Dear Gentle Readers (and yes, I’ve just finished binging the last season of Bridgerton—what a scandalously splendid affair that was – who can relate!?),
This is Petey Wang, your special guest editor of the week.
I’m thrilled to be the editor for this week’s special edition in celebration of Wear it Purple Day. This edition not only spotlights the vibrant diversity within our community but also prompts a reflection on the visibility and recognition of LGBTQI+ accomplishments and milestones over the past year.
However I will say, it feels as though there has been a noticeable decline in the celebration of LGBTQI+ achievements compared to last year’s vibrant World Pride in Sydney. This year’s Mardi Gras, while still a significant event, didn’t seem to capture as many memorable stories or highlight as many milestones. This observation leads me to question whether the trend of vocal support for LGBTQI+ issues is waning within corporate cultures, or perhaps we’ve reached a stage where equality is so integrated into our operations that the need to be loud and proud isn’t as pressing as it once was. Regardless, this thought has lingered with me throughout the year, underscoring the ongoing need to assess the impact and visibility of DEIB initiatives.
As we continue to navigate these changes and celebrate our diverse identities, let’s use this edition to reflect on how far we’ve come and where we still need to go. This is not just a call to action but a reminder of the ongoing journey towards true inclusivity and understanding within our professional and personal lives.
I have recently embarked on a journey outside of Talent Acquisition (TA) and stepped into the world of operations. It’s been a whirlwind two months transitioning after nearly seven years in TA. This shift from a specialised TA role to the multifaceted world of operations requires a diverse skill set and a deeper involvement in broader business initiatives. While the environment is familiar, the level of engagement has certainly A-M-P-L-I-F-I-E-D. Reflecting on this, I’ve observed numerous instances where TA could have significantly contributed, especially in the labor-intensive childcare sector. As I am a true believer that – TA deserves more recognition, moving from a supportive background to a central role in strategic planning. This evolution from traditional consultants to integral Talent Advisors is crucial for any organisation aiming to thrive.
Here’s what captured my attention this week:
The state of DEI in 2024: Key takeaways and insights
As someone passionate about DEI, I found the insights particularly relevant, highlighting the need for a renewed focus on authentic inclusion strategies. It’s a crucial read for anyone committed to understanding and advancing workplace diversity.
How Emerging Technology is Building Bridges in International Talent Acquisition for SaaS
Emerging Technologies influence in Talent Acquisition “This article explores how emerging technologies like AI and blockchain are revolutionizing business growth and communication. It highlights the transformative impact these technologies have on streamlining operations, enhancing transparency, and fostering global connections, making them indispensable tools for modern businesses.
Mind the (Skills) Gap – Ready for Tomorrow’s Workforce?
In today’s dynamic job market, skilled workers are in high demand and the skills gap is widening, with talent leaders bracing for tougher challenges ahead. The Skillfully Aligned report is your key to mastering talent acquisition in Australia.
Wondering if skills-based hiring or upskilling is the solution? How do we close the skills gap?
Find the answers in Indeed’s report.
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Top 10 Talent Acquisition trends in 2024
I found this last article to be deeply compelling and intriguing as it delves into the top ten talent acquisition trends shaping the industry in 2024. From embracing remote work dynamics to advancing diversity and technology integration, these trends are critical for any HR professional aiming to stay ahead. A must-read to understand the evolving landscape of talent acquisition and prepare for future challenges.
Pride isn’t seasonal
A great reminder that although milestones like wear it purple day and pride month keep a spotlight on DEIB, inclusion is not seasonal. Keep working on building better inclusion practices within your company, reviewing current hiring processes and being an ally to your mates.
