Workology Go Podcast https://workology.com/ In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Thu, 08 Dec 2022 09:28:31 +0000 en-US hourly 1 https://wordpress.org/?v=6.1.1 https://workology.com/wp-content/uploads/2016/11/cropped-Workology-favicon-60x60.png Workology Go Podcast https://workology.com/ 32 32 Welcome to the Workology Podcast, a podcast for the disruptive workplace leader. Join host Jessica Miller-Merrell, founder of Workology.com as she sits down and gets to the bottom of trends, tools and case studies for the business leader, HR and recruiting professional who is tired of the status quo. Jess Miller-Merrell episodic Jess Miller-Merrell jessica@workology.com jessica@workology.com (Jess Miller-Merrell ) A podcast for the disruptive HR and workplace leader Austin, TX Austin, TX 2x a week Episode 257: Building Neurodiverse Talent Pools https://workology.com/episode-257-building-neurodiverse-talent-pools/?utm_source=rss&utm_medium=rss&utm_campaign=episode-257-building-neurodiverse-talent-pools Thu, 10 Dec 2020 18:17:19 +0000 https://workology.com/?p=304023 https://workology.com/episode-257-building-neurodiverse-talent-pools/#respond https://workology.com/episode-257-building-neurodiverse-talent-pools/feed/ 0 <p><img width="400" height="300" src="https://workology.com/wp-content/uploads/2020/12/ep_257.webp" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" srcset="https://workology.com/wp-content/uploads/2020/12/ep_257.webp 400w, https://workology.com/wp-content/uploads/2020/12/ep_257-300x225.webp 300w, https://workology.com/wp-content/uploads/2020/12/ep_257-150x113.webp 150w" sizes="(max-width: 400px) 100vw, 400px" /></p> <p>I love a good story of how our real life experiences can shape our career and how we serve the HR and workplace communities. To set the stage for our podcast guest and the topic, I wanted to share information from CDC earlier this year First Estimates of the Number of Adults Living with Autism […]</p> <p>The post <a rel="nofollow" href="https://workology.com/episode-257-building-neurodiverse-talent-pools/">Episode 257: Building Neurodiverse Talent Pools</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> I love a good story of how our real life experiences can shape our career and how we serve the HR and workplace communities. To set the stage for our podcast guest and the topic, I wanted to share information from CDC earlier this year First Estimates ... Episode 257: Building Neurodiverse Talent Pools with Jhillika Kumar (@JhillikaK)
Jhillika Kumar is a 21 year old social impact entrepreneur, Diversity & Inclusion community builder, and Grace Hopper Celebration keynote speaker as an advocate for disability empowerment. She is an Assistant Vice President focusing on Accessibility at Bank of America and the CEO & Founder of Mentra, a startup focused on enabling individuals on the autism spectrum to find meaningful careers by activating their talents.
What is Neurodiverse? 
Jhillika says neurodiversity is the range of differences that an individual brain function can have. And it’s oftentimes regarded as part of the normal variation in the human population, basically to say that everyone’s brain is different and might have different ways of interpreting the world, whether that’s different sensory perception or different ways of communicating and that’s especially this includes autism, ADHD, dyslexia.
Many of the different conditions of the human kind can sort of fall into neurodiversity. And oftentimes individuals who are neurodiverse really have challenges with certain types of social skills or being in certain environments around other people. Everyone is completely different and not to generalize and all, but just to say that there are so many different requirements and needs of each individual that it oftentimes becomes difficult to find places where they can really thrive and environments and teams to work around that really energize them rather than drain them.
Underemployment and How It Impacts the Neurodiverse and Autism Community 
One statistic that really struck me from Jhillika was that by 2025, there will be over 500,000 people in the United States who will age out of government support programs, who will leave colleges and who will enter the workforce. And because one of the biggest problems right now is the underemployment. So someone who might be really, really naturally gifted at data and understanding data science or even marketing and understanding people and how to connect the dots, they are oftentimes, you know, working at grocery stores, working at jobs that they really just don’t feel fulfilled by. This is one of the many reasons that Jhillika founded her company, Mentra.
Using Artificial Intelligence in Human Resources and Job Matching Technology 
I’ve written and talked in great detail about artificial intelligence talking and sharing with HR leaders and employers educating them on the basics of AI. Jhillika talks about Mentra’s work in this area while also sharing how Mentra’s AI technology is helping neurodiverse and those who are underemployed be matched, skills built, and connected with prospective employers.
But first, Mentra works with employers who are looking to hire. Their team partners with the employer to obtain a very clean and crisp understanding of what information the employer needs. Mentra also partners with the job seekers designed to create a match that mutually benefits both parties. This startup is working with a number of companies i...]]>
Jessica Miller-Merrell 34:53
Ep 241 – What Department Should Oversee Accessibility at Your Company? https://workology.com/ep-241-what-department-should-oversee-accessibility-at-your-company/?utm_source=rss&utm_medium=rss&utm_campaign=ep-241-what-department-should-oversee-accessibility-at-your-company Thu, 27 Aug 2020 19:03:34 +0000 https://workology.com/?p=296909 https://workology.com/ep-241-what-department-should-oversee-accessibility-at-your-company/#respond https://workology.com/ep-241-what-department-should-oversee-accessibility-at-your-company/feed/ 0 <p><img width="400" height="300" src="https://workology.com/wp-content/uploads/2020/08/Pina-DIntino-a.webp" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2020/08/Pina-DIntino-a.webp 400w, https://workology.com/wp-content/uploads/2020/08/Pina-DIntino-a-300x225.webp 300w, https://workology.com/wp-content/uploads/2020/08/Pina-DIntino-a-150x113.webp 150w" sizes="(max-width: 400px) 100vw, 400px" /></p> <p>How does accessibility work and who should be overseeing decisions, recommendations, and managing requests? These are important questions we should really be thinking about now especially with so many of us working virtual and remote. While remote work makes it easier for people with disabilities to have work because that work can now be at […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-241-what-department-should-oversee-accessibility-at-your-company/">Ep 241 – What Department Should Oversee Accessibility at Your Company?</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> How does accessibility work and who should be overseeing decisions, recommendations, and managing requests? These are important questions we should really be thinking about now especially with so many of us working virtual and remote. Episode 241: What Department Should Oversee Accessibility at Your Company? with Pina D’Intino
(@pdintino
This episode of the Workology Podcast is part of our Future of Work series powered by PEAT, the Partnership on Employment & Accessible Technology. In honor of the 30th anniversary of the Americans with Disabilities Act this July, we’re investigating what the next 30 years will look like for people with disabilities at work, and the potential of emerging technologies to make workplaces more inclusive and accessible. I’m joined by Pina D’Intino. Pina is a sought-after consultant , entrepreneur and speaker who actively promotes accessibility and inclusion from both executive-level and grassroots perspectives by bridging the viewpoints and needs of the organization, employees, and customers to establish best-practices environments.
As the owner of Aequum Global Access Inc, her team of accessibility experts help businesses and organizations develop their accessibility strategies and plans, measure and report on compliance and provide guidance for remediation. Aequum Global Access also provides accommodation services, training  and project management services.
She is currently working with the Government of Canada, helping  departments develop their  roadmaps, provide consultation and technical support. In 2013, Pina received the QE2 Diamond Jubilee medal by Canada’s Lt. Governor the Honourable David Onley for her work in accessibility in employment.
Should HR Be in Charge of Accessibility and Accommodation Requests
Our work responsibilities as HR leaders are vast, and this often includes fielding workplace accessibility and accommodation requests. Since Pina is really an expert in this area, I thought it best to inquire about who should be fielding these type of requests. More and more companies have accessibility teams and/or Chief Accessibility Officers. We’ve seen this at companies like Accenture and IBM, but I wondered if it’s a trend she is seeing herself more and more. While these types of roles are becoming more common, Pina is seeing HR remain the central point of accessibility requests. She shares some of her experiences when it comes to technology accessibility and the increased involvement for involving a company’s IT department. Pina says as more companies are remaining virtual, IT and HR will need to work together moving forward. She says that remote work options offer employees more flexibility and accessibility than ever before.
Pina and I talk not just about accessibility requests from employees but also job seekers who need accommodation as part of the hiring and selection process. She shares her own personal experiences including how she has had conversations with employers in the past. These types of conversations are important for employers to hear because quite often we don’t receive requests because candidates don’t feel comfortable, out of fear, or because it is not clear how to request an accommodation especially if your hiring process doesn’t make it easy for candidates to interface with HR or a hiring manager directly. Think of all the automation we use in recruiting especially with email. When most candidates apply for a job, there is no direct path to contact someone in HR or recruiting to even request an accommodation.]]>
Jessica Miller-Merrell 36:57
Ep 237 – Long-Term Work From Home Strategies with Dave Landa https://workology.com/ep-237-long-term-work-from-home-strategies/?utm_source=rss&utm_medium=rss&utm_campaign=ep-237-long-term-work-from-home-strategies Fri, 31 Jul 2020 17:02:45 +0000 https://workology.com/?p=295823 https://workology.com/ep-237-long-term-work-from-home-strategies/#respond https://workology.com/ep-237-long-term-work-from-home-strategies/feed/ 0 <p><img width="400" height="300" src="https://workology.com/wp-content/uploads/2020/07/Long-Term-Work-From-Home-Strategies.webp" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2020/07/Long-Term-Work-From-Home-Strategies.webp 400w, https://workology.com/wp-content/uploads/2020/07/Long-Term-Work-From-Home-Strategies-300x225.webp 300w, https://workology.com/wp-content/uploads/2020/07/Long-Term-Work-From-Home-Strategies-150x113.webp 150w" sizes="(max-width: 400px) 100vw, 400px" /></p> <p>Since the outbreak of COVID-19, the number of people who have worked remotely because of concern about the coronavirus has risen by 46 percentage points according to the latest Gallup poll data. Sixty-two percent of employed Americans currently say they have worked from home during the crisis, a number that has doubled since mid-March. And […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-237-long-term-work-from-home-strategies/">Ep 237 – Long-Term Work From Home Strategies with Dave Landa</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Since the outbreak of COVID-19, the number of people who have worked remotely because of concern about the coronavirus has risen by 46 percentage points according to the latest Gallup poll data. Sixty-two percent of employed Americans currently say the... Episode 237: Long-Term Work From Home Strategies with Dave Landa (@DaveLanda
Today I’m joined by Dave Landa, CEO of Kintone Corporation, which provides a teamwork platform with a visual application builder that empowers individuals, teams, and organizations to effectively manage their data and workflow for better collaboration. Since 2004, Dave has been at the forefront of the cloud revolution, driving strategic business development on the executive teams of leading SaaS application providers. 
What Does Work From Home Look Like Right Now? 
Dave shares about how his company went all virtual early on in early March of this year. Kintone’s parent company is located in Japan so Dave and his leadership team had been following the pandemic early on. The company easily made the transition and plans to go remote on a permanent basis. Hear how he and his team accomplish this and the ways they are keeping engagement and their culture fresh.
While working from home is amazing, it is very easy to burn out. You, as an individual working in a new work situation are faced with new and different challenges that I know Dave and I often take for granted. I’ve been working virtually for the last 11 years and I often forget my early struggles to adjust to the virtual and remote work world early on. This is important to remember for your individual team members not to mention thinking about ways to keep your employees and teams engaged, connected, and excited about working whether it’s at home, in another location away from the office, or in other time zones. Personally, one of the biggest challenges I have found is finding ways to connect with my team members who are working 7-10 hours ahead of my own schedule.
The Secret to Leading Your Virtual Team
I asked Dave what his secret is to leading a virtual team. At the heart of it he says, is trust. You have to trust that your team makes good decisions, holds themselves accountable, and will get the job done they have been asked to do. He is empowering his team to take ownership because right now we are really all in this together. Transparency from leadership is also really important. Dave says it’s not just business and leadership that needs to be transparent, employees need to feel comfortable to share their own challenges and seek out support when they need them. Everyone is going through their own personal struggles right now and as business leaders we need to encourage our employees to come forward if they are needing help whether it’s new equipment to do their jobs, schedule flexibility, or seeking out mental health professionals to lend a ear and help employees and their families talk with a professional about the difficulties they are facing. At the heart of all of this is a focus on communciation. You have to be intentional as a leader to connect, engage, and talk to your employees. Dave shares some of the fun activities that have been working with his team. For my team, we are sharing our favorite recipes. Since my team is global,]]>
Jessica Miller-Merrell 32:37
Ep 235 – Better Healthcare Benefit Communication 365 Days a Year https://workology.com/ep-235-better-healthcare-benefit-communication-365-days-year/?utm_source=rss&utm_medium=rss&utm_campaign=ep-235-better-healthcare-benefit-communication-365-days-year Thu, 16 Jul 2020 18:17:06 +0000 https://workology.com/?p=294626 https://workology.com/ep-235-better-healthcare-benefit-communication-365-days-year/#respond https://workology.com/ep-235-better-healthcare-benefit-communication-365-days-year/feed/ 0 <p><img width="400" height="300" src="https://workology.com/wp-content/uploads/2020/07/Justin-Holland.webp" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2020/07/Justin-Holland.webp 400w, https://workology.com/wp-content/uploads/2020/07/Justin-Holland-300x225.webp 300w, https://workology.com/wp-content/uploads/2020/07/Justin-Holland-150x113.webp 150w" sizes="(max-width: 400px) 100vw, 400px" /></p> <p>With so many changes in with HSA, ACA, and new telehealth and telemedicine options, plus FSA, HSA and EAP options, employees are overwhelmed by making upcoming benefits and health insurance selection as new hires, but also as part of their annual enrollment. HR leaders are tasked with helping employees understand and navigate these healthcare selections, […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-235-better-healthcare-benefit-communication-365-days-year/">Ep 235 – Better Healthcare Benefit Communication 365 Days a Year</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> With so many changes in with HSA, ACA, and new telehealth and telemedicine options, plus FSA, HSA and EAP options, employees are overwhelmed by making upcoming benefits and health insurance selection as new hires, Episode 235: Better Healthcare Benefit Communication with Justin Holland (@jh_healthjoy
Today I’m joined by Justin Holland, CEO, and Cofounder of HealthJoy, the first benefits experience platform that combines an AI-powered virtual assistant with a team of online medical providers and healthcare concierges to deliver a simple, mobile experience that employees can turn to when they need care. Justin helped build HealthJoy to $48.5M in funding and 220 employees in three countries and its platform serves hundreds of thousands of members every day. 
1 in 3 Employees Don’t Understand Their Healthcare Benefits
As an HR leader, I know you understand that employees are clueless about their healthcare benefits. In fact, 33 percent of employees don’t understand their current healthcare offerings at their organization. Personally, I found this number to be a little too low in my experience. Are an HR leader, it is a challenge during annual benefits enrollment to field questions, and I know that so many employees and their partners are left without answers when it comes to their healthcare plans. Justin shares that using machine learning technologies like HealthJoy are helping freeing up HR leaders and allowing employees and their partners to get instant access to their healthcare plan information. For me, I’ve found the most common question about a healthcare plan’s from employees is the group number. Just says that this is true, but the healthcare virtual assistant, Joy’s work goes beyond that providing resources including doctor’s that accept current plans and even emergency rooms that are within a specific location.
Justin says that normally one person in a household is the benefits point of contact and often times this person is the partner that is not the employee of the organization which makes communciation about things like open enrollment a challenge for HR teams. It seems like these type of healthcare benefit plans questions need answering outside of normal business hours. In my experience, they happen late at night and often just before the annual enrollment deadline. Don’t get me started on the number of benefit questions I received written in all caps and with sheer panic at 9:00 PM on the Sunday before deadline is too many to count. Justin and his company’s work is changing all that.
How COVID-19 Is Changing Telehealth and Your Employee Benefit Plans 
I remember the first time I called the nurse’s line to ask a question about my young daughter running a fever. I had questions about the dosage. It felt weird asking for advice when I wasn’t in the room, but I quickly learned as a new parent that tele-health appointments and the on-call nurse’s line were essential and continue to be. With the majority of us now working from home and being limited geographically to an area that’s outside of our offices, the use of telemedicine is dramatically increasing.
While I’ve used tele-health for many years, not everyone especially your employees have felt comfortable talking to a doctor via web cam. COVID is dramatically changing the way we use healthcare and how our employees are embracing our healthcare benefit programs focused on virtual and online services. As HR leaders, we need to be reminding employees of different healthcare program benefits keeping them...]]>
Jessica Miller-Merrell 27:58
Ep 53 – McDonalds to Train Store Employees https://workology.com/ep-53-mcdonalds-to-train-store-employees-on-mitigating-identifying-violence/?utm_source=rss&utm_medium=rss&utm_campaign=ep-53-mcdonalds-to-train-store-employees-on-mitigating-identifying-violence Tue, 03 Dec 2019 17:48:44 +0000 https://workology.com/?p=262831 https://workology.com/ep-53-mcdonalds-to-train-store-employees-on-mitigating-identifying-violence/#respond https://workology.com/ep-53-mcdonalds-to-train-store-employees-on-mitigating-identifying-violence/feed/ 0 <p><img width="1600" height="840" src="https://workology.com/wp-content/uploads/2019/11/ep53.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/11/ep53.png 1600w, https://workology.com/wp-content/uploads/2019/11/ep53-150x79.png 150w, https://workology.com/wp-content/uploads/2019/11/ep53-300x158.png 300w, https://workology.com/wp-content/uploads/2019/11/ep53-768x403.png 768w, https://workology.com/wp-content/uploads/2019/11/ep53-1024x538.png 1024w, https://workology.com/wp-content/uploads/2019/11/ep53-400x210.png 400w" sizes="(max-width: 1600px) 100vw, 1600px" /></p> <p>Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-53-mcdonalds-to-train-store-employees-on-mitigating-identifying-violence/">Ep 53 – McDonalds to Train Store Employees</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from... Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 53 – McDonalds to Train Store Employees on Mitigating & Identifying Violence
Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. This podcast is sponsored by Workology.
Last month, McDonald’s announced that it will introduce new workplace training centered on harassment and workplace safety. Roughly 850,000 employees from line cooks to managers at nearly 14,000 U.S. restaurants will receive training through interactive and computer-based training programs and in-person discussions.
The announcement comes after months of criticism of McDonald’s by its restaurant workers, who say they have experienced violence, sexual harassment and other workplace issues at both corporate and franchise locations. In May, workers’ rights organizations and the Time’s Up Legal Defense Fund said a number of sexual harassment charges and lawsuits had been filed against the fast food chain, and workers hosted a protest in Chicago over the issue.
Today’s featured article comes from Workology and is a podcast interview with an expert on workplace training.
This has been a huge news story and, while McDonald’s won’t close its stores like Starbucks did in May of 2018 for unconscious bias training, it is mandated for both locations owned by the corporate HQ in Chicago and strongly recommended to franchisees (who can choose to participate or not). While a public relations nightmare for large companies, complaints like those McDonald’s received or the incident in Philadelphia last year that led Starbucks to close stores for a day-long training can have lasting negative impact on an employer brand. Ideally, other companies would learn from cases like these and implement training for all employees on sexual harassment, safety, racial bias, and other workplace issues so that they can ensure they don’t become a national news story for putting employees in jeopardy or discriminating against customers.
I think that McDonald’s is doing the right to focus on training. I’d love though more in person and scenario based training. It sends the right message to the public, customers and employees that we need safe businesses and workplaces. Like you, I’m unsettled with the increased violence and shootings that are happening, and as HR leaders we need to work with our employees to educate them and provide them with training and resources on how to handle these types of situations. What happens when someone brings a gun to the office or a customer comes in with their AK47?
I’ve included some resources for you in the transcript of this Workology Go Podcast. I don’t have the answers, but I think this is an important discussion we can have together and certainly one you should having with your organizational leadership.
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Jessica Miller-Merrell 1 4:32
Ep 52 – Does CBD Oil Product Positive Drug Testing? https://workology.com/ep-52-does-cbd-oil-product-positive-drug-testing/?utm_source=rss&utm_medium=rss&utm_campaign=ep-52-does-cbd-oil-product-positive-drug-testing Tue, 19 Nov 2019 15:17:25 +0000 https://workology.com/?p=262534 https://workology.com/ep-52-does-cbd-oil-product-positive-drug-testing/#respond https://workology.com/ep-52-does-cbd-oil-product-positive-drug-testing/feed/ 0 <p><img width="2501" height="1321" src="https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER.png 2501w, https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER-150x79.png 150w, https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER-300x158.png 300w, https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER-768x406.png 768w, https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER-1024x541.png 1024w, https://workology.com/wp-content/uploads/2019/11/EP-52-HEADER-400x211.png 400w" sizes="(max-width: 2501px) 100vw, 2501px" /></p> <p>Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-52-does-cbd-oil-product-positive-drug-testing/">Ep 52 – Does CBD Oil Product Positive Drug Testing?</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from... Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 52 – Does CBD Oil Product Positive Drug Testing
Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. This podcast is sponsored by Workology.
Can a candidate fail a drug screen if they have used CBD oil? The short answer is no, but the long one is more complicated. Cannabidiol (CBD) is a naturally occurring compound found in the resinous flower of cannabis and – while still not regulated, is being marketed as having therapeutic benefits for everything from pain relief to anxiety to seizures to skin conditions.
In this Workology Go Podcast episode, I want to talk more in-depth about CBD. CBD seems to be everywhere right now and after attending a conference as MC, there was a great deal of discussion from attendees, I thought we should dive more in-depth.
CBD is closely related to another important medicinally active phytocannabinoid: tetrahydrocannabinol (THC), the compound that causes the high that cannabis is famous for. These are the two components of cannabis that have been most studied by scientists. Other components of cannabis can be searched online by typing THC, CBG, CBN, and many more. You should pop one of these to compare which can be safer to use.
Today’s featured article comes from Workology: How CB Oil Affects Employment Drug Screenings.
According to Quest Diagnostics, CBD itself would not report positive for marijuana or marijuana metabolite. If the CBD product contains THC at a sufficiently high concentration, it is possible, depending on usage patterns, that the use of these products could cause a positive urine drug test result for marijuana metabolites. For example, in some states, CBD may contain up to 5% THC. In some medical marijuana states, CBD products are allowed to have residual levels of THC up to 5%, depending on the state. Because of these low to non-existent levels of THC, more companies have started carrying CBD products, even in states where marijuana is not permitted for either medicinal or recreational use. However, it is worth noting that CBD is not legal at the state level in all 50 states.
So what do you need to know as an employer? Your company should have a policy about drug use in the workplace, however, CBD and the legalization of medical marijuana in many states complicates what you can and cannot legally require of your employees. Banning medical marijuana use could be comparable to attempting to ban the use of legally prescribed pain and other medications. According to the Employer’s Council, generally, employers do not have to accommodate the use of marijuana since the substance is illegal under federal law. However, there are some courts, such as in Massachusetts, that have declared that employers are required to at least consider the accommodation of off-duty use of medical marijuana.
Given current law, it is unlikely that an employer would be penalized for refusing to allow CBD as a reasonable accommodation unless a federal court has ruled otherwise or state la...]]>
Jessica Miller-Merrell 1 6:32
Ep 51 – Accenture Sets Goal to Achieve Gender Balanced Workforce by 2025 https://workology.com/ep-51-accenture-sets-goal-to-achieve-gender-balanced-workforce-by-2025/?utm_source=rss&utm_medium=rss&utm_campaign=ep-51-accenture-sets-goal-to-achieve-gender-balanced-workforce-by-2025 Tue, 12 Nov 2019 20:03:23 +0000 https://workology.com/?p=262036 https://workology.com/ep-51-accenture-sets-goal-to-achieve-gender-balanced-workforce-by-2025/#respond https://workology.com/ep-51-accenture-sets-goal-to-achieve-gender-balanced-workforce-by-2025/feed/ 0 <p><img width="1600" height="840" src="https://workology.com/wp-content/uploads/2019/11/Ep-51.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/11/Ep-51.png 1600w, https://workology.com/wp-content/uploads/2019/11/Ep-51-150x79.png 150w, https://workology.com/wp-content/uploads/2019/11/Ep-51-300x158.png 300w, https://workology.com/wp-content/uploads/2019/11/Ep-51-768x403.png 768w, https://workology.com/wp-content/uploads/2019/11/Ep-51-1024x538.png 1024w, https://workology.com/wp-content/uploads/2019/11/Ep-51-400x210.png 400w" sizes="(max-width: 1600px) 100vw, 1600px" /></p> <p>In 2017, Accenture’s late CEO Pierre Nanterme announced that it will achieve a gender-balanced workforce, with 50% women & 50% men, by 2025.</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-51-accenture-sets-goal-to-achieve-gender-balanced-workforce-by-2025/">Ep 51 – Accenture Sets Goal to Achieve Gender Balanced Workforce by 2025</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> In 2017, Accenture’s late CEO Pierre Nanterme announced that it will achieve a gender-balanced workforce, with 50% women & 50% men, by 2025. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 51 – Accenture Sets Goal to Achieve Gender Balanced Workforce by 2025
In 2017, Accenture’s late CEO Pierre Nanterme announced that it will achieve a gender-balanced workforce, with 50 percent women and 50 percent men, by 2025. This bold statement was later backed up by the current Global CEO, Julie Sweet. She led the publishing of their U.S. demographics in 2015, making Accenture the first among its peers to release data of this kind.
Today’s featured article comes from The Accenture Newsroom and is titled, “Accenture Sets Goal to Achieve Gender Balanced Workforce by 2025”
The article states the milestones they’ve set over the past several years to gender equality. From their initiatives to commitment for transparency. To name a few examples:
– They’ve promoted its largest percentage of women to the managing director level in 2016 at 30 percent.
– They’ve launched initiatives that provide women with in-demand skills. For example, the company’s Women in Technology program helps fast-track the careers of high-performing women toward the position of Technical Architect, a high-demand and short-supply role.
– Collaboration across business and government to further gender equality in the workplace, with commitments that include the White House Equal Pay Pledge, Paradigm for Parity, and Catalyst CEO Champions for Change.
A member of our team sat down with Tamara Fields, Austin Office Managing Director of Accenture she discussed the reasoning behind Accenture’s transparency.
When this declaration was put out there, it’s pretty bold statement for a company to make. To publicly make it a declaration is a big deal. I think the reason Accenture did that is that they wanted to be more than talk. You heard me say earlier, I think everyone acknowledges that the conversation is out there. We’ve had a lot of conversation on inclusion, diversity. What we’re not seeing is change. Our HR lead Ellyn Shook, who’s in the phenomenal woman, very early on got out there and really focused on equal pay and something as she made an initiative for our company to make sure we were out there with equal pay.
It was very shocking that people think, what? What do you mean, what does that mean? I think in order for you to enact real change, you have to have real courage and you have to take risks. You have to put it out there and you have to be accountable. And that’s why she started publishing our metrics. People were like, what are you doing? Our competitors, author, some of our other tech firms, like, what? What are you doing? But that’s the challenge. And somebody has to lead the pack. I think we have led that pack and being, one of the first tech consulting firms to publish our numbers like that. And now to put this declaration out there. But what it says is, is we have a large number of women graduating from college, but we’re not seeing the same representation in the workforce and definitely in STEM fields and tech fields. And so by us putting that out there that says we recognize that there is parity in in in terms of population. So why wouldn’t there be parity in the workforce?
Gender balance and inequality has always been an issue that brought lots of conversations but lacked real action.]]>
Jessica Miller-Merrell 1 5:01
Ep 50 – Why Your Leader Needs an Executive Coach https://workology.com/ep-50-why-your-leader-needs-an-executive-coach/?utm_source=rss&utm_medium=rss&utm_campaign=ep-50-why-your-leader-needs-an-executive-coach Tue, 05 Nov 2019 15:31:40 +0000 https://workology.com/?p=261620 https://workology.com/ep-50-why-your-leader-needs-an-executive-coach/#respond https://workology.com/ep-50-why-your-leader-needs-an-executive-coach/feed/ 0 <p><img width="1600" height="840" src="https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach.png 1600w, https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach-150x79.png 150w, https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach-300x158.png 300w, https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach-768x403.png 768w, https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach-1024x538.png 1024w, https://workology.com/wp-content/uploads/2019/11/Why-Your-Leader-Needs-an-Executive-Coach-400x210.png 400w" sizes="(max-width: 1600px) 100vw, 1600px" /></p> <p>Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-50-why-your-leader-needs-an-executive-coach/">Ep 50 – Why Your Leader Needs an Executive Coach</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from... Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 50 – Why Your Leader Needs an Executive Coach
The Institute of Coaching cites that over 70% of individuals who receive coaching benefited from improved work performance, relationships and more effective communication skills. They also reported that a huge 86% of companies feel that they recouped the investment they made into coaching plus more on top.
Studies show that coaching is effective at reducing procrastination and facilitating goal attainment and there is a growing body of empirical research that supports the findings that business coaching really does facilitate goal achievement. In a case study published in the International Journal of Evidence Based Coaching and Mentoring explores how coaching supports the development of female leaders in an organization.
I have a business coach and it’s been great for me. I am more organized and accountable and I’ve made some decisions in my business as a result. Plus, I can say that I have a better work-life balance. I still work a ton but I feel so much better knowing that things are scheduled and we have a system. It’s a freeing yet weird feeling. I haven’t always felt this way about coaching. For a long time, I felt like by having a coach I was weak. My thoughts have changed on this once I really sat down and thought about the fastest way to move forward and get unstuck personally and professionally.
Today’s featured article comes from Workology and is a podcast interview with friend and executive business coach, Tegan Trovato. She tells me in a previous podcast interview why you should think about an executive coach.
Having a new set of eyes a fresh set of eyes that isn’t emotionally entangled with the business outcomes isn’t biased doesn’t have any political agenda. It’s refreshing for any organization to have that and part of that. We need to recognize it’s important to select the right person for that kind of work. Bring in an outside coach also helps executive teams I work with a lot of teams so I’ve watched executive teams in particular move from a group operating model into operating truly as a team. So a great outside coach because they’re not again not attached to this executive team in an emotional way they can be objective they can influence advise model behavior for them and even be really overt about the fact that an executive team is operating as a group of independent leaders reporting into a CEO where a CEO is now or finding they get much more value if the executive group begins operating as a team and having many more shared agendas sort of letting some of the boundaries fall away and allowing sales to influence operations and operations Influence marketing for example just by sharing their expertise more.
Getting a coach was an investment and it was a huge risk especially in my business where I am the boss and if this thing doesn’t work it’s all on me. What I’ve learned about having a coach is that it isn’t about the money. Yes, expertise costs money but it is about believing in myself and trusting that I can make this work.]]>
Jessica Miller-Merrell 1 5:41
Ep 49 – Monster.com Data Breach. Who’s to Blame? https://workology.com/ep-49-monster-com-data-breach-whos-to-blame/?utm_source=rss&utm_medium=rss&utm_campaign=ep-49-monster-com-data-breach-whos-to-blame Tue, 29 Oct 2019 15:19:43 +0000 https://workology.com/?p=261410 https://workology.com/ep-49-monster-com-data-breach-whos-to-blame/#respond https://workology.com/ep-49-monster-com-data-breach-whos-to-blame/feed/ 0 <p><img width="2501" height="1321" src="https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo.png 2501w, https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo-150x79.png 150w, https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo-300x158.png 300w, https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo-768x406.png 768w, https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo-1024x541.png 1024w, https://workology.com/wp-content/uploads/2019/10/ep-49-cover-photo-400x211.png 400w" sizes="(max-width: 2501px) 100vw, 2501px" /></p> <p>Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-49-monster-com-data-breach-whos-to-blame/">Ep 49 – Monster.com Data Breach. Who’s to Blame?</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from... Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 49 – Monster.com Data Breach. Who’s to Blame?
Data security is something I don’t think we talk enough about within our HR and recruiting technology and systems. Candidates and employees trust us to keep their data safe. It’s something I’m thinking a lot about especially with the increase in the gig economy. Now many of us, including myself are trust companies like Favor, Instacart and scooter companies like Lime and Bird to keep our social security numbers safe. I tried being a scooter charger. I was interested in what the candidate experience was like and I put my trust in an organization to keep my social security number safe. The experience of being a charger for Bird was a lot of work and I was able to experience the onboarding and engagement process for a gig worker which was very enlightening.
When it comes to data security, it’s not always the employers or contracting companies I’m worried about. It’s the third party companies who also have access to your data.
Today’s featured article comes from TechCrunch and is titled, “Monster.com says a third party exposed user data but didn’t tell anyone.”
I’m including the link to Tech Crunch article in the transcript of this podcast. We first shared this article in our newsletter which you can subscribe to at workology.com/newsletter and we had over 20,000 clicks on this article. Obviously, it’s struck a chord.
I wanted to hear more about data security so I tapped expert, Fareedah Shaheed to talk about how as employers and HR leaders we can protect our data.
I can’t even begin to write down the number of job boards, websites, and companies I’ve applied to where I willingly shared all my personal information. I’m sure you are the same way. As employers, we have a huge responsibility that I think we take for granted. I also think data security hasn’t been an important focus for us for whatever reason, but as we add more HR system and integrate more technology into our departments and organizations it is something we should be thinking about. The companies you parter with need to take data protection seriously and with the number of HR tech companies who continue to enter our marketplace, it’s only going to get more complicated and with it even more challenging when it comes to data protection and security.
I’ve included some links in the transcript of this podcast in addition to our story of the day that touch on resources on phishing, hacking, HR technology integration and tech selection for you to really think about.
What is Workology Go Podcast?
And that’s this episode of the Workology Go Podcast. We’re your go to for HR and workplace news. To learn more about the Workology Go Podcast, subscribe to us on Apple, Google, and Stitcher. Our podcast is also available on Alexa and Google Home. Learn more at workology.com/gopodcast and access this episode’s resources, links, and reports for more information.

Featured Story
Monster.com says a third party exposed user data but didn’t tell anyone.
More Great Resource
– Ep 52 – Is Your #HRTech & Information at Risk From Hackers & Phishing?
1 6:48
Ep 48 – Shake Shack Tests 4 Day Work Week https://workology.com/ep-48-shake-shack-tests-4-day-work-week-for-managers/?utm_source=rss&utm_medium=rss&utm_campaign=ep-48-shake-shack-tests-4-day-work-week-for-managers Tue, 22 Oct 2019 14:17:30 +0000 https://workology.com/?p=252126 https://workology.com/ep-48-shake-shack-tests-4-day-work-week-for-managers/#respond https://workology.com/ep-48-shake-shack-tests-4-day-work-week-for-managers/feed/ 0 <p><img width="1600" height="840" src="https://workology.com/wp-content/uploads/2019/10/ep-48.png" class="attachment-post-thumbnail size-post-thumbnail wp-post-image" alt="" decoding="async" loading="lazy" srcset="https://workology.com/wp-content/uploads/2019/10/ep-48.png 1600w, https://workology.com/wp-content/uploads/2019/10/ep-48-150x79.png 150w, https://workology.com/wp-content/uploads/2019/10/ep-48-300x158.png 300w, https://workology.com/wp-content/uploads/2019/10/ep-48-768x403.png 768w, https://workology.com/wp-content/uploads/2019/10/ep-48-1024x538.png 1024w, https://workology.com/wp-content/uploads/2019/10/ep-48-400x210.png 400w" sizes="(max-width: 1600px) 100vw, 1600px" /></p> <p>Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology […]</p> <p>The post <a rel="nofollow" href="https://workology.com/ep-48-shake-shack-tests-4-day-work-week-for-managers/">Ep 48 – Shake Shack Tests 4 Day Work Week</a> appeared first on <a rel="nofollow" href="https://workology.com">Workology</a>.</p> Welcome to the new Workology Go Podcast. In just under five minutes, we get you the HR and workplace news you need before you start your day. Get ready, get set and go with the Workology Go Podcast. Here are today’s HR and workplace news headlines from... Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by Workology.
Ep 48 – Shake Shack Tests 4 Day Work Week for Managers
We all want flexibility, to be valued, and respected for our accomplishments at work. It’s such a natural thing to want as a human being and often so rare to receive.
I mention flexibility because it continues to be the single most important perk that employees want. In fact, many employees are willing to make less money in order to have flexible schedules and work from home. As the talent market tightens companies are getting creative to retain their workers and keep them focused and excited to be working at your company.
Today’s featured article comes from Nation’s Restaurant News and is titled, “Shake Shack tests four-day workweek for managers.”
Shake Shack, began testing a four-day workweek earlier this year to help recruit and retain qualified store-level supervisors. The pilot program has been deployed the chain’s Las Vegas market, where it operates a handful of locations including a store on The Strip.“It has never been harder to find great people to lead great restaurants,” CEO Randy Garutti said.
Now Shake Shack’s test isn’t something new. At an employer in 2007, our top sales team members were offered to participate in a 4 day work week program. Our top performing inside sales reps worked 4 tens for a pilot program of 6 months and since sales offer a very easy way to track performance, it was a great test program for us. During the pilot period, performance increased and all but one employee decided to stay working in the 4 10 programs. More top performers were invited to participate and we had lower turnover because of it. This helped retain our best workers, give them autonomy and reward them for their performance. This was a huge win for our culture in a position that was historically high turnover not unlike Shake Shake with their managers.
One of my favorite podcast interviews is with Greg Hawkes and he talks about the idea that to create more engagement and happiness with our workforce, we need to give them more autonomy to make their own decisions. It’s called ownership culture.
So I think establishing that, having this idea of we’re gonna have a environment where we develop trust enough, where we can say hard, direct things. So we let each other have the freedom to be who they need to be and how they need to be to do that.
And then with unlocked locking and ownership culture, you know, I shift to well, I own investment properties. All this came out of in Oklahoma where we live is I own several single family homes. And I noticed it with renters. People who rent my homes act different than I do in the home that I own. And I see that in the workplace all the times that. The trick is, though, when you drive down the street or you see these people who live in the homes that rent for me, they act like it’s their home.
And you wouldn’t know if you went there because they have barbecues, they celebrate kids birthdays and church groups over that Fourth of July.
And so when you see from the outside, it looks like like the person who lives right next to him, who owns a home, they look very similar. And so I discovered the same is true at work that people can work cubed. Q Office to office and by the outside it kind of looks like they’re all the same.
While I’m not saying that all flexible work leads to a culture of ownership, it certainly is a great way to differentiate yourself from the competition and help retain your best people.]]> Jessica Miller-Merrell 1 6:21