report responsibly
SUPPORTING PEOPLE WITH
hey there friends! 👋🏽
Happy Friday! I'm back in the office post-birthday celebrations and now I have to wait a whole year to celebrate again (queue the tears 🥹) 🎉
If you missed my newsletter on Monday, shoutout to Jessica W and one of our newest Safe Space members Jill T for each winning a $1,000 Spa Day! 🧖🏽♀️
Didn't win? Don't worry because I have many more fun surprises!!
Some may take place during Transform next month... Do you wish you knew about all the amazing events going on?? OR are you hosting something special that you want everyone to know about? Don't feel FOMO!
✍🏽 Drop the deets and I'll add it to my unofficial Transform agenda that I'll be sending out to over 150K HR professionals in the upcoming weeks!
✅ IN: Fun events everyone knows about
❌ OUT: FOMO
OKAY now back to our regularly scheduled programming...
On Monday, we talked about laws every HR person should know (Vol. 1 and Vol. 2)
Today, the Dear Hebba & Friends newsletter is discussing responsible reporting, including:
- What happens when recruiters learn about illegalities of other employers?
- How can HR perform mandatory reporting without causing unnecessary harm to minority communities?
If you have an HR question or concern of your own, you can submit it here to potentially be featured in an upcoming newsletter! 📝
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ASK AWAY
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✍🏽 I'm an HR recruiter and sometimes candidates tell me about illegal things their current or previous employers do. Should I address that with them while doing prescreens or is it not my place?
Context: I work for a small to mid size nonprofit in CT. I recently had someone tell me about how they worked 7 days a week for 1.5 years for another nonprofit in the same field that didn't provide any benefits to them, including paid sick leave, and said they could only get paid leave through FMLA. I know sometimes people exaggerate or don't have full context, and I'm not a lawyer, so I'm just looking to see what is an appropriate course of action.
📣 Laura García-Courrau, Global Director of HR at Our World Energy:
I am a proponent of leaving things better than you found them. While you can start with the disclaimer that you are not a lawyer, you can absolutely tell that candidate that perhaps that is something they may want to consult with an attorney about. This is also an opportunity as a recruiter to steer and showcase how your organization does not operate in such a manner, and share what your internal policies/processes are as it pertains to those problem areas shared. If it is something you absolutely know is wrong/illegal, then I would say “you should chat with an attorney about that, they can provide some guidance”, and then take it back to the conversation at hand. This is a great opportunity to make change in our industry!
📣 Sondra Norris,
I agree with Laura on making a general reference to them getting legal advice ... to me, this is them saying "I lived in this environment, please reassure me this wouldn't happen here."I'd empathize with what a difficult situation that must have been for them, while at the same time being careful to not feed into any "look how hard I work even in crappy conditions" attitude they may be trying to demonstrate.I'd also proceed with caution and want to understand how they've conducted themselves in the past. Because generally speaking, I look for people who have attained some emotional maturity, who can see their own contribution in situations, and who don't perpetually blame others for their own station at work or in life.
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✍🏽 How can HR staff and operational leaders perform mandatory reporting without causing unnecessary and unwarranted harm to BIPOC communities?
Context: I am an HR leader in healthcare. We are legally required to perform mandatory reporting when patients and employees disclose information that suggests they are being abused or intend to hurt themselves or others. However, we know that there is a significantly higher risk that if we report on Black, indigenous, or other people of color, that when the authorities show up (whether that's police or medical teams), these people groups are far more likely to be arrested, detained, or denied appropriate medical care because of inherent bias and racial discrimination. How can we perform our legally and ethically required mandatory reporting, without creating the opportunity for these demographics to receive further harm?
📣 Sondra Norris,
This is a massive question from a front-line place that should feel safe and because of what you bring up, can go so bad, perpetuating a really hard problem in the world right now: the cycle that has BIPOC community members avoiding healthcare which threatens their own and their families' wellbeing and ability to continue to survive.
Just brainstorming ... I'd propose something at a really high level for your org/system to be known for in the world: safe healthcare. While there's no possible way to control all the variables, especially if law enforcement gets involved, I think there are some broad steps that could be taken if at all possible:
1. An intentional and purposeful "patient advocacy" function - trained staff that are present when police or medical teams arrive to help prevent bias from occurring.
2. Partnerships with local law enforcement - collaborate to define what the process looks like when intervention is required. Work with them to have a playbook that you jointly train staff on.
3. A way of telling and publicizing the success stories.
Many more People Leaders had thoughts and advice on these questions...
Find out what they had to say in the private Safe Space forum.
🚨 ON YOUR RADAR
🎧 I Hate It Here Podcast: This week I dropped a special NSFW Valentine's episode! Check it out on Spotify or wherever you get your podcasts!
📚 Anessa Fike's The Revolution of Work is out!! Secure your copy.
✍🏽 Unofficial Transform Agenda: submit an event you are hosting and I'll make sure it gets into the agenda!
🔗 Hirefor Partnership: HireFor makes your life easier when it comes to recruiting! I promise you'll want to check it out...
FRIDAY FUN
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Oh you thought I was done with the Superbowl memes? Think again.
That's all for this week! I hope you enjoyed! If you have any thoughts, please let me know. I'm allll ears.
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