Holly Klenk

Most workplace violence incidents show multiple warning signs in the weeks or months beforehand. Are you and your team trained to recognize them? Our latest article breaks down 7 key indicators of potential workplace violence—from verbal threats to behavioral changes—and provides actionable response strategies for HR professionals and managers. Read the full guide: https://lnkd.in/eA75f_8Z #WorkplaceSafety #HumanResources #WorkplaceViolencePrevention #EmployeeSafety

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💚 Stronger Together — Partner with the Mental Health Warrior Program ⚔️🛡️ ✨ NEW: Free Partnerships Guide Available ✨ Curious how this could work for your organization? We’ve created a free downloadable Partnerships Guide that walks through options, ideas and next steps. The Mental Health Warrior Program is a bold new SELF-HELP approach that puts YOU in charge of your mental health — one emotion at a time. Created by author and speaker Bruce Schutter, the program was built from his 20-year battle with Bipolar, Alcoholism, Anxiety Disorders and PTSD — including a suicide attempt that nearly ended his life but ultimately gave it purpose. Today, through real-life–tested tools, humor and community, the Warrior Program helps individuals and organizations move from struggle to STRENGTH. 💪 The Warrior Program equips partners to: 🏫 Build emotional strength in schools 🏢 Strengthen workplace wellness programs 🚒 Support first responders with practical resilience tools 💬 Empower support groups to celebrate progress What Partners Receive: ✅ Bulk pricing on Warrior books & challenge coins ✅ Customizable training & speaking events ✅ Co-branding and social collaboration opportunities ✅ A shared mission — helping others take charge of their mental health 👉 Download the FREE Partnerships Guide ➡️ https://buff.ly/SOylxrx . . 💌 Please share to spread hope — because no one should fight alone. ⚔️🛡️

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are NSCAW III Workforce Study (2025) Poorly trained, unsupported supervisors are a leading contributor to driving workers out of child welfare and casework roles (NSCAW III Workforce Study, 2025). Research shows: • Satisfaction with supervision reduces turnover—especially early in the job. • Supervisors themselves lack support, affecting team stability. • Field-based training, like mentorship and shadowing, reduces new staff turnover by 39%. The fix? • Invest in supervisor training and mentorship • Promote reflective, two-way supervision • Use field-based onboarding • Retention must be a focus at all organizational levels Strong supervision = strong teams. (Steen & Stewart, 2024; Warkwick et al., 2022) #WorkforceRetention #TraumaInformedSupervision #SupervisionMatters

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Join us for a 60-minute interactive session designed for Employer Relations and Career Services professionals that explores practical, actionable ways ER teams can influence more neuroinclusive hiring practices from employer preparation and interview processes to partnership conversations with hiring organizations. This session will feature a cross-sector panel of practitioners and advocates, including representatives from: Wells Fargo Center for Neurodiversity and Inclusive Employment at UConn EPIC EB Consulting Group Chat-ND Claire Malfaro Counseling & Consulting Dr. Jenelle Abnett, Board Certified Special Education Advocate and trainer Together, we’ll examine how Employer Relations professionals can shift from gatekeepers to change agents in advancing inclusive hiring practices. 🔗 Learn more: https://lnkd.in/eDuH3DHa #EACE #NeuroinclusiveHiring #EmployerRelations #CareerServicesProfessionals #InclusiveHiring

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Historically, both my research and experience show that HR has often treated DEI as a stepchild—an afterthought rather than a strategic priority. The field has long struggled to balance fair and equitable treatment of employees with leadership’s bottom-line goals. Too often, compliance with EEO regulations is seen as “good enough,” while DEI is relegated to areas HR didn’t want to invest in—like diversity training. It’s no surprise, then, that SHRM is revealing the true nature of HR’s relationship with DEI. When the political pendulum began to swing toward anti-DEI sentiment, the organization adapted with remarkable ease. That’s why the accredited Diversity Training University International (DTUI) is introducing a forward-thinking HR certification program—one that centers Inclusion Competency as the foundation for effective human resource leadership. Beginning Spring 2026, DTUI will launch an instructor-led, four-course Basic HR Certification, followed by a two-course Advanced HR Certification in Winter 2026. Unlike traditional test-based certifications, our program focuses on building real-world competencies—skills essential for advancing organizational success while taking care of its people. Gregory Stinyard, PhD, MS, MBA Kathy Simonis, CDP, CDIR, DEI Leader, Board Member #shrm #dei #backlash #retreat https://lnkd.in/e4uA3wFr

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Is your clients’ employee handbook ready for 2026? 📗 Outdated policies can expose organizations to major compliance and legal risks. Our latest HR Compliance Bulletin highlights the 7 key handbook policies employers should review — including AI legislation, pay transparency, evolving leave laws, workplace violence prevention, and more. Help your clients stay protected and proactive in 2026. Download the full HR Compliance Bulletin today (link in comments).

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In today’s complex environment, workforce data collection isn’t optional—it’s essential. Pulling back on practices like demographic data collection, pay equity reviews, or culture assessments doesn’t reduce risk—it creates it. Employers who scale back now may face greater exposure to costly litigation, reputational damage, and a weakened culture. This new guide, developed by the Corporate Racial Equity Alliance (led by PolicyLink in partnership with FSG, and JUST Capital, in partnership with Working IDEAL) lays out why data collection and assessment remain indispensable tools for employers today. Inside, you'll find: ✔️ Lawful actions you can and should take — clear guidance on what is permissible under federal law, consistent with advancing your business goals. ✔️ The strong case for data collection and analysis — how demographic data collection and analysis supports compliance, talent management, and business performance in a rapidly shifting environment. ✔️ The key areas to continue to collect and analyze data — from hiring and promotion to pay equity and workplace culture, the essential domains where data drives fairness and protects against liability. ✔️ By continuing these practices, organizations can protect themselves legally, strengthen employee trust, and reinforce long-term business success. 📖 Download the guide: https://lnkd.in/eQrNWfrB

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The learning analytics process starts with the question, "what answers do we want to get from the data." This guides instrumentation decisions.

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“These barriers can unfairly lower scores and screen out qualified disabled candidates, whose abilities are perfectly suited for the role, according to CDT. Study participants often felt these design choices reflected intentional discrimination rather than oversight.” https://lnkd.in/gpz8t6Cp Read the full CDT research report about the impact of digitized hiring assessments on disabled workers: https://lnkd.in/eB2yrN_k

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