According to an HR Policy Association survey in the Spring of 2021, covering nearly 400 HR leaders representing 11 million employees found that 85% said their organizations expanded inclusion activities and increased C-suite involvement in DE&I since George Floyd’s murder. Seventy percent have started or expanded unconscious bias training, while more than half moved to disaggregate workforce data to provide a better picture of employee demographics. The survey also found DE&I was the main concern for HR leaders, ranking ahead of strategizing for a post-COVID culture.
In HRchat 324, we take a pulse of the state of HR and leadership and look at what has actually changed within organizations since the murder of George Floyd.
My guest is Erika Broadwater, President of the National Association of African Americans in Human Resources (NAAAHR) and EATA Manager/COE at Essity.
Erika has nearly three decades of experience in Human Resources as Head of Talent Acquisition, Recruiting Manager, and Diversity &Inclusion Champion. She is experienced in the global talent workforce, talent mobility, retention, data analytics, recruiting operations, and performance management; supporting all lines of business and client groups.
She is also the Employer Attractiveness & Talent Acquisition Leader/COE at Essity.
In 2011, Erika was appointed the first Delaware State Chapter President of the National Association of African Americans in Human Resources. After 6 years of building the Delaware Chapter and demonstrating exemplary leadership in driving Diversity & Inclusion throughout the State, the National Board of Directors promoted Erika to the Senior Vice President of membership on the National Board.
Erika was listed on the 2021 Human Resource Executive® andHR Technology Conference® Top 100 HR Tech Influencers list, which recognizes individuals impacting the state and future direction of HR technology.