2024/25 Research Project
We are pleased to announce the launch of the 2024 research topic for The UCLA Human Resources Round Table (HARRT at UCLA). In collaboration with WTW and the UCLA Anderson School of Management, this year’s focus is on “HR Wellbeing and Resilience”, delving into the critical aspects of fostering wellbeing and building resilience among front-line HR teams.
The topic of employee HR Wellbeing & Resilience is a priority for HR leaders and leadership. At a time when the world is characterized by economic, political, and technological uncertainty, HR is required, more than ever, to be compassionate, present, and positive while advancing organizational priorities and adapting to change. Yet HR practitioners report feeling that their own wellbeing and emotional health are under-supported or often overlooked.
Join HARRT at UCLA as we collect HR practitioner insights about what resources, tools, or programs are critical to HR practitioners developing healthy mindsets, critical competencies, and career growth while being compassionate, purposeful, and present leaders. The more HR practitioners who participate, the more valid and actionable our insights will be!
The HR Practitioner Wellbeing and Resilience Survey is designed for the HR practitioner audience, with the goal of using the feedback from those who participate to inform organizational policies and practices. We invite you to talk with your HR teams about the importance of their own wellbeing, and using the link, invite them to participate in the ~15-minute survey. The survey is currently live and accepting responses through August 31, 2024.
Survey responses will be confidential and individual anonymity will be protected by only aggregating data where there are at least 30 responses. HARRT executive members will receive a company-specific benchmark report in October. Overall findings will be shared at the November HARRT Retreat, where all HARRT members will have an opportunity to help shape new approaches to HR Wellbeing and Resilience in 2025.
As members of the HARRT community, we invite you to leverage these recent research findings while benefitting from the shared experience of your peers. Your contributions can help deepen our understanding of the challenges faced by HR teams and enable our members to develop strategies to shape the future of HR.
We also encourage you to explore HARRT membership and join your peers who are building HR strategies for today and beyond.
If you have any questions or require further information, please do not hesitate to complete the membership inquiry or reach out to the HARRT program. We look forward to your valuable contributions to this research topic.
Additional UCLA Research Resources
The Hollywood Diversity Report 2024: Streaming & Theatrical
March/ May 2024
The Hollywood Diversity Report: EXCLUSIVITY IN PROGRESS
March/ November 2023
The previous two installments in the Hollywood Diversity Report series focused on both theatrical and streaming films released during the 2020 and 2021 calendar years. Due to the large percentage of films released simultaneously in theaters and on streaming platforms, the employment categories were reported with theatrical and streaming releases combined. But in 2022, except for a handful of films, theatrical releases were exclusive to theaters for at least 45 days before moving to streaming. There was a clearer distinction made between films that were direct to streaming and those that were released “only in theaters.” For this reason, this report presents findings separately for theatrically released and streaming films.
The 2023 Hollywood Diversity Report: Part 1 Film — the tenth in a series of annual reports — examines relationships between diversity and the bottom line in an industry in flux during uncertain times. It considers the English-language films among the top 200 theatrical film releases, ranked by global box office, and the top 100 English-language streaming films, ranked by total U.S. household ratings, to document the degree to which people from underrepresented groups were present in front of and behind the camera in 2022.
Part 2 of the Report, Television – considers the 2021-22 season, the latest television season since the previous Hollywood Diversity Report release. It examines 521 live-action, scripted television shows across broadcast, cable, and digital platforms from the 2021-22 season to document the degree to which people from underrepresented groups are present in front of and behind the camera.
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.
Complexity Begets Management Layers: How Some Small Firms Avoid That
November 2023
Featured Faculty
Christopher Poliquin
Assistant Professor of Strategy, UCLA Anderson School of Management
Citigroup, the New York-based banking giant, announced in October 2023 that it was going to eliminate five layers of management, leaving a mere nine levels of bosses to oversee some 240,000 workers. Out go 60 management committees and some 1,000 internal profit-and-loss reports in the process.
At most very small companies, where employees are few and tasks are also limited in scope, the goal is often to have no managers — only workers (the owner may be among them) who produce something that leads to sales and profit. read more…
Removing Words With Gender Bias in Job Ads: More Diverse Applicants
October 2023
Featured Faculty
Assistant Professor of Management and Organizations, UCLA Anderson School of Management
Women — and some men — more inclined to apply for positions
Women represent nearly half of the U.S., but the distribution is anything but smooth. In the highly in-demand and remunerative STEM fields, women hold about one-quarter of jobs. Just 1 in 3 personal financial advisors are female, which is in line with female representation in what’s known as general and operational management jobs.
There is a rich stew of systemic reasons for why this persists. Long-lingering social (occupational) norms, an education system that however inadvertently can dissuade girls from paths leading to STEM careers, and the relative lack of female role models in top positions to inspire (and hire) come to mind. read more…
The Hollywood Diversity Report: A NEW, POST PANDEMIC NORMAL?
March/ October 2022
The previous installment in the Hollywood Diversity Report series, which focused on films released during the 2020 calendar year, chronicled unparalleled industry disruptions wrought by the worldwide spread of the COVID-19 virus. As the worsening pandemic led to a shuttering of theaters around the globe, the lion’s share of the films examined in the report were, for the first time, released via streaming platforms. Though the introduction of vaccines in early 2021 have since facilitated cautious moves toward business as usual in the Hollywood industry, this report — the ninth in a series of annual reports — reveals that streaming platforms continued to play a dominant role in audiences’ engagement with “big screen” content.
The 2022 Hollywood Diversity Report: Part 1 examines relationships between diversity and the bottom line in a Hollywood context still distorted by the virus. It considers the top 200 theatrical and all major streaming, English-language film releases in 2021, ranked by global box office and total household ratings, in order to document the degree to which women and people of color are present in front of and behind the camera.
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.
People Suffer From Hiding Their Feelings – So Might Their Employers
May 2021
Featured Faculty
Forced to nod in agreement, workers may embrace conspiracy theories, be less trusting
Mind-body dissonance — the flight attendant smiling when he’d like to throttle a misbehaving passenger; an office worker nodding in agreement when the boss is explaining yet another inane and time-consuming initiative — has long been known to exact a personal toll of exhaustion and reduced job satisfaction. It also leads to a lot of bad attitudes. read more…
The Hollywood Diversity Report: PANDEMIC IN PROGRESS
April 2021
The Hollywood entertainment industry, like the rest of society, is still reeling from the shock of the global pandemic wrought in 2020 by the proliferation of the COVID-19 virus. This report — the eighth in a series of annual reports — examines relationships between diversity and the bottom line in Hollywood against this unprecedented backdrop. It considers the top 200 theatrical and all streaming film releases in 2020, ranked by global box office and total household ratings, in order to document the degree to which women and people of color are present in front of and behind the camera. It discusses any patterns between these findings and box office receipts and household and 18-49 viewer ratings by key audience demographics. The 2021 UCLA Hollywood Diversity 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.
Recognition Incentives for Internal Crowdsourcing: A Field Experiment at NASA
July 2020 – by Jana Gallus, Olivia S. Jung, and Karim R. Lakhani
What to do if organizational hierarchy hinders a platform aimed at worker collaboration? A field experiment with NASA employees finds that they respond to managerial appreciation above other incentives.
Author Abstract:
What might motivate employees to participate in internal crowdsourcing, a peer-based approach to innovation? Should organizations use incentives that are congruent with their established hierarchical structures, or should they use incentives that are aligned with the aspirational, peer-based approach to innovation? We partnered with NASA for a qualitative study and a field experiment (N=7,455) to understand the effectiveness of different incentives that may motivate its workforce to participate in crowdsourcing. First, we show that concerns about the legitimacy of peer-based innovation disincentivize employees to participate. Second, we find that managerial recognition, the incentive that is congruent with the established hierarchy, significantly increases engagement. It does so by alleviating legitimacy concerns and by offering managerial attention. Peer recognition, which is congruent with the aspirational, peer-based approach to innovation, is not found to have a significant overall effect. However, workers who are otherwise less visible were positively motivated by it. Our research provides guidance for hierarchical organizations that are seeking greater employee engagement in peer-based innovation, and it adds insights on motivational channels to the literature on organizational innovation.
Abusing a Co-Worker? Watch Your Back
May 22, 2019
Analysis of 250 studies finds the most common response to negative workplace behavior is an eye for an eye
Research by:
Lindsey M. Greco
Jennifer Whitson
Ernest H. O’Boyle
Cynthia S. Wang
Joongseo Kim
Summary: Nearly one in five U.S. workers has been exposed to on-the-job harassment or other forms of social antagonism. Younger workers, being a few rungs down the organization ladder, seem even likelier targets. Nearly one in four workers surveyed who are younger than 35 has reported being on the receiving end of workplace nastiness.
Much of the academic attention around workplace hostilities has focused on the nature of negative behaviors, how employees perceive those negative behaviors and their perception of management’s awareness and response to harassers and bullies.
Less studied is how bad behavior by one employee triggers a retaliatory response — as well as the ferocity of the response. Suffering in silence has long been one coping mechanism…
Making U.S. Fire Departments More Diverse and Inclusive
by Corinne Bendersky
Summary. Ninety-six percent of U.S. career firefighters are men and 82% are white. What’s the path for departments to achieve more diversity? And if they do so, will their members embrace how it improves their organization? Research and interviews with department leaders find that, while outreach to minority candidates and affinity groups can help, true diversity will only come when department leaders embrace inclusion. This comes from understanding and rewarding the skills successful firefighters need that go beyond physical strength, a stereotypically masculine trait — they also need intellectual, social, and emotional skills required to deliver medical emergency aid, support each other through traumatic experiences, and engage intimately with the communities they serve.
Creating a Magical Employee Experience!
May 22, 2018
“How do organizations do it?” Join insightful thought leaders from Willis Towers Watson and the Disney Institute to learn the latest insights to better understand and shape the employee experience. We will examine how technology and data analytics support continuous listening to directly impact employee engagement and commitment while re-defining “engagement ownership” in your organization. Also, we will explore the Disney approach to talent management, leadership, and culture that creates a nurturing environment and fosters Cast Member motivation and engagement.
Research Articles From Event Found Below:
A practical guide to agile pulse surveys “Research Article”
Deploying a listening strategy: lessons learned “Research Article”
“Slide Deck” Creating a Magical Employee Experience
Day of Learning 2018 – Reinventing Work: People. Technology. Time.
April 25, 2018
Today’s realities are shaped by a growing digital revolution. Technologies are fusing, blurring lines between the physical, digital, and biological worlds, and technological breakthroughs like artificial intelligence and robotics will continue to evolve.
These changes are dramatic compared to previous revolutions in that they are already disrupting almost every industry in every country and having a major impact on work and jobs. The result is a complex work environment characterized by significant job creation as well as job displacement, heightened labor productivity but also a widening skills gap.
The Future of Work is becoming an important topic for many organizations, both for its HR implications and its impact on overall business strategy. Is your company prepared?
Research Articles From the Event Found Below:
Senn Delaney Round Table: The Role of HR along the Culture Continuum.
April 11th, 2018
With seismic changes transforming the world of work, CEO’s are increasingly considering the role culture plays in strategy execution. The implications for HR executives is profound. You are uniquely positioned to deliver strategic value and drive transformation results.
Join Sr. Executive Member Coleen Bentley, VP HR, Orora Packaging, and Senn Delaney’s culture-shaping experts to learn more about where your organization is on the next six stages of a Culture Continuum. Explore where your culture is and what it could be, as well as your path forward to guide creating a culture that enables strategic execution and drives transformation.
Content Links are found Below:
Resilience: The essential HR Skill of the Future Featuring a Special CHRO Panel
March 14th, 2018
With the rapidly changing workplace, new technology and multi-generational
workforce, to name a few, Human Resources needs to become more innovative and
agile in the way services are delivered and programs are developed. How would you
rate yourself on the resilience scale? Sandy Asch, thought leader and author will lead us
in a discussion on personal skills and development. You will be given a self-assessment to
identify personal development opportunities. You will also hear from a CHRO panel:
Allison Elder, Vice President, Human Resources, RAND and David N. Heath, Vice President, Global Human Resources, Panasonic Avionics Corporation who will share their insights about how they assess HR talent and the skills needed for future success in the field. The latest Bersin Report, 11 Predictions to Guide Your Talent Strategy in 2017, will be used as the foundation for the conversation, and participants will be encouraged to consider these trends within their organization.
Content Links are found Below:
HR Impact on Diversity and Inclusion
February 28, 2018
This Diversity and Inclusion meeting is designed as a workshop and will feature a series of speakers and employer panel discussions by individuals who have shown an exceptional commitment to promoting practices that advance diversity and inclusion in the workplace and leadership. Our goal is to provide members and guests with a collaborative forum to exchange ideas, practices, and examples of successes and challenges encountered in the journey to improve diversity and inclusion results within their organizations.
At the end of the day, our HR leaders will discuss and develop tangible plans to meet their strategic D&I initiatives.
Check out the Presentations Below:
HARRT at UCLA 2017 Retreat
October 19th-21st, 2017
The theme of our 2017 Retreat is “HR Blueprint for Innovation.” Many HR organizations are searching for answers on how to keep ahead of the challenges created by digital transformation. Our speakers will explore the impact of rapidly advancing technologies on the future workplace. We will also collaborate on innovative solutions to become catalysts for organizational change by redesigning talent management practices, leveraging service delivery models, and rethinking the employee experience. We will examine a blueprint to explore new perspectives for organization, department, and personal growth through four lenses: be digital, be human, be well, and be generational.
To inspire your innovative self, we will have several organized activities for your relaxation and rejuvenation.
Presentations from the event:
10945 Le Conte Avenue, Suite 1103, Los Angeles 90024
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