Fall 2018: The Season is Changing; Lately So Are the Usual “Rules”  View this email in your browser

Another Version of #MeToo   We’ve all seen the headlines about men in power positions exploiting women in the workplace. Well, in the interest of gender equality, it’s worth pointing out that women, too, have been implicated in their own versions of bad behaviour. These exploitative situations don’t always happen privately. Sometimes, there are bystanders.   In addition, now according to a recent study, 67 percent of women report that they have been bullied and harassed by other women. It’s called the “Queen Bee” syndrome. Read all about it here.

Change is Literally in the Air

This fall, with the legalization of cannabis, in more ways than one, there are changes in the air. The new laws will inevitably trigger changes in HR policies and human rights issues related to medicinal marijuana. Watch for upcoming blog posts on this important topic, because the truth is, the legalization of cannabis may affect us all, in some surprising ways. In the meantime, here are some ideas on hiring during the early days of the cannabis industry.

Take Advantage of Diversity

On the surface, “diversity” sounds like a warm-hearted, progressive attitude that every workplace should adopt. Although it is, there’s a certain magic that comes along with building a diverse network that’s focused on what people know and do, and has nothing to do with what they look like or where they come from.

It’s not well-known but the best predictor of career success is being part of an open network – which by definition is diverse. In other words, don’t just think of diversity as nice to do; take advantage of ways to make your network bigger and better. Read more here.   And, since I believe in other aspects of inclusion and diversity, don’t be surprised to see me wearing Nikes more often. Click here to learn about the changemakers who are inspiring my sneaker choices.

What’s New: Holistic HR Services

From time to time, I’ve been asked to help organizations with HR matters that were related to unstated or hidden mental health issues: bullying, harassment and toxic leadership are typical examples.  Sometimes I’ve declined to get involved because I could see that without dealing with the mental health aspects, the organization’s problems were unsolvable. I’m excited to say I’ll now be working as part of a small, experienced, multidisciplinary team that includes specialists in human resources and career/vocational psychology, employment law and clinical psychology. Together, we can offer holistic and effective solutions to organizations experiencing a crisis.  If this sounds like something you’d like to explore, get in touch via email helen@ioadvisory.com or DM (direct messaging) through your favourite social media platform. I’m on Twitter, Facebook and LinkedIn. I promise absolute confidentiality and discretion. Keeping Up Is Hard To Do It’s not always easy to keep up with changes going on around us. If career coaching or HR issues are on your mind, I’d love to help. Get in touch via Twitter, Facebook, LinkedIn or email at helen@ioadvisory.com.