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13 Ways in Which Men Are Sexist

I don’t believe that all men are sexist. But after you hear time and again certain kind of comments and experience certain behaviors you can’t help but wonder if the men behind these comments and behaviors are inveterate chauvinists or if they are completely unaware of their impact.

Men are sexist quote by Mariela Dabbah - Sometimes men are unaware of how their sexist comments or behaviors affect the women the love most: their wives and daughters

Men are sexist when they behave according to old social norms and subconscious mandates that call for unequal treatment of women

Its true that there are some men out there who mean every chauvinist word they say. But for the most part, I’d like to believe that often the reason men are sexist is that they are plainly unaware of how their words and actions affect not only women in general, but also the most important ones in their lives: Their daughters, wives, mothers and sisters.

As with women, men too are subject to social norms and predeterminations that encourage male chauvinism. They were educated to adopt certain values, behaviors, and emotions in order to be accepted in society and prosper. For generations and generations they have been raised to control power and dominate others and although a lot of that education continues unchanged in many areas of the world and of our own country, things are slowly changing. (Emphasis on “slowly.”)

And as things have gradually changed for women both in the home and work fronts, many men are having a hard time keeping up. Even when they have the best of intentions, many of them lack practice in the nuances of treating women as equals.

So just as I wrote about things women do to perpetuate male chauvinism, this one is for the guys. I’m here offering 13 ways in which men are sexist, ideal for you to pass on to your male colleagues.

13 Ways in which men are sexist that can be easily changed

1Getting upset when wives or girlfriends make more

money. When instead of feeling happy because she got a substantial raise, a woman is worried about her husband’s reaction, you know something is off. Women are graduating with advanced degrees at a faster pace than men and have increasingly more access to higher positions. Don’t be surprised if at some point your partner earns more than you. Support her. Be happy for her. It has nothing to do with your masculinity. And now you can let go of the age-old mandate that made men responsible for the financial stability at home. Read below.

2Assuming men are responsible for financial stability of home. A very old mandate dating back to the time when only men worked and women were housewives and probably much earlier, when men where food providers and women kept the children safe from predators. Men can now relax a bit and share in the responsibility.

3Assuming a woman with children can’t take a job because it requires travel. This is a clear case when men are sexist under the cover of being understanding of a woman’s life stage. Rather than assuming that because she has young kids she’ll say no to a job that requires travel, ask. Let her make that decision. You’d never make the same assumption about a guy, would you?

4Assigning women to support duties. Nothing wrong with assigning support duties if it’s what your team needs. Just make sure you rotate that assignment so it doesn’t only fall on the women.

Sexism cartoon women serving coffee at office meeting by Natchie-2

Men are sexist when they always assign support roles to women rather than rotating the responsibility

5Making comments on women’s appearance in professional setting. I’m not saying you can’t compliment a colleague once in a while. But when you only comment on women’s appearance and on men’s performance, you fall in the “men are sexist” trap.

6Dismissing a woman as potential candidate because she “lacks executive presence.” Yeah, meaning she actually doesn’t look like the men who currently have most of the executive jobs in your organization. Embrace women’s different leadership styles and appearance as a diversity advantage. Studies show that companies with larger number of women in corporate boards and in executive roles do much better than those with fewer women.

Sexism cartoon men playing golf while women work in office by Natchie

Don’t leave women out when planning outings with colleagues or business partners- Drawing for The Red Shoe Movement by Natchie – www.natchieart.com

7Assuming women will not want to participate in sports events. Don’t leave women out when you plan your golf outing or when you buy tickets for a football or baseball game. Always ask, never assume. And if most of the women in your organization are not fans of these type of outings, why not alternate the kind of activities you do for team-building and business development with things everyone can enjoy?

8Assuming women will be in charge of “taking care of others” at home and in the office. This goes from buying, preparing and serving food, organizing parties, events, etc. Men who are sexist stay away from this role and keep other men away as well. Don’t. Share in the responsibility.

9Complaining about women being “aggressive” when they behave assertively. Before you say anything negative about a woman, change the sex of the person you’re about to discuss and answer this question: “Would I make X comment if Mary were John?” If the answer is NO, keep your lips sealed.

10Offering less money to women because they often don’t negotiate. Research shows that one of the reasons why women don’t negotiate as often as men is not connected to lack of skill but rather to a concern for being stereotyped as pushy. Yes. When women negotiate for themselves they are penalized, yet when they do so for others, they are rewarded. So, men are sexist when they take advantage of this stereotype, which they helped establish, and offer women less money than they would a man for the same position.

Cartoon of sexism with men and women in a scale by Natchie -

If you want to avoid being labeled a sexist, value all candidates equally. Drawing for the Red Shoe Movement by Natchie – www.NatchieArt.com

11Hire and promote men on potential and women on experience. New research keeps confirming that male job applicants who are perceived to have high levels of leadership potential are rated as better prospects than women with proven leadership track records. And it’s often the case that men are promoted and hired on their potential while women have to show a vast track record to even aspire to the same opportunity. Watch out for this bias and bet on women’s potential as much as you do on men.

12Interrupting women way more often than men. It’s a known fact that women get interrupted more often than men. And for many of them, it’s hard to push back without being charged a penalty for being aggressive. Similar to what happens in negotiation situations, women try to avoid the stereotype and allow the interruptions to avoid the label. Let them finish. Hear them out. Validate their points as you do with your male colleagues and employees.

13Penalizing women who take advantage of flex work policies with less career opportunities. Your organization may have amazing policies in place but if women, who tend to adopt them more often are not offered the same career opportunities because they don’t put in the same amount of face time, they are just window dressing. As a matter of fact, the best thing you could do is make sure men and executives take advantage of these flex work policies to set an example.

Going back to school – A Balancing Act!

If you’re an adult going back to school, achieving any sort of work-life integration may sound like an uphill battle. But trust me, any temporary adjustment is worth the expanded opportunities you will have.

Most women (and some men) have been conditioned to think that we should strive to find a perfect balance between our work and personal lives. Well, spoiler alert, that’s a myth! It’s time we admit that a perfect balance is an illusion. This is never truer than when you have a job, a family and are going back to school.

Going back to school as an adult is always a balancing act. But it's well worth it!

Going back to school as an adult is always a balancing act. But it’s well worth it!

The moment you give up hope of an unrealistically perfect work-life balance you can create opportunities to integrate the four key aspects of your life work, family, community, self with less stress. The first principle you must accept is that you can’t do everything at the same time. You need to set priorities and understand that they will change at the different stages of your life, throughout the year and even day to day. Your job is to start the day by looking at what is the most important thing that day and make it your priority, adjusting the other areas accordingly.

Going back to school as an adult: Work

Technology has made it easier to be on 24/7 and harder to not be tempted to answer emails during your child’s soccer game. Start by setting some boundaries for yourself. Turn off your electronics when you’re with the family or when you are studying, and establish specific times to check for urgent messages.

You're never too old to go back to school as an adult. Never forget that!

You’re never too old to go back to school as an adult. Never forget that!

Practice bartering with your boss, colleagues and family. If you need to leave right at 5:00 every evening, offer to connect after your kids are asleep so you can be part of an important project. If you need your husband to cook every night for a week in order to finish a paper, offer to prepare the snacks for the team he coaches on weekends. And so on. Show flexibility and creativity and you’ll think of many potential bartering opportunities.

Going Back to School As an Adult: Family

As you learn to prioritize and re-prioritize constantly, you will also learn to commit time and energy to what’s most important at any given moment. Being present, and always valuing quality over quantity, is the best recipe to get rid of the guilt many parents feel.

Practice my version of “crowdsourcing” by leveraging the power of several people in a similar situation to make an unaffordable convenience, affordable. For example: Agree with four moms of your kids’ schoolmates that each of you will pay a babysitter for all five kids once a week. You’ll all take turns hosting the group at home after school. That way, you’ll not only pay a fifth of the cost for babysitting, but you’ll only have to get home early once a week. You can do the same with tutors!

Going Back to School As an Adult: Community

We feel better when we contribute to something larger than ourselves. However, when your time is constrained by work, family and going back to school, this is an area that you may want to consider putting on the back burner for a while. Unless you can be part of a community effort undertaken by your employer, it may be wise to step aside until you finish your studies.

Forget trying to reach the perfect work-life balance. It doesn't exist! And much less when you go back to school as an adult. Read this article to discover more about it!

Forget trying to reach the perfect work-life balance. It doesn’t exist! And much less when you go back to school as an adult.

Going Back to School As an Adult: Self

As an adult, one of the best things you can do to honor yourself and your dreams is to pursue a higher education degree. So if that’s what you’re doing, you may have to temporarily forgo the Friday happy hour with your co-workers in order to spend that quality time with your family. But don’t forget that you still need to take time to nurture yourself: Take a walk, have a cup of coffee with a good friend, listen to your favorite music, anything that enables you to decompress regularly.

Going Back to School As an Adult: As you learn to prioritize you learn to invest time and energy in what's important at this moment

Learning to prioritize everyday helps with work-life integration during this challenging time!

These four aspects of your life are all part of who you are. It’s unrealistic to think a perfect balance is possible. But you can easily integrate them and live a happy life if you are willing to review your priorities every day and put your energy where it belongs.

Lastly, keep in mind that one of the best ways to achieve work-life integration is to learn to say no to things that are not your number one priority in the short and long term.

 

I’m compensated by University of Phoenix for this post. As always, all thoughts and opinions are my own.

7 Ways to Find Your Passion

The idea that finding your passion is the best way to advance in your career is finally catching on. Here are 7 ways to find your passion that will bring home this often-elusive concept.

Maybe you’re just starting your professional career and keen on finding your passion and purpose. Maybe you are in your 40s or 50s and increasingly interested in finding your next passion because you know it’s the way to heightened engagement in your job. Regardless of how you arrived to this blog post, you’re obviously looking to add meaning to your life.

The only way to do great work is to do what you love - Steve Jobs Quote | Don't miss on the 7 Ways to Find Your Passion

Finding your passion and purpose is the only way to feel engaged at work

How do you find your passion and make it work?

This is a question I hear repeatedly during my conferences, webinars and coaching sessions. You will have to do some serious work to figure out what your passion is. There is no way around it. The good news is that there are fun ways to assist you in the process.

7 Ways to Find Your Passion With the Help of 7 Easy Questions

1. What did you like to do when you were 8-12 years old?

Wherever you are, be all there- Quote by Jim Elliot | Check out the 7 Ways to Find Your Passion

Being present is a big part of feeling fulfilled in life

Chances are that you still enjoy the same kinds of activities that you did when you were a kid. You have likely forgotten about them or you stopped practicing them because life got in the way.

I recently met a senior executive who is a scientist and a professional juggler. Yes, you read it correctly. I was thrilled to see a video of her and her husband at a juggling festival, enjoying themselves like little kids. So, ask yourself, what would you be doing if you had kept up some of your childhood interests?

Since I was 9 years old I created books from scratch. Cut the pages, stitched them together, designed the cover… Writing remains one of my biggest passions.

2. What are you doing when time seems to fly?

Whenever I’m writing, time flies. Two hours seem like ten minutes. What are you doing when this happens to you? The more specific you are when answering this question (what are you doing, where, with whom, and so on,) the easier it will be to find your passion.

3. If you could create an award that recognizes YOU, what would it be for?

Passion quote Martha Beck | 7 Ways to Find Your Passion

Through yourself all in. To find your passion you need to overcome your own objections.

Through yourself all in. To find your passion you need to overcome your own objections.

This will help you visualize what’s important to you. Every time I ask this question as part of a Red Shoe Movement event, the specificity of the answers blow my mind. I could publish an inspiring book about people’s passions just by compiling those statements. Write down what you’d like to be recognized for and see what comes up.

4. What topics do you gravitate towards?

What kinds of books do you love reading? What articles catch your attention? What topics have you set up on Google alerts? What movies can’t you miss?

Sometimes finding your next passion means you have to review your Pinterest board to realize that you’ve been collecting fashion-related pictures for years. When you dig a bit deeper, it becomes evident that you’ve had a passion for fashion since you sewed clothes for your Barbie dolls. You may have had a successful career in Advertising and are now ready for a 180 degree change to honor your newly re-discovered passion.

5. What is your tennis ball?

This question comes from a terrific blog on the topic of innovation. The author refers to a commencement speech given by Drew Houston, founder of Dropbox. He said: “The most successful people are obsessed with solving an important problem, something that matters to them. They remind me of a dog chasing a tennis ball.” Houston suggested that you must “find your tennis ball — the thing that pulls you.”

You may be obsessed with teaching people how to reduce their environmental footprint. Or with correcting everyone’s grammar. Or with finding the perfect vacation for all your friends. These are all obsessions worth exploring as potential passions that can be turned into a career.

You may enjoy this post too: Finding your passion: the true door to success.

6. What if time or money were not a problem?

"What you know is this, if you do work that you love and the work fulfills you, the rest will come" Oprah Winfrey Quote. Discover the 7 Ways to Find Your Passion!

Yup! Focus on doing what you really love!

Time and money are two of the most common obstacles that get in the way of finding your passion and purpose. People who complain that they are unhappy at work and who even get sick as a result, are quick to say: “I can’t afford quitting my job.” Or “I don’t have the time to figure out my passion right now.”

So let’s take money and time off the table. Consider for a moment that they are not a problem. (After all, whenever you really, really want to buy something you find the money to do it, right? And when you really, really want to go some place, see someone, do something, you find the time to do that too.) What would you be doing if time and money weren’t a concern?

7. What would the three people who know you best identify as your passion?

Sometimes it can be hard to see in yourself what others see clearly. So why not ask them the question. Your siblings, your childhood friends, and the soul mates you met along the way are all great candidates to provide feedback. Make it an open-ended question with no right or wrong answers so they feel comfortable to say the most outrageous or unexpected things. If nothing else, they’ll get you thinking.

The obvious question after you find your passion is how to turn it into a career. Well, that’s the subject of a future article for this blog, my friend. But you have some work to do first. In the meantime, get some inspiration from this amazing woman who is the perfect example of how finding your passion changes everything!

International Women’s Day – 4 Steps to Success

This international women’s day do something specific to change your life. Follow these 4 steps to success and you’ll be more empowered than ever before!

I love having a day when all eyes are on women. But don’t forget that what really counts is what we do the rest of the year!

Since 1914, March 8th has been the official International Women’s Day, a day when the entire world celebrates our gender. Given the persistent salary gap, I welcome any opportunity to bring attention to what we need to do as a society to eradicate the gap. That’s why I celebrate this day with this special video. It’s the kickoff to a conversation that the Red Shoe Movement community keeps up year round.

This blog takes the idea shared in the video to the next level. So, I suggest you watch the video before you keep on reading.

International women’s Day Four steps to achieve success

In the video I invite you to think about what you really want to do in your professional career. And what is stopping you. It may seem like a simple question but far from it. I ask it myself every two or three years just to make sure I’m on the right path.

1Recognize once and for all that you can’t do it all

A sad effect of the ongoing debate about whether women can do it all or not, is that it confuses and stresses us out.

Women can do whatever they want but they can't do it all at once. Nobody Can. | International Women's Day

International Women’s Day quote by Mariela Dabbah

Admitting this will help you make peace with yourself. Choose what you want to do at each moment of your life. Give it priority. As the stage of your life changes, adjust your priority. Instead of trying to do everything at the same time, choose. And ask for help to fulfill everything else that’s outside your number one priority.

2Discover your long-term priority

You read correctly. It says “priority” and not “priorities.” Identifying what professional achievement you value most will enable you to focus on it. In turn, that will produce results faster than when you disperse your attention in several “priorities.”

So, if you haven’t done so yet, ask yourself these two questions:

What do I really want to do professionally? What do I want my most powerful contribution to be?

It may be a hard question to answer. More so if you are creative or have multiple interests or talents. How to decide what to choose? But hereby lies the secret of happiness and success. Only when you loose something can you gain something. And only when you stop doing something can you concentrate on doing what fulfills you the most.

Happy International Women's Day

Happy International Women’s Day

If you are really interested in exploring what really moves you, pick up a copy of Find Your Inner Red Shoes. You won’t regret it!

Once you answer these two questions the next step to achieve success is…

3Say “no” to almost everything

That’s right! If you don’t learn to say “no” to the activities and opportunities that don’t support your professional priority you run the risk of deluding your goal!

For women this is particularly hard because we are wired to please others and saying “no” comes at a cost. (This is also a characteristic of the Latino culture, so if you are a Latina, you face a double wamy in this department!)

Here’s a very unique selection of practical ideas to achieve life balance.

So for example, if you’ve decided that within five years you’ll become the best financial manager of your company, you’ll have to say “no” to meetings that are not directly aligned with your goal. Every time someone or something has a demand on your time, you’ll have to ask yourself: “Does this advance my priority or distracts me from achieving it?” Every time your answer is not a resounding, “Yes, it advances my priority,” you should politely decline.

Learn to say "no" frequently. It's the only way to focus on your priority and to see results.

International Women’s Month quote by Mariela Dabbah

And there are many ways of saying “no” without offending others: “I’d love to but I have a previous commitment,” “Let me check my calendar and I’ll get back to you…” What matters is that you practice saying “no” daily so you become increasingly comfortable and feel liberated when you do it!

4Moving into action

Being clear about your long-term priority allows you to ask daily:
“What is the most important thing right now?” Attention to the here and now enables us to move into action. And the truth is that just thinking about your priority and not putting it into action is worthless. In order for anything to happen, you need to do something every day that gets you closer to your long-term goal. When you focus on what is important now (an idea discussed in depth in Greg McKeown’s “Essentialism”) you will feel the peacefulness that clarity affords. And you’ll avoid the stress of pushing multiple priorities at the same time.

To achieve your success discover your inner red shoe with the Red Shoe Movement

To achieve your success discover your inner red shoe with the Red Shoe Movement

You can use the same 4-steps for success in all aspects of your life. Once you figure out the priority for each area you’ll feel more balanced and happy.

Take advantage of this International Women’s Day to do this exercise. I promise it will change your life!

And check out today the RSM Step Up Program if you want the coaching you need and a global community of professional women to support your goals!

The RSM Step Up Program. You Amplified!

The RSM Step Up Program. You Amplified!

Talent Strategy — The Weakest Link in HR Strategies

Do you want to take your talent strategy to the next level? Today we’ll cover how to Retain Top Talent. Read on!!

Key piece of your talent strategy —How to retain top talent

Sometimes, attracting top talent is not the hardest part of the talent equation. It is retaining talent that keeps heads of HR up at night. As a matter of fact, how to retain top talent (particularly women and diverse employees) has become a highly competitive sport. Even more so with the Millennial Generation, known for needing to be valued.

Read about the 10 Successful Tactics for Motivating Millennials at Work.

We had a chance to talk to Arturo Poiré, Vice President & Global Head of Talent Management at Ericson, the giant technology company. (Full disclosure, he is, with Mariela Dabbah, the co-author of The Latino Advantage in the Workplace, and the voice of Arturo’s Corner in Dabbah’s Find Your Inner Red Shoes.) Prior to his position in Ericson, Poiré was the Global Head of Talent Management at Marsh & McLennan Companies.

Arturo Poire, VP and Global Head of Talent Management at Ericson

Arturo Poire, VP and Global Head of Talent Management at Ericson-
Co-Author of The Latino Advantage in the Workplace

As many of its competitors, Ericson recently released its diversity data and committed to setting up recruitment goals for increasing the number of women and minority hires. In the last couple of years they have ramped up their diversity and inclusion efforts. They have been involved with initiatives to increase women in operations and decision-making positions such as Battle of the Numbers and Women Up.

Do you have an answer to the million dollar question, How to retain top talent? And more specifically, women and diverse talent?

There is no single answer to this question. Organizations need a whole range of supporting systems in place to make them an attractive employer. In research conducted by the Center for Talent Innovation (Off-Ramps and On-Ramps Revisited 2010) they describe what motivates highly-qualified women as high-quality colleagues: job security, being able to be themselves, flexible working, collaborating with others, giving back to the community, recognition and compensation. An organization that focuses on these areas coupled with development at all levels, agile career paths, sponsoring and mentoring, and a culture that embraces differences is off to a good start.

Talent Strategy Advice

What is the best talent strategy advice to attract women to male-dominated professions and industries?

Organizations need to work harder at not only getting women interested in male-dominated industries but also getting young girls interested from an early age. Talent acquisition and talent management functions need to work together and align on talent strategy to enable processes, initiatives, programs and offerings to complement each other. Talent acquisition needs to focus on establishing long-term communication and engagement with diverse talent communities, high schools and universities, while talent management focuses on retaining and developing diverse talent.

Many opinions about male-dominated professions and industries are quite outdated. Focusing on what a career within a specific field may actually look like and what opportunities it may offer is just as important as shedding light on specific initiatives, activities or offerings targeted towards female potential employees.

Align your talent acquisition and management functions with the overall talent strategy. And make sure all HR roles remain aware of their own biases.

My advice to women – Performance will always be key to a successful career no matter the industry. Show interest in many areas and broaden your competence every chance you get. Do not be afraid to step in to bigger roles and stretch assignments. Seek roles where you develop a customer focus. Make sure you have career and development plans in place. Get yourself a mentor or a sponsor. If you are not satisfied with the situation where you work, raise your voice and if you have ideas of how things should work differently – bring them forward. Build your network, both internally and externally. We can only change things if we all strive to improve and find solutions for the future.

Always focus on performance and show your interest in a diversity of areas. | Inspirational quote about performance

Always focus on performance and show your interest in a diversity of areas.

What is an effective way to get your entire organization behind your diversity and inclusion talent strategy?

Engaging the entire organization in a culture of constructive dialog around diversity, inclusion and talent is a first step. In many cases, progress is hindered by lack of awareness, by the inability to challenge unwritten rules, or by the culture of the organization itself. Organizations need to engage individuals at all level to get buy-in, not only on talent strategy but also in its implementation.

Commitment from top executives is also important to confirm that diversity and inclusion is recognized as business-critical and a must for retaining talent.

How do you get past the idea that the moment you actively try to diversify your talent, you are not getting the best people for the job?

Every time we talk about diverse talent, this is linked to not hiring the best person for the job. We need to move away from this bias that women or ethnic minorities, if selected for a job, are not the best talent. I believe competence always comes first. We (organizations) need the best talent regardless of gender, age, ethnicity, sexual orientation, disability, etc.

In order to continue to stay competitive, organizations need to further diversify their workforce. A diverse team is better for business; it delivers better results, more creative solutions, connects better and easier to the world around us, and has a positive impact on customer satisfaction.

How to retain top talent when its quality is questioned

For all the talk about retaining talent, we keep hearing stories about high- achieving diverse employees leaving companies after having been passed over for promotions. How do you integrate the overall talent strategy with specific tactics for retaining talent?

An organization needs to define its vision, mission and talent strategy as a starting point. We must agree on what we are trying to achieve and the ways to do it. Once this has been defined, an action plan or specific tactics can be defined for an integrated approach.

An important aspect to remember when talking about retaining talent is not only focus on how to “fix” the “diverse talent” but rather to look at it from two perspectives. The talent (and all aspects connected of supporting and building talent) and the hiring managers, recruiters and decision-makers (and their mindset, approach and potential prejudice.)

Are we truly unbiased when working with our talent pools, nominating employees for assessments, appointing to key positions and strategic projects? Are we honestly an equal opportunity employer?

Being an equal opportunity employer may not necessarily mean offering male/female/homosexual/disabled candidates exactly the same benefit and compensation packages – it is about creating the same opportunities for advancement and success. That could mean offering a single father a daycare solution or someone who is visually impaired the best-in-class tools. But the question remains: are we offering equal opportunities to let everybody explore their full potential?

How to retain top talent when organizational practices get in the way

What organizational practices are contributing to unconscious bias? What are companies doing to review the processes they have in place to mitigate potential biases towards women and diverse talent?

Talent strategy: Engaging the entire organization about diversity talent strategy is a critical first step

Engaging the entire organization about diversity talent strategy is a critical first step

Talent management must be a role model when it comes to scrutinizing their own behavior and how it impacts others. As the professionals in talent management and HR are the people who maintain the organization’s culture, we must pay extra attention when defining, describing and phrasing behaviors and characteristics that are required and identified as desired in a candidate.

We may unconsciously be confirming stereotypes, cementing behaviors in leadership and performance, when designing incentive schemes and defining recruitment criteria. As an example, we can look at mobility where we tend to use confirmation bias in the belief that men are, generally speaking, more mobile than their female counterparts. In the same manner, we align mobility with leadership and also promotional opportunities, which ultimately creates a bias against women.

Sufficient awareness of unconscious bias will enable organizations to review and question processes and definitions of leadership. It will also provide the opportunity for the business to discuss potential biases when key processes are being implemented, such as performance management and at calibration when key decisions about people are being made. Only education and constant awareness will help mitigate biases, as this is something that is always present as part of human decision-making.

Read About The RSM Step Up Plus -- A Year-Round Empowerment Program
A sustainable, measurable way to attract, engage and promote your talent.

A sustainable, measurable way to attract, engage and promote your talent.