development expert and owner of Pam Schimdt Consulting breaks down why feedback often feels threatening, how power dynamics silence honest input as leaders rise in organizations, and practical strategies for receiving criticism without becoming defensive. You'll learn:Why traditional feedback models fall shortHow to prepare yourself emotionally for feedback conversationsWhen to trust feedback (and when to discard it)The powerful "2% rule" for finding value in even the most questionable feedbackIf you can master this, you will transform feedback from something to dread into a valuable tool for professional development!Find Pam on LinkedIn at https://www.linkedin.com/in/pamschmidt1/And me: [email protected]

Feeling overwhelmed by workplace challenges? This episode delivers practical resilience strategies for HR professionals juggling strategic initiatives with daily operational demands.Resilience expert Beverly Beuermann-King breaks down her SOS framework (Situation, Ourselves, Support) and shares 10 key traits that help you bounce back from setbacks. Learn to identify your specific stress triggers, quiet your racing "monkey mind," and spot warning signs before burnout hits.Beverly offers no-nonsense advice on maintaining control during uncertainty and explains when it's time to seek additional support. Perfect for mid-level HR pros who need to maintain their own well-being while supporting others through organizational change.Walk away with actionable tools to not just survive workplace chaos, but actually flourish both professionally and personally.

Ever had an employee claim they're underpaid compared to the market? In this episode, I chat with compensation expert Carolyn Kildare about the nuts and bolts of effective salary benchmarking.We dive into how to respond when employees bring outside salary data to you, where to find reliable compensation surveys, and how to build credibility in your benchmarking process. Carolyn shares practical wisdom from her years at Mercer and as owner of Cadence Compensation to help you navigate these challenging conversations.Key topics we cover:Building a solid compensation philosophy as your foundationWhy data quality matters (and which surveys to trust)Handling employee challenges to your compensation structureThe difference between inflation and salary increase budgetsWhen and how to "age" older salary dataPerfect for HR professionals looking to strengthen their compensation strategy and confidently handle those tricky "but everyone else pays more" conversations.Find Carolyn at https://www.cadencecompensation.ca/ or on LinkedInFind me as always: https://thehrhub.ca

Is your L&D team flying blind? In this episode, I sit down with edtech strategist and author Lori Niles-Hofmann to unpack why data-driven learning design is a game-changer for HR professionals.Lori reveals how borrowing tactics from marketing can transform training effectiveness and explains her practical "duct tape approach" for organizations without perfect data systems. We explore everything from using digital body language to predict learning needs to her bold prediction about AI coaches replacing traditional courses.Whether you're struggling to measure learning impact or looking to modernize your training approach, this conversation delivers actionable insights for mid-career HR professionals ready to elevate their L&D strategy.Guest: Lori Niles-Hofmann, EdTech & AI Transformation Strategist and author of the upcoming "The Eight Levers of EdTech Transformation"Topics covered:• Why intuition alone fails in learning design• Essential data points every L&D team should track• Overcoming common barriers to data-driven approaches• How A/B testing can revolutionize your training effectiveness• The future of personalized AI-powered learningThis episode is also sponsored by iSpring - an all-in-one e-learning solution that makes creating training easier.Also check out: 👉 Lori's new book "The Eight Levers of EdTech Transformation" coming this spring👉 Lori's course on LinkedIn Learning about Data-Driven Learning Design https://www.linkedin.com/learning/data-driven-learning-design👉 My website for consulting to SMBs - https://thehrhub.caALSO this episode is sponsored by iSpring - an all-in-one e-learning solution that makes creating training easier. Check out my demo: https://www.youtube.com/watch?v=e8q-zhHHvkUhttps://www.ispringsolutions.com/They have offered discount codes (good until the end of 2025) as follows: 'ANDREA-SUITE' - For purchasing iSpring Suite with a 10% discount.'ANDREA -SUITE-MAX' - For purchasing iSpring Suite Max with a 10% discount.Connect on LinkedIn https://www.linkedin.com/in/andrea-adams1/ or find me at https://thehrhub.ca for consulting to SMBs.

Let's plan for 5 years down the road with a thousand moving pieces - many of which you have zero control over. That's strategic workforce planning.I have had a growing interest in workforce planning with the rise of AI. I don't want to be doing miserable HR - like mass layoffs when you didn't plan for the shift in 30% of tasks to AI. My guest this week, Ross Sparkman, has literally wrote the book on strategic workforce planning. When you google 'workforce planning books' his book, 'Strategic Workforce Planning: Developing optimized talent strategies for future growth' comes up and the 2nd edition came out last week! He is currently the Sr. Director of Workforce Planning at Walmart and held similar roles at Nike and Meta. It's complicated, but we need to plan for the future: - What roles and skills do we need now? In the future? When in the future?- What risks impact our plans? And how will we mitigate? - Do we have the right mix of full-time, part-time and contingent workers? - Are we hiring in the right places? And so many more. Workforce planning is the pinnacle of big picture HR. Ross tells us how to do it in the short-term and then how to scale up to the bigger picture. Check it out! And read the book - I can hardly think of another topic where reading the book would be more important. Find Ross' new book on Amazon! It was just published last week: Strategic Workforce Planning: Developing optimized talent strategies for future growthYou can find Ross on LinkedIn https://www.linkedin.com/in/ross-sparkman/You can find me https://thehrhub.ca/or on Linkedin https://www.linkedin.com/in/andrea-adams1/