When I first started out in my HR career the “big deal” at the time was culture fit. Did people fit the culture. Would they fit in? Or not?

Of course you first had to define the culture which in itself was a tricky thing because many parts of an organisational culture are not tangible, and often hard to explain. I still talk about one job that I left after 12 months, despite knowing I didn’t “fit” from day one. I still find it very hard to explain why I didn’t fit that culture even with some distance and maturity.

Back in high school my grade 8 art teacher wrote on my end of year report card that I had "a fiery nature when called for". I had spoken up when she punished the whole class for the behaviour of a couple of boys. I wasn't having it.

It's risky to speak up. To create a fuss. To move towards the tension, rather than away from it. Few people want to do this.

I little while ago, maybe back in 2023, a lovely colleague recommended I talk to a particular woman who was creating an amazing network for women in business.

Being a woman in business, and based on that recommendation from a lovely colleague, I would also like to be in an amazing network of other women in business (cause that’s how humans work).

I checked out the website and booked in a call to learn more.

I have had an epiphany.

Who knew that working to build:

- Increased creativity and innovation,

- Employee engagement,

- Accessing the best talent,

- Better problem solving,

- Improved business results,

- Fairness and equity,

- Competitive advantage

- Company reputation

And more….. is start/stop work. Boom or bust?

Yes Trump’s second presidency and the associated media hype around his executive orders are creating a backlash against Diversity Equity and Inclusion work. Unfortunately, this wasn’t a new situation.