By 2015, Millennials will comprise the majority of the workforce, surpassing Generation X, and virtually taking the reigns from Baby Boomers. Is your organization prepared for this?

Please join JBC on the “Generational Diversity at Work Grows Up” webinar hosted by Diversity Best Practices tomorrow, February 18, 2010, at 11:00am-12:30pm ET. To register, follow this link …  http://www.diversitybestpractices.com/node/497

We know that generational demographics are shifting, but has your company taken the time to plan? How does your workplace need to adapt in order to be inclusive of these diverse generations? What would your next generation workplace look like?

Jennifer Brown moderated this panel on generational workplaces at 4 GENZ 4 BIZ.

The diversity in generations manifests itself in the way different generations: approach work, relate to authority, view work/life balance, display different work styles, seek feedback, etc. Companies need to prepare themselves to manage this level of diversity in order to recruit, develop, promote and retain the best talent. This will require a new way of thinking about diversity in the workplace. It will also necessitate creating new platforms and processes in order to provide the customized work “experience” employees will demand.

Embracing generational diversity is as much about diversity as it is about the war for talent. Due to the tough economic times over the last several years, many employees have remained in positions and with companies that might not offer the entire package that suits their working needs. Therefore, once the economy improves there, there is a shift projected in the talent market because Millennials, most likely, will be the first to look for new jobs. Can your company afford to lose this talent?

If you would like to gain winning strategies and new insights into:

• Organizations like American Express, Toyota, and Boehringer-Ingelheim and how they have created innovative programs to engage all generations of workers
• Learn about generational workplace trends
• Learn best practices to capitalize on generational diversity in the workplace

Cross-posted in our Webinars section.

“The Silence of Mammon”

In response to the widespread resentment over the last year and a half toward corporations, specifically investment banks, for their role in creating and exacerbating the disastrous economic conditions, the article sets forth a few good reasons to value businesses.

First, businesses are one of the primary impetus’ behind globalization. Over the past decades, companies have grown exponentially in their positive and negative impact to societies, cultures and the environment. Yet we need to point out the culture shifts that are, in fact and in part, helping the world develop; differing cultures are forced to work collectively for a common goal within a globalized market place. This level of cooperation differs from recent history when rapid cross-border communication and commerce did not always occur or was heavily influenced by each country’s political relations and political agendas. Economies are opened to new ways of developing; and students now have new ways of learning. For that, large businesses need to be recognized for their positive impact in this area.

Second, companies are, generally, trying to evolve beyond a “greed is good” mentality and create a multi-dimensional approach to value-add. Financial performance is sometimes the result of creating products that help people across the world. One result is the rise of standard of living in the global economy through cheaper medical and service products.

Third, corporations are some of the largest economies in the world and act as counterbalances to government power. Governments have been marred with corruption for quite some time. And although corporations have not been lily-white, there are different sets of accountability mechanisms that can help regulate behavior. One feedback mechanism for corporations is identifiable – consumers can refuse to buy products and services. It’s not perfect, but it’s a start.

In essence, the Economist article provides reasons to value corporations. Of course, as recent events show, these massive organizations can inflict great damage through poor choices on the well-being of a community. Yet, at the same time, corporations increase cultural cooperation, create better products, and act as checks against governments.

JBC works with large corporations to better accomplish these goals through increased diversity within the workplace, leading to innovation and skilled leadership.

-David Megathlin
Senior Director, Research, JBC

-Scott Nason
Associate, Research, JBC

Listen to the podcast here.

Here is an introduction from the Catch Your Limit web site:

“Turn up the volume, sit back and listen as this month’s CODcast (Creativity On Demand) features Jennifer Brown, CEO of Jennifer Brown Consulting.

Jennifer Brown, CEO of Jennifer Brown Consulting , One of the most sought-after experts in business and workplace dynamics. After many years of providing her services independently to Fortune 1000 clients and across a pantheon of vertical industries, she founded Jennifer Brown Consulting to help businesses everywhere achieve peak performance.

Ms. Brown is widely acclaimed for both her use of existing, proven models, metrics, and training and assessment tools as well as her work on the cutting edge of diversity training and talent management. Just a few of the industries that have benefited from her bold, energetic, savvy style include retail, nonprofits, media, finance, and industrial manufacturing.

Ms. Brown’s methods and thought- leadership are derived from rich real-world experience. She was Tommy Hilfiger´s first-ever Director of Training & Development, responsible for a wholesale invention of new mechanisms and processes for harnessing, advancing, and retaining the company´s talent. Her credentials also include various roles within Global Learning & Development at The Willis Group, fundamentally transforming the company´s perspective on sales and client service.”

You can subscribe to the CODcast feed by clicking here.  Don’t have speakers or a pair of headphones handy?  Click here to download a transcript of the interview now:  catchyourlimitinterview.

I know this because I’ve seen the contradiction live and in-person, within the same firm:  headquarters employees who feel like they can be fully “out” and safe, vs. employees in regional offices headed by partners and other leaders who proactively or passively make it very uncomfortable for diverse employees to be 100% themselves.

Stay tuned to my blog for the high-level findings and recommendations that emerge from this session.  We’d love to hear your observations as well, so please plan to weigh in!

-Jennifer

Jennifer was recently featured on the Derek & Romaine show on Sirius Radio’s OutQ Network on the topic of LGBT workplace issues. .

I hope this message finds you all doing well. I am very excited to share some great news with you — The Human Rights Campaign (HRC) has just announced its new scoring criteria for the Corporate Equality Index (CEI). The new criteria includes demonstrated and ongoing supplier diversity programs inclusive of certified LGBT-owned businesses as suppliers.

The HRC announced that it is now included Supplier Diversity in their index.

Check out the screenshot from the NGLCC web site above for the announcement.

This is a great new development in the scoring criteria for corporations, because it puts a greater focus on the diversity of thought that goes into the entire business model:  globally and locally.  Businesses are now going to be held accountable for the diversity of vendors that they use – not only sourcing from Women-Owned Businesses but now from LGBT-certified business as well.

What do you think of this as a method of scoring the best places to work?  How will this affect your organization?  Are you already using diverse suppliers?  Drop us a line and let us know your thoughts.

Links to more resources:

NGLCC / BIZ

HRC.org Workplace Issues / CEI

2009 Corporate Equality Index – Full Report (PDF)

]]> http://jenniferbrownconsulting.com/blog/hrc-announces-nglcc-to-include-supplier-diversity-in-the-cei/feed/ 0 http://jenniferbrownconsulting.com/blog/hear-jennifer-live-tonight-on-sirius-radio/ http://jenniferbrownconsulting.com/blog/hear-jennifer-live-tonight-on-sirius-radio/#comments Mon, 16 Mar 2009 21:50:01 +0000 Emily http://jenniferbrownconsulting.com/?p=621 7:05 – 7:30pm Eastern time tonight March 16th, 2009, Jennifer will have a  LIVE RADIO INTERVIEW  on “The Derek and Romaine Show”.  This will broadcast live on Sirius Satellite Radio channel OutQ – Sirius 109 and XM 98.

Jennifer is excited for this opportunity to speak directly to the lesbian, gay, bisexual, and transgender (LGBT) community about our work with our co-advocate organizations and with organizations who recognize the business value of building advocacy and equality for all groups in the workplace.     By focusing on global diversity, Jennifer Brown consultants develop and implement best practices for corporations through focus groups, affinity group planning, panel discussions, key note thought leadership, and cutting edge consulting.  We work to educate and enable corporations and non-profit organizations, affinity groups, Leadership & Development and HR professionals, and individual contributors through programs and services that align equal policies with business goals.  In this way, we are able to create opportunities that benefit the organization and its employees regardless of sexual orientation, gender identity, expression, or characteristics.

Listeners and fans are welcome to participate by calling 866-305-6887.  For those who don’t subscribe to Sirius, a free online trial is available on Sirius.com .  Please let us know if you listen by commenting on our blog!  We would love to hear from you.

Come out and hear Jennifer Brown and Tim Wikstrom at The Network & Affinity Leadership Congress in NYC February 25th and 26th, 2009.

Are you attending or did you meet one of our consultants at a NALC event?  Send us an email:  info@jenniferbrownconsulting.com.

Jennifer Brown at NALC

Here are the details:

Wednesday Tim is speaking on the Specialty Issues Track
Innovating in a Downturn: Using AGs and ERGs as Business Partners and Communications Networks

Thursday Jennifer is speaking on the Experienced Leaders Track
Increasing Multi-Generational Representation and Collaboration in Affinity Groups: Seizing the Opportunity

From the NALC web site:

New York City, Sheraton Hotel and Towers

In corporate America’s war to attract and retain top talent, diversity is front and center. People of color, women, the LGBT and disabled communities have made huge strides in advancement by forming thousands of groups inside corporate America to work together for culture change and address the way companies do business with diverse markets. On February 25-26, in New York City, Diversity Best Practices and Working Mother Media are hosting the third annual Network and Affinity Leadership Congress (NALC). This congress brings together network and affinity group leaders from America’s top companies for leadership training, networking and to share best practices.

This is the ONLY event of its kind bringing together leaders from all types of network and affinity groups from all industry sectors to examine ways to increase their groups’ value to business.