ANNOUNCEMENTS

Welcome To Our New Partner: BiasSync

April 2021 – We’d like to extend our thanks to BiasSync for supporting the work we do to make an impact in the HR community. BiasSync is a science-based solution designed to help organizations more effectively assess and manage unconscious bias in the work environment.

BiasSync joins our valued Partners: Heidrick & Struggles, Mercer, ServiceNow, Seyfarth Shaw, UCLA Anderson Executive Education, and Willis Towers Watson. Interested in becoming a HARRT Partner? Contact us

WorkLife Podcast
Featuring HARRT Faculty Director and Professor of M&O at The UCLA Anderson School, Corinne Bendersky with Adam Grant:

The Science of Productive Conflict

April 2021 – Whether it’s over a project, politics, or pizza toppings, conflict with colleagues is inevitable. The goal is not to eliminate it; it’s to handle it better. There’s a whole science of managing individual and team conflicts, and it suggests that we don’t have to agree to disagree. We need to start by understanding what our clashes are actually about—because often, we’re not arguing about what we THINK we’re arguing about at all.

Listen to the podcast

Just Released!
Hollywood Diversity Report
Part 1: Film

April 2021 – The first part of the 2021 UCLA Hollywood Diversity report was published today. The report focuses on the top 200 theatrical and streaming film releases of 2020.

The Hollywood Diversity Report is the only study of its kind to consider how top films perform among different racial groups, comparing the diversity of casts, directors and writers with the diversity of American audiences. The report is a collaboration between the UCLA College and the Institute for Research on Labor and Employment.

Read the Full Report

The Remote Work Revolution – Succeeding From Anywhere with Harvard Business School Professor, Tsedal Neeley

The UCLA Anderson School of Management & HARRT at UCLA present: The Remote Work Revolution – Succeeding From Anywhere

May 18, 2021 – HARRT’s Faculty Director, Professor Corinne Bendersky shared a conversation with Harvard Professor Tsedal Neeley on the future remote work revolution. This special conversation will air on C-SPAN 2’s Book TV throughout the weekend of June 19-20 and then be archived on their website as part of the C-SPAN video library.

The discussion covered how the rapid and unprecedented changes brought on by Covid-19 have accelerated the transition to remote operations requiring many companies to migrate to virtual work in just weeks. This massive transition has forced companies to rapidly advance their digital footprint and evaluate how work is performed.

Several global studies have shown that companies have experienced productivity gains after allowing employees to have flexible work locations. The remote work revolution has resulted in several workplace enhancements such as improved commute times, reduced operational costs, and the ability to recruit talent from around the world. However, organizations are also facing several new challenges including the impact on corporate culture, communication, employee experience, and how work will be organized in the future.

Professor Neeley discussed how remote work is here to stay and how corporate leaders, including human resources executives and their teams, need to adopt new innovative strategies to be successful in this disruptive work environment. She shared evidence-based insights from her new book “Remote Work Revolution” on how to build trust, keep teams motivated, maintain critical connections without in-person interactions, and how to create a proper work/life balance that will not only benefit employees but also their organizations and ultimately, their customers.

The UCLA Anderson School of Management & HARRT at UCLA present the Dean’s Series: FUTURE of WORK

April 21, 2021 – In the past year, organizations were forced to be resilient and innovative as they rapidly adopted creative ways of working in a new and ambiguous world. COVID-19 also exposed many business vulnerabilities, none as important as the ability to quickly respond to the human side of the business.
When addressing a variety of people-related business challenges, leaders learned that having a digital advantage is imperative to thrive today and in the future. In the new people analytics domain, employee-related initiatives regarding productivity, networks, leadership, organizational agility, culture, employee experience, and more will be radically transformed.

Professor Polzer will discuss how human resource leaders and managers can use people analytics to gather and apply employee data from traditional sources and new digital platforms to structure all facets of the employee lifecycle. He will share how to achieve a competitive advantage by making effective employee decisions using a data-driven lens to look beyond collecting employee information to analyzing and designing new approaches to work in the future.

PSYCHOLOGICAL SAFETY with Harvard Business School Professor, Amy Edmondson, Martijn Sjoorda, and UCLA Anderson Professor, Corinne Bendersky

HARRT at UCLA Dean’s Series – LEADERS of the FUTURE: Unleashing the Power of Psychological Safety

March 19, 2021 – The past year has resulted in major disruptions to corporate strategies and operations as a result of the global pandemic, digital transformation, economic uncertainty, and social discourse. As corporate leaders rethink how their organizations will perform in the future, there is a renewed emphasis on creating an inclusive organization to encourage the development of creative, innovative, and productive teams.

For many years, Amy C. Edmondson, Professor of Leadership at Harvard Business School and author of the book “The Fearless Organization” and Martijn Sjoorda, Co-Founder, The Fearless Organization, have studied how creating psychological safety is the key ingredient to develop high-performing, humane, and resilient leaders for the future.

Please join UCLA’s Professor Corinne Bendersky as she interviews our speakers and they discuss how to build competitive and innovative organizations in the future by:
• Exploring the link between psychological safety and high performance
• Creating a speak-up culture where it’s “safe” to express ideas, ask questions, and admit mistakes
• Nurturing the level of engagement and candor required to succeed in today’s new economy

HARRT Senior Executive Round Table: C-Suite of the Future: Getting Winners in Place

March 2, 2021 – Senior Executive Members gathered virtually for a special C-Suite succession planning discussion. The open dialogue featuring HARRT Senior Executive Members, Ed Eynon, EVP, CHRO, KSL Resorts, Randy Clark, CAO & CHRO, Sempra Global and was facilitated by Heidrick & Struggles Partners Angela Gardner, and Ed Manfre (HARRT Partner Members). The evening session was an informal, fun opportunity for our executives to catch up with each other and share their various strategies for C-Suite succession planning which is a post-COVID hot topic.

Two questions were offered to stimulate thought for the conversation:

• What innovative/progressive things are successful organizations doing in the CEO/President succession planning space that truly sets them apart?
• If there was only one piece of advice you believe we should hear today, what would that be?

UCLA Anderson Forecast Predicts Near-Record Growth as Economy Recovers

In California, recovery comes faster than the rest of the U.S.

March, 2021 – The first quarterly UCLA Anderson Forecast of 2021 expects robust growth for the U.S. and California as the COVID-19 pandemic abates. full article

FULL-SPECTRUM THINKING IN A POST-OUTBREAK WORLD with Dr. Bob Johansen, Institute for the Future

HARRT at UCLA Dean’s Series – LEADERS of the FUTURE: FULL-SPECTRUM THINKING IN A POST-OUTBREAK WORLD February 12, 2021

February 12, 2021 – Dr. Bob Johansen, a distinguished fellow with the Institute for the Future in Silicon Valley and friend of HARRT, has been doing ten-year forecasting for more than thirty years, with remarkable accuracy. In this talk, he will share his latest forecasts for the post-outbreak world, with a focus on opportunities and threats for the human resources function. Full-spectrum thinking is the ability to seek clarity across gradients of possibility–while resisting the temptations of certainty and simplistic labeling. Bob will discuss how leaders can think in full-spectrum ways, particularly across the spectrum of human/computer potential. Digital augmentation of humans will be mandatory to thrive in the future and Bob will provide his latest thinking about how leaders of the future can thrive in an increasingly digital world.

*As a follow-on to this discussion, Bob facilitated a BOOK CLUB exclusively for HARRT Senior Executive Members on February 16 & 26. As part of membership, each participating HARRT Executive member received a complimentary digital copy of Bob’s new book: Full-Spectrum Thinking: How to Escape Boxes in a Post-Categorical Future.

2020 RETREAT Series – HR Leadership: Creating Future-Ready Organizations (Virtual)

September – December 2020 – Over the past several months, HR has been challenged with COVID-19, social justice issues, and dealing with multiple problems relating to business survival. During these chaotic times, human resources leaders have been responsible for a magnitude of outcomes including operational efficiencies, virtual workplaces, employee well-being, digital technology, and major innovations on how work is now being performed. Equally important to navigating the current day to day issues, is evaluating how work will be reinvented for the future based on today’s disruptions. What innovations need to be created to ensure success in the future? How do we avoid slipping back into the “old” way of doing things? What has worked well and what needs to be transformed going forward?

Since our founding 34 years ago, HARRT at UCLA has hosted a retreat for our Senior Executive Members every fall where we would discuss strategic issues and future innovations. Since we can’t meet in person this year, we have planned a virtual retreat that is designed to explore the disrupted workplace and reimagine the future of work. Additionally, this virtual event will provide members with several opportunities to network with HARRT peers, share ideas, and create solutions for these critical topics.

The theme of our virtual retreat is HR Resilience: Creating a Future-Ready Organization. The topics for the sessions are Transformative Leadership, Cultural Adaptability, Distributed Workforces, Agile Transformation, and the Trust Paradigm. These topics are designed to address today’s immediate challenges as well as go-forward strategies to implement in your future-ready organization. These virtual round tables will contain two parts; Part 1 is a general session with Q&A presented by a subject matter expert that will be immediately followed by Part 2, an exclusive HARRT Executive Member-only workshop to discuss practical, innovative, relevant, and actionable initiatives.

Virtual Series:

Session 1: September 8, 11:30 AM – 1:30 PM Transforming Future Leadership Through Co-Elevation featuring Keith Ferrazzi, NYT Bestselling Author, and Founder & Chairman Ferrazzi Greenlight.

Session 2: September 23, 11:30 AM – 1:30 PM Cultural Adaptability: A Blueprint for the Future featuring Charles Muttillo, President, and Megan Sutton, Vice President, Human Resources, Morley Builders.

Session 3: September 30, 11:30 AM – 1:00 PM– Top Challenges in the Shift to Remote Work – Elisabeth Watson, Chantelle Egan, and Elizabeth M. Levy, Seyfarth Shaw LLP.

2020 HARRT at UCLA Associate Symposium (Virtual):  October 15, 9:00 am – 3:00 pm – Management Challenge Simulation, presented by Abilitie.

Willis Towers Watson Presents: October 22, 9:30 AM – 11:00 AM– BruinTalk  – Reimagining Future Work: A Distributed Workforce – featuring Kerrie Peraino, Vice President, People Operations, Business HR & Googler Experience, Google.

Willis Towers Watson Presents: October 29, 9:30 AM – 11:00 AM– BruinTalk  – Reimagining Future Work: A Distributed Workforce – featuring Holly May, SVP, Global Total Rewards & Partner Resources Service Delivery, Starbucks.

Session 4: November 12, 11:30 AM – 1:30 PM – Doing Agile Right: Transformation Without Chaos featuring Sarah Elk, Partner and Global Leader, Bain & Company.

Session 5: December 9, 11:30 AM – 1:30 PM – Building the New Business Paradigm with Trust featuring Robb Holman, Bestselling Author, and CEO of Holman International.

If you would like to be part of this group and apply for membership, please contact us.

IMPACT Series

March 16 – July 9, 2020 – In keeping with HARRT at UCLA’s mission to help our members by offering shared experiences for best practices and trusted experts they can call upon to develop their responses, we reinstated the HARRT IMPACT Series.  For over a four-month span, HARRT members we offered 24 interactive virtual-meetings focused on how HR is specifically being impacted by COVID-19. Members were also given exclusive access to the HARRT COVID-19 online repository for shared resources from the series. Members can access the repository through the Senior Member Homepage using your login and password.

Virtual Series: 

  1. Keith Ferrazzi – Achieving Racial Equity in the Workplace A 7-Point Framework on Best Practices for Eradicating Systemic Racism
  2. Senior Executive Round Table Discussion: Pandemic to Protests: Return to Work Disruption
  3. The Irvine Company’s Guide for Return to Work: Come Back With Confidence
  4. Mercer – Sensing with Science; the use of talent analytics to make informed workforce decisions
  5. Seyfarth Shaw: Developing a Return to Business Action Plan
  6. Dr. Scott Snyder, COVID-19 and the future of work – 2023: Four scenarios
  7. Dr. Kevin Riley: Preparing for the New Normal: Guidance for Employee Safety and Health During Return to Work (Part 2)
  8. ServiceNow: Empowering Your People to Lead
  9. Dr. Kevin Riley: Preparing for the New Normal: Guidance for Employee Safety and Health During Return to Work (Part 1)
  10. Professor Cassie Mogilner Holmes: Responding to COVID-19 with Positive Leadership
  11. Keith Ferrazzi: Succeeding in a Virtual Workplace
  12. Mercer: A Framework for Recovery: Respond. Return, Reinvent
  13. Carmen Allison: COVID-19 Disruption: Developing a Workplace Reentry Strategy
  14. Randstad RiseSmart: Best Practices in Rapid Upskilling and Redeployment, Responses to the COVID-19 crisis to meet business and employee needs
  15. Heidrick Consulting: How to Lead in a Virtual & Uncertain World – The New Normal for 2020
  16. McGriff: Cultivating Mindfulness Amid Change and Uncertainty
  17. Professor Jerry Nickelsburg: The Impact of COVID-19 on the Golden State
  18. Professor Patrick Wright: Leading Into, Through, and Out of the COVID-19 Crisis
  19. Edelman: Trusted Employee Communication as COVID-19 Evolves: What’s Working and What’s Not
  20. Sandy Asch: Leadership Resiliency During Uncertain Times
  21. Seyfarth Shaw: COVID-19: Legal Challenges for Employers (Part 2)
  22. Willis Towers Watson: COVID-19 Implications for employers- Potential impacts on benefit, reward, mobility, and other business programs, and how to prepare
  23. Seyfarth Shaw: COVID-19: Legal Challenges for Employers (Part 1)
  24. Edelman: Crisis communications best practices for HR leaders: how to maintain trust during evolving public safety concerns

If you would like to be part of this group and apply for membership, please contact us.

HR News

How to Measure Inclusion in the Workplace

May 27, 2021 – by Lauren Romansky, Mia Garrod, Katie Brown, and Kartik Deo

In an era where companies are paying more and more attention to diversity, equity, and inclusion (DEI), inclusion remains the most difficult metric to track. From new research, Gartner developed the Gartner Inclusion Index to measure what true inclusion looks like… PDF – How to Measure Inclusion in the Workplace

To Build a Diverse Company for the Long Term, Develop Junion Talent

April 12, 2021 – by Matt Sigelman and Johnny C. Taylor, Jr.

Developing diverse talent from within sounds like a heavy lift. But most people build careers step by step, skill by skill. By understanding how the skills of two jobs overlap or are proximate to one another, companies can create targeted training to support employees… PDF – To Build a Diverse Company for the Long Term, Develop Junior Talent

To Make Real Progress on D&I, Move Past Vanity Metrics

May 21, 2021 – by Cindi Howson

Using data in diversity and inclusion initiatives can help organizations move beyond tick-the-box exercises. It can enable them to take an honest look at where they’re falling short, assess the experience of specific groups in the company, and prevent employee attrition… PDF – To Make Real Progress on D&I, Move Past Vanity Metrics

Update Your DE&I Playbook

July 15, 2020 by Joan C. Williams and James D. White

Addressing structural racism requires changing the structures that
reinforce racism. In this article, we meld White’s approach with Williams’s to
propose a new four-component DE&I model to do just that… PDF – Update Your DE&I Playbook

Academic Partners

About HARRT

HARRT at UCLA, established in 1986, serves as a forum for the exchange of cutting-edge ideas and academic research affecting the practice of human resources. HARRT at UCLA is a subunit of the Institute for Research on Labor and Employment (IRLE) and is affiliated with Anderson School of Management, Luskin School of Public Affairs, and UCLA School of Law.

HARRT Events

HARRT at UCLA Executive Round Table: Februrary 27, 2020

With the beginning of a new decade, HARRT examined various transformation initiatives including the employee as a stakeholder and how to prepare HR to become innovators and change agents over the next 10 years. In this session, Peter Matthies, founder of the Conscious Business Institute, discussed how to build an organization of the future by applying specific steps to take your people strategy from vision to implementation. In this workshop presentation, Peter shared insights on how to refine organizational culture and purpose by creating a better way to work and live for 2020 and beyond. Also, Denise Spatafora, CEO of BeClear Inc. and UCLA instructor, led a session that focused on creating an individualized HR road map, to include identification of organizational “pain points” affecting transformation in your company as well as, personal strategies to prepare you to become an effective leader in the future.