Designated by President George H. W. Bush in 1990, November marks National Native American Indian Heritage Month, with annual presidential proclamations (with varied forms of the name) since 1994, per the U.S. Library of Congress.
Additionally, DiversIQ analysis suggested that publicly traded and private employers are failing indigenous folks. Along with making the business case for diversity again, labor experts nod to the utility of environmental and social governance mandates — and the ways these parameters can serve people of color well in the future.
Overall, HR and education experts point to a systemic lack of skills training offered to indigenous talent — along with limited access to fruitful job opportunities — as a key issue for the Indigenous American community.
Despite a heritage month and government arms such the U.S. Bureau of Indian Affairs, the lack of representation and systemic issues extend to the research itself. In a 2019 primer on American Indian and Alaskan Native participation in the labor force, the U.S. Bureau of Labor Statistics said, “Because the sample size for AIANs is relatively small, the BLS does not routinely tabulate detailed data on their demographic and labor market characteristics.”
by Caroline Colvin
Source: hrdive.com
Data management is a key component for teams working to improve the sustainability of their buildings, because the data can point to where they can save time and money, according to the report. But teams might not be collecting the data in the most efficient way.
The root cause of quiet cracking may be workers feeling insecure in their current jobs, the report indicated. This lack of confidence could be the result of a lack of training, which makes workers feel insecure in their role, according to the data. Employees who said they hadn’t received any training in the past year were also 140% more likely to feel insecure about their jobs.
Over my 25 years as a partner at Borderless Executive Search, I’ve observed this linguistic nuance countless times in conversations with candidates. They can be simple yet powerful indicators of how connected, or disconnected you feel from your organisation. And it’s worth reflecting on what it might say about you.
