HR Bulletin Volume 140

How to enhance diversity initiatives through supplier diversity commitments

Working with diverse suppliers can lead to fresh perspectives and insights, along with the introduction of innovative solutions It also opens up new channels for networking and attracting new customers

Expectations from organisations have risen in the post-pandemic era. The interest of investorand consumer in environmental, social, and governance (ESG) factors such as diversity, equity, and inclusion (DE&I) has increased as they have become more aware of organisation’s social responsibilities

DE&I often falls under the "social" pillar of ESG Investors are now focusing more at this sector as they integrate ESG factors into their investment decisions Investors, business partners, and customers expect organisations to be transparent about their diversity initiatives, measurements, and KPIs They anticipate that businesses will have positive effects on DE&I through their internal and external supply chains, policies, practices, and behaviours.

Organisations are searching for novel approaches to creating an inclusive environment, not just within the company but in the communities too as it helps enhance brand value and build customer loyalty The traditional way has been to recruit employees with diverse backgrounds to ensure fair representation However, this comes with certain limitations as well.

A supplier diversity programme, which is when companies promote the use of businesses owned and operated by at least 51per cent of a traditionally underrepresented group, such as women, veterans, people with disabilities, the LGBTQ community, and others, as suppliers, is one way to broaden the scope of diversity goals.

Supplier diversity is a business strategy that guarantees a broad supplier base when any company or organisation purchases products and services. It focuses on developing a diverse supply chain that seeks to ensure that various groups are taken into account in the procurement strategies of the organisation Programmes to promote supplier diversity foster employment creation and boost the economy in underrepresented segments, leading to a more egalitarian world This leads to the financial sustainability and revival of diverse communities Working with diverse suppliers can also lead to fresh perspectives and insights, along with the introduction of innovative solutions It opens up new channels for networking and attracting new customers A smaller, more diverse supplier has a higher likelihood of developing into a close partnership. Through supplier diversity initiatives, organisations can connect with prospective stakeholders, increasing their chances of expanding into new areas and attracting new clients. Their smaller structure makes them more agile, leading to a faster rate of innovation.

Organisations can reap benefits of this because, if they stick with their larger, more established suppliers, they would not be exposed to the broad spectrum of innovation that comes from having varied supplier relationships. If you're attempting to establish new partnerships, opening your network up to a wider variety of businesses will help you connect with special talent that you might have otherwise overlooked

Supplier diversity programmes are also a selling point when hiring Organisations can increase their recruiting reach by doing business with companies owned by women, minorities, and veterans For example, companies interested in recruiting and hiring veterans can gain a competitive advantage by including veteran-owned small businesses in their supplier diversity programmes.

A strong, diverse supplier base requires dedication and cooperation from all levels of the organisation. When designing supplier diversity programmes, it is critical to determine which goals to prioritise to improve diversity: to prioritise the type of diversity to integrate into the organisation's supply chain or the scale of implementation. It is essential to formulate policy statements defining these groups after the targets have been defined so that internal stakeholders and clients will know what to look for and how to assess new vendors.

The commitment to supplier diversity needs to start at the very top of the organisation and should trickle down from the top to the bottom Supplier diversity must be appreciated by all parties involved, both internal and external, as well as why it is necessary, what it will look like, and how it will affect society and the economy Once there is buy-in from the CEO, the next goal would be to appoint a senior manager to lead the supplier diversity programme This person should overlook corporate purchasing

Additionally, it would be beneficial to identify diversity champions within the organisation to increase awareness and support among peer groups. Above all, it is crucial to educate employees and business partners about the advantages and business imperative of boosting supplier diversity via an effective supplier training programme offering concrete actions important for suppliers. They not only provide stakeholders with access to finance…

How to build a recession-proof career

People Matters shares steps that you can take to advance and protect your career even in an economic downturn.

Rising inflation, pandemic-related supply shortages, and other factors increase the risk of a global recession. Typically, the economic cycle grows then slows down, and each cycle has different consequences for companies and the general public.

When the economy falters and central banks raise interest rates to regulate an overheating economy, consumers are forced to tighten their belts. Meanwhile, businesses are pressured to remove unnecessary expenses and, at times, even restrict hiring or cut staff Being open to career shifts

Often, during these worrisome times, people would want to know which jobs can survive a recession Thankfully, there are steps you can take to determine how you can advance and protect your career even in a downturn

Professor Phil Lewis, Director of the Centre for Labour Market Research at the University of Canberra, said that employers continue to look at a candidate’s educational levels, personal skills, and work experience

“These are all signals to an employer that you’re going to be a good worker as opposed to somebody who has left school at 15 and has no work experience,” Lewis said. The professor also explained that changes in society have affected the types of work available today. Jobs are becoming more and more complex that it is forcing workers to upskill and stay relevant in the job market whether in good times or bad.

For Nicholas Wyman, CEO of The Institute for Workplace Skills and Innovation and author of the…

Read more at: https://www.peoplematters.in/article/life-at-work/how-to-builda-recession-proof-career-34326

How to negotiate a better salary

Negotiating for a better pay package makes so many of us uncomfortable that we end up accepting the first offer without much thought The challenge is to assert oneself and push for higher pay

For job interview candidates, companies usually offer a compensation and benefits package with a proposed salary that’s appropriate for the job position. At this point in the hiring process, job interview candidates may not feel very powerful or assertive when it comes to negotiating a salary that’s enough to fulfill their economic needs. This, however, is not true.

The truth is that job interview candidates have the greatest negotiating power in the time between the job interview and the time of signing the contract. The hiring manager already tipped the scale in your favour when he showed his interest in hiring you and bringing you on board. This is the right time to negotiate your salary. If you don’t think that the initial offer aligns with your education, career level, skills set, experience, or economic need, you can choose to reject it Aside from higher pay, you can also suggest another form of compensation, such as stock or equity options, or additional perks such as rest days

The challenging part of negotiating your salary is how to assert yourself and push for higher pay The thought of negotiating for a better pay makes so many people uncomfortable that they end up accepting the first offer without much thought This is a mistake because employers are already prepared to negotiate with potential candidates Tips Tips on how to negotiate a better salary

Evaluate what you have to offer

First, determine how much value you can offer an employer before you begin the negotiating process…

Read more at: https://www.peoplematters.in/article/compensationbenefits/how-to-negotiate-a-better-salary-34780