Consequences for Inaction. Finally.


You may have missed this; I almost did. It was just a page 9 article in our local paper. The title was “Weinstein Co. board fires president David Glasser ‘for cause.’”

I had no idea who David Glasser was; I’d become pretty familiar with the name “Weinstein,” so I stopped to read the article. Here’s what caught my eye.

“New York Attorney General Eric Schneiderman singled out Glasser [in a lawsuit filed against the Weinstein company,] accusing him of not responding to complaints to the company’s human resources department about Harvey Weinstein.”

So, it goes on to say…

“The board of the Weinstein Company has unanimously voted to terminate David Glasser for cause.”

Glasser had been on tap to replace Weinstein as CEO – the New York Attorney General apparently had other ideas. The article goes on… (more…)

The subtleties of gender bias

In the eighties, I worked on a project that required me to travel with a team to a site where we had to sign in and wear badges. We went there about once every month for over a year. It drove me crazy because the security guards (both male and female) would hand me my badge and say, “Here you go, Carol,” and then hand the male team member his badge with, “Here you go, Mr. James.”

Today, thirty years later, the same thing happened. A receptionist called me “Carol,” and my husband, “Mr. Anderson.” Dang. Wouldn’t you think we would have evolved, given all of the focus on diversity and inclusion?

In the nineties, I headed a diversity initiative for a bank. One of the elephants hanging around the room in those days was the chatter among female executives who were learning to play golf because they were tired of having business discussion occur on the golf course when they weren’t there. (more…)

You’ve got the seat at the table; what are you doing with it?

seat-at-the-tableI have 40 years of experience as an HR executive, authored a book about Repurposing HR, and have a healthy following in social media on my articles related to positioning HR as a business partner. Heck I even got an “HR seat at the table” article published in hbr.org. My experience and study tells me that HR has an opportunity to dramatically influence organizations both in business and in the human aspects of the organization. I don’t think we are doing that; at least I hear that from colleagues.

But I’m beginning to sense that there is a semantics issue for those that do have “a seat at the table.”  I’m pretty sure that the CAO/CHRO for Wells Fargo had a seat at the table. She was actually listed in their proxy, meaning that she is one of the top executives in the organization.

So assuming she had the seat at the table, and held the influence that denotes, why are all the stories coming out about how HR let the employees down, and ultimately, let the company down.  I’ve talked before about the HR role being a dual advocacy – for both the employee and the organization – because at the end of the day, a damaged organization isn’t much good to the employees. (more…)