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Group of diverse HR professionals Few topics are as important or relevant to the HR field than diversity and inclusion. Diversity can bring substantial benefits to the business environment by creating a group better equipped to solve problems and offer creative innovations. We provide this blog as a way to discuss the latest accounts, questions and concerns on inclusion, diversity, and equity and how it relates to the human resources profession.

Would you like to contribute to this blog? Is there a specific topic you would like to see addressed here? If so, please contact the NOARK Inclusion Chair, Rachel Jessen, M.Ed., SHRM-CP, aPHR at eat0@eau0eav0eaw0

Articles appearing in NOARK Inclusion Blog are provided as general information only and are not a substitute for legal or other professional advice. Published articles do not necessarily represent the views of NOARK. Permission to reprint articles must be obtained.

Navigating Work-Life Balance, Equal Pay, and Advocacy: Insights from Women in the Workplace

March 10, 2024 • Posted by Rachel Jessen

MARCH 2024 – WOMEN’S HISTORY MONTH

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Associate Impact Groups (AIGs) at Arvest Bank: A Blueprint for Transformative Employee Resource Groups that Promote Diversity, Equity, and Inclusion

February 08, 2024 • Posted by Dustin Bro

NOARK Inclusion Spotlight Blog - February 2024

In this month's NOARK Inclusion Spotlight, Rachel Jessen explores how Arvest Bank's Associate Impact Groups (AIGs) are shaping transformative Employee Resource Groups (ERGs) that champion diversity, equity, and inclusion. Originating from a strategic DEI initiative in 2019, Arvest's AIGs have evolved into eight dynamic groups, each dedicated to fostering belonging and cultural awareness among associates. Despite the challenges posed by the pandemic, AIGs like BAAM! (Black and African American) have thrived, spearheading initiatives both within and beyond the workplace. These efforts have garnered recognition, including Forbes' acknowledgment of Arvest as one of The Best Employers for Diversity in 2022. Through testimonials from BAAM! members, it's evident how participation in AIGs has empowered associates both personally and professionally, fostering a sense of community and driving meaningful change. Looking ahead, Arvest's AIGs are expanding their impact through associate professional development programs, setting a benchmark for organizations seeking to cultivate inclusive workplaces. Explore more about Arvest's DEI initiatives and AIGs to witness the transformative power of employee-led diversity efforts.

For more insights and updates, visit the Arvest DEI web page or connect via social media platforms. Join the conversation and be part of the journey toward a more inclusive future.

#Diversity #Inclusion #EmployeeResourceGroups #ArvestAIGs #NOARKInclusionSpotlight

#Arvest

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NOARK Inclusion & Diversity Spotlight Blog - January 2024

January 09, 2024 • Posted by Dustin Bro

January marks Poverty in America Awareness Month, shedding light on classism and socioeconomic disparities in the HR sector. The article discusses the impact of social class bias on hiring decisions, emphasizing the importance of social capital and recognizing the life cycles of employees. HR professional Missha Wagoner's experience reveals the challenges faced by individuals caught in the Cliff Effect, where a pay raise triggers loss of government assistance. The article calls on HR professionals to engage in open conversations, implement inclusive practices, and invest in fostering social capital to overcome these barriers. It highlights the role of organizations like Circles NWA in supporting employees facing the Cliff Effect and suggests specific actions for HR professionals in training, recruitment, development, evaluation, and engagement to address classism and disparities effectively.

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Unveiling Lookism in the Workplace: A Call for Awareness and Inclusivity

December 12, 2023 • Posted by Dustin Bro

The article explores the phenomenon of "Lookism" and its impact on workplace dynamics. The author delves into the results of an informal survey, revealing that conventional attractiveness often influences hiring decisions. Lookism extends beyond physical appearance, affecting individuals based on factors like weight and gender. The article highlights research findings on how lookism impacts employment decisions, particularly affecting women. The author emphasizes the need for awareness, acknowledging unconscious bias and promoting diversity in hiring practices. Drawing parallels with evolving societal norms, the article concludes with a call for inclusive conversations to combat lookism and build diverse, representative workplace teams.

Note: The article sheds light on the issue of lookism in the workplace, emphasizing the importance of addressing unconscious bias and fostering diversity. The author also draws attention to the evolving acceptance of diverse appearances in professional settings, underlining the impact on organizational success and competitiveness.

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