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Capital Area Human
Resources Association
P.O. Box 16042 │ Jackson, MS 39211
Website: http://cahra.shrm/org │ Email: [email protected]
Linkedin: CAHRA - Capital Area Human Resource Association (Jackson, MS Metro Area)
Message from the President
The 2015 Mississippi SHRM
Conference and Expo was an
awesome conference! The
speakers and breakout sessions
were top notch. As you will see
in the pictures from the
conference, CAHRA was well
represented and we had a blast.
For those of you who attended
the vendor door prize drawings, I
am still holding the “Victory”
pose about winning a Kindle!
Please SAVE THE DATE for next
year’s conference, May 16 - 18,
2016 at the Beau Rivage.
In today’s world, branding is one of
the most important endeavors of all
businesses. When you hear
company names like NIKE, Coca-Cola
and Apple, a visual image, a feeling
and/or tagline automatically comes
to mind. The next step in rebranding
of our chapter is underway. We
have our new logo, banners and this
month we are unveiling the new look
or our newsletter. Now we need a
newsletter name! Please submit
your suggestions for the name of the
newsletter. The person with the best
suggestion will receive a monetary
prize! Please submit your
suggestions to Melissa Robbins,
Publicity Chairperson, at
[email protected]. The deadline
for your submission is June 30.
CAHRA is a sponsor of the
Healthcare Summit held annually at Mississippi College in Clinton. The date for the 2015 Healthcare Summit is Tuesday, October 16. More information will be announced at a later date.
Please remember that we do not meet in July. I hope to see you the National SHRM Conference in Las Vegas. If not, I will see you at our next meeting, Wednesday, August 5.
In your service,
Shonda
JUNE 2015
In today’s competitive, moving-at-the-speed-of-email culture finding ways to stand out is imperative. Knowing how to act,
and how not to act, can be the difference between success and failure.
Professionalism and etiquette are not just a collection of nice skills to have, they are essential for making lasting positive
impressions and building relationships, within and outside of your business. A recent AP/Ipsos poll found that 69% of
respondents find people to be ruder than a generation ago. That impacts the bottom line because decision makers,
prospects, clients and colleagues, choose to work with people they have confidence in and with whom they have rapport.
Professionalism and good etiquette also help retain and attract talent, raise moral and improve all aspects of your business.
In this presentation you'll discover:
Essential business etiquette people expect you and your team to know
The art of good communication in person, on-line and by telephone
The power of managing yourself image
Why your attire and presence matter even when it seems they should not
Topic: Professionalism and Business Etiquette in the 21st Century
Sponsor:
Monthly
Meeting
Information
The June 3rd CAHRA meeting will be held at the Hilton Hotel
located on County Line Road, Jackson, MS. This meeting will be
held in the Penthouse. Lunch begins at 11:30 a.m. and our speak-
er will begin at 12:00 p.m.
To register to view via the web, please click the following link:
https://attendee.gotowebinar.com/register/8028293424309673217
Pillars, LLC, is dedicated to helping you get the most from your Social Security
retirement benefit. Timing is critical in this decision. The complexity of the current
Social Security laws creates a maze for the consumer to navigate. You will come up
with a decision, but will it be the right decision, or the most beneficial decision for
you and your family? One of the keys for a happier retirement is maximizing your
Social Security benefits.
Our June Meeting Sponsor is
Roy and Diane Thompson with
Pillars, LLC
Deirdre Danahar, MSW, MPH,
LICSW, ACC
Certified Social + Emotional Intelligence
Coach®
InMotion Consulting & Coaching is a business and leadership coaching firm that guides entrepreneurs, business
leaders and professionals to transform themselves, their people and their company culture. Deirdre Danahar,
Owner, helps high-performing executives, professionals and entrepreneurs respond successfully and proactively to
the challenges that arise as their organization changes and as the needs of the people in their workforce become
more complex and demanding. For more than a decade she’s been a trusted thinking partner for leaders in business,
government and non-profit organizations, helping them end upper-management isolation by providing candid
observations and an unclouded corporate-centric perspective about their performance, their relationships within
their organization and the organization itself. What she has found is that the same skills help people making a career
transition or who are stepping into a new leadership role.
InMotion Consulting & Coaching‘s client roster reaches as far North as Wisconsin, to Washington State in the West
and East to Massachusetts. Clients include an award winning graphic design firm in Ridgeland, MS, the Mangia Bene
Restaurant Group, Inc., Jackson, MS, the Jackson Free Press, and the Iowa State Department of Public Health. Other
clients include IT professionals, publishing professionals, lawyers, health care providers, business owners, and
motivated people who want to move from the corporate world to the entrepreneurial world. Deirdre’s clients’
benefit from her years of experience in guiding multi-staff, multi-contract teams; working on large-scale and
small-scale projects; and managing seven-figure budgets. She also draws on her expertise in human development,
motivation, workplace culture and group dynamics.
Deirdre began coaching in 2002 and is an accredited coach through the International Coach Federation and is a
Certified Social + Emotional Intelligence Coach® through the Institute for Social + Emotional Intelligence® in
Denver, Co. She has a B.A. from the University of Massachusetts at Amherst, and an M.S.W. and M.P.H. from Tulane
University. She holds clinical social work licensures in Mississippi and Massachusetts. She is also a Supervisor/
Instructor for the University of Wisconsin, Madison, Professional Life Coaching Certification program.
Deirdre was named one of Mississippi’s 50 Leading Business Women in 2012, after relocating to Mississippi in
December 2009. Deirdre is a transplanted New Englander based in Jackson, MS, where she lives with her college
professor husband, a sweet yellow dog and an alarmingly large tabby cat.
Speaker:
Bio:
Monthly
Meeting
Information
The June 3rd CAHRA meeting will be held at the Hilton Hotel
located on County Line Road, Jackson, MS. This meeting will be
held in the Penthouse. Lunch begins at 11:30 a.m. and our
speaker will begin at 12:00 p.m.
To register to view via the web, please click the following link:
https://attendee.gotowebinar.com/register/8028293424309673217
Welcome New 2015 CAHRA Members!
ABM Healthcare Support Services
Sarah Dun
Armstrong Relocation
David Hinton
Keith Hopper
Avintus Employer Services
Paige Melichar
Baker Donelson
Jennifer Hall
Balch and Bingham
Ashley Cannady
Butler Snow
Tyra Burks
Mandy Murphy
City of Natchez
Brenda Cantu
Comcast
Nikisha White
Copiah-Lincoln Community College
Julia Parker, PHR
Employer’s Health Coalition
Denise Giambalvo
Ergon
Lance Mazerov
Fisher, Brown, Bottrell
Amanda Gibson
Hemphill Construction
Margaret Kelley, SPHR
Horne LLP
Jynger Morris, PHR
Irby Construction
Amanda Lott
Gayle Porter
Horne LLP
Jynger Morris, PHR
Irby Construction
Amanda Lott
Gayle Porter
Jackson State University
Michael Casey (Student)
Magnolia Health
Leslie Jordan, PHR
Medical Practice Solutions
Stephanie Higginbotham, PHR
Medicomp Physical Therapy
Donna Marshall
Mercer
William Burst
MINACT
Kelly Banks
Mississippi Baptist Health
Denice Hux
Mississippi Industries for the Blind
Susan Hermes
Neel-Schaffer
Herb Keck
Onsite Fuel Service
Pamela Welborn
PeopleLink/Trade Management
Wendy Taylor
Precision Spine, Inc.
Jennifer Stewart
St. Dominic Hospital
Jennifer Jones
UMMC
Helen Beady
Unipres Southeast USA
Tony Gier
Waggoner Engineering
Paul King
WealthPartners
Clayton Smith
New Member
Tracy Davis
2015 MS SHRM Conference
Pictures!
As you can see... we had a blast!
As Millennials dominate workplaces, their idea of what makes a ‘diverse’ workforce is
scrutinized...By Dana Wilkie 5/21/2015—online editor/manager for SHRM
Submitted by Jackie Mack, Diversity Chairperson
Is the Millennial Approach to Diversity Troublesome?
At a time when there are more Millennials holding U.S. jobs than any other single age group, their
viewpoint on workplace diversity is becoming increasingly important. And it seems that 18-to-34-year-olds
are less focused on hiring people of varying races and genders than they are on employing those with
different cognitive views based on where they grew up or attended school, according to a recent study
from Deloitte and the Billie Jean King Leadership Initiative. That’s a problem, according to Adia Harvey
Wingfield, who studies issues of race, class and gender, and how they affect the workplace. “As
Millennials increasingly become the group that has greater say and control in work environments, we are
likely to continue reversing the initial progress that was made when managers sought to redress systemic
racial and gendered inequalities by proactively hiring groups who had been—and continue to
be—historically underrepresented in these workplaces,” said Wingfield, a professor of sociology at
Washington University in St. Louis.
For instance, some sociologists have documented that—since the Civil Rights movement and the dawn of
affirmative action programs—there’s been a decline of racial minorities in professional, white-collar
occupations. That theory was examined in a 2013 paper titled “Public Sector Transformation, Racial
Inequality and Downward Occupational Mobility,” written by researchers at the University of Miami, Ohio
State University and the University of California at Irvine.
Kris Duggan, CEO of BetterWorks, which provides companies with goal-setting software, said Millennials’
approach to workplace diversity shouldn’t be troublesome. “Millennials were born during the height of the
experience economy,” he said. “They are accustom to expecting, seeking and even paying for better
experiences. It only makes sense that these concepts would infiltrate their mindset at work as well. I don’t
think we should look at their view of diversity as just an accumulation of experiences though—I’d argue
that they see their peers in light of their abilities and how experiences have shaped their co-workers to
become talented and specialized in their jobs.”
Millennials now make up a third of the U.S. workforce, according to a Pew Research Center analysis of
U.S. Census data. And in part because immigrants coming to the U.S. are disproportionately in their early
working years, the number of Millennials in the workforce is likely to grow considerably in the near future,
Pew reported. By 2020, Millennials are expected to comprise half of the U.S. workforce, which means they
will increasingly be in positions to hire, groom and promote workers.
“It’s important for companies to begin preparing now for this Millennial tipping point in five years,”
said Millennial expert Lindsey Pollak, a spokeswoman for The Hartford, an insurance
and investment companies that’s creating a 2020 Millennial Action Plan
(2020MAP) to help train Millennials to be leaders.
“We always need to be vigilant in discussing diversity and incorporating it into education and training at all
levels,” Pollak said. “The good news is that I have observed Millennials to be eager learners and very desiring
of coaching and training. To help ensure hiring practices are continued as leadership passes from previous
generations to Millennials, employers should plan for this knowledge transfer. Set in place now the hiring
practices and processes that reflect your approach to diversity and be sure to offer coaching on how to keep
this underway in the years to come. One idea is co-mentoring, also known as reverse mentoring, where
members from each generation mentor each other.”
The Deloitte study found that when Millennials define diversity, they think less of demographic features, such
as race or gender, and more about different cognitive viewpoints that may arise from where a person grew up
or attended school. Differences in race or gender may play a role in this, but Millennials may not single out
race or gender as important diversity characteristics on their own. “Diversity means to me your background
based on your previous work experience, where you were born and raised, and any unique factors that
contribute to your personality and behavior,” said one Millennial who was surveyed.
The authors also noted that Millennials already appear comfortable with the idea of diversity in a traditional
sense—and they’re looking to expand the definition.“Millennials’ definition of diversity may be different simply
because the traditional definition of diversity is ‘normal’ for them,” Pollak said. “Also, Millennials are often
more interested in experiences than owning ‘stuff.’ For example, Millennials are leading the trends of
adventure travel and obstacle course races, such as Tough Mudder. They are shaped by experiences, as
well as coaching and mentoring from parents, teachers, coaches and professors.”
But if Millennials are only looking for “cultural” or “experiential” diversity, does that mean they may end up
inadvertently hiring and promoting people who have experiences comparable to their own? “It’s very possible,
even likely,” Wingfield said. “Research clearly indicates that without explicit, intentional efforts to offset
ongoing practices that leave racial minority men and all women underrepresented in high-status professional
jobs, these groups remain disadvantaged when it comes to hiring and retention in these jobs. If Millennials,
despite their best intentions, are not concretely focused on creating a workplace that reflects racial and
gender diversity, it’s pretty probable that it won’t occur.”
Wingfield acknowledged that Millennials have grown up with more exposure to an increasingly multiracial
society than previous generations. They are the first generation, she said, to have grown up with
representations of other races prominently displayed in media and in popular culture, and in a culture where
overt racism is publicly disparaged. But she said it would be a mistake to assume that this exposure means
that this generation will automatically approach hirings and promotions in a manner that embraces different
races, genders, cultures, religions and sexual preferences.
“Research shows that neighborhoods, schools and other institutions remain stubbornly racially segregated,”
Wingfield said. “So while Millennials may have grown up listening to rappers like Jay Z or Kanye West, or
may have cast their first-ever presidential vote for a black candidate, they are still embedded in social
structures that don’t offer them the opportunities to embrace, learn from and appreciate
interaction with equal status peers of other racial groups. “I think it is dangerous to assume
that members of this group will somehow sidestep the in-group biases and structural
processes that keep our workplaces from reflecting the racial diversity that is part of
our society, but isn’t yet present in our boardrooms, C-suites, administrations and
management ranks.”
Do you have something you would like to
see in the next CAHRA Newsletter?
Maybe a promotion, new member, job
opportunity, etc.? If so, please submit
your information to the Publicity Chair,
Melissa Robbins at [email protected].
We are currently in the process of naming our
CAHRA newsletter and we need your help! We
will be accepting submissions from our
membership. If you have a suggestion, please
submit your newsletter name to Melissa
Robbins at [email protected] by June 30th.
Newsletter
Announcements
2015 Officers
President
Shonda M. Kines, PHR, CBP, CCP
Southern Farm Bureau Life Insurance Co
President-Elect
Jessica Kinard, SPHR
Miskelly Funiture
Vice President
Tamara Riddley, PHR
Jackson Heart Clinic
Secretary
Lindsey Hoskinson, PHR
RevClaims
Treasurer
Tracy Osborn, SPHR
Bomgar
Name that Newsletter!
C a p i t a l A r e a H u m a n R e s o u r c e s A s s o c i a t i o n
P.O. Box 16042 │ Jackson, MS 39211
Website: http://cahra.shrm/org │ Email: [email protected]