Author: Jacquelyn Tolksdorf

The Importance Of Grief Support Groups In The Workplace

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook The Importance Of Grief Support Groups In The Workplace Grief is a natural part of life. Losing someone you love may affect how you feel and handle things, even at work. As employers strive to create supportive and inclusive work environments, it is essential to recognize the importance of addressing grief and providing resources for employees coping with loss. Implementing grief support groups in the workplace is a helpful way to support grieving employees. The Impact of Grief on Employee Well-Being and Performance  Grief can show up in many ways. You may feel sad, angry, guilty, tired, or have trouble focusing. These emotions can significantly impact an employee’s ability to focus on work tasks, interact with colleagues, and maintain a healthy work-life balance. Unaddressed grief can lead to more severe mental health issues like depression and anxiety. This could also affect a person’s well-being and job performance. The Benefits of Grief Support Groups in the Workplace  Grief support groups in the workplace provide a safe place for employees to share their experiences, emotions and get guidance from others who also experienced loss. Employees and workplaces can benefit in many ways through groups. •        Emotional Support and Validation: Grief support groups help employees connect with others who know what they’re going through. This gives them a sense of validation and reassurance that they’re not alone in their grief. Getting emotional support after losing someone can be really helpful. It can make it easier to deal with the sad and complicated emotions of grieving. •        Coping Strategies and Resources: Grief support groups can help you learn good coping methods and find resources to aid your healing. This may include mindfulness techniques, journaling, or referrals to professional counseling services. Employers can help their employees deal with grief by providing tools and resources. This can improve their well-being and help them perform better at work. •        Fostering Resilience and Personal Growth: Joining a grief support group can help workers become stronger and grow personally during tough times. Employees can learn from others by sharing their experiences and gaining new perspectives on their grief journey. This growth can help you handle tough times better. It works for both personal and professional life. Creating a Supportive and Compassionate Company Culture Establishing a grief support group at work is very helpful for workers facing loss. To establish a successful support group, employers should consider the following steps: •        Collaborate with Trained Professionals: To run a successful support group, work with experts like grief counselors or therapists. Experts can guide and support participants based on their needs. This helps in dealing with grief’s complexities. •        Maintain Confidentiality and Privacy: To help group members feel safe and comfortable sharing their emotions and difficulties, keep everything they say confidential and private. •        Offer Flexibility and Accessibility: Offer flexible schedules for support group meetings to meet the needs and schedules of employees. You could offer support groups online. This way, employees can join no matter where they work or how busy their schedule is. All employees have access to support during tough times. •        Promote Awareness and Encourage Participation: Ensure employees know about the grief support group. Raise awareness and promote its availability as a valuable resource. Use company newsletters or intranet to tell employees about the support group and ask them to join when necessary. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Accent Discrimination In The Workplace: What It Is And How To Address It 

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Accent Discrimination in the Workplace: What It Is And How to Address It It’s not uncommon to hear about accent discrimination in the workplace. In fact, there are many instances of this occurring across the globe. Why does it happen? How can it be addressed by employees or managers? This blog post has the answers you need. Understanding Accent Discrimination  People may face unfair treatment because of their accents or how they speak. This is called accent discrimination. This can happen at work in many ways. For example, when hiring, promoting, or having trouble communicating. Sometimes, people might not get a job because they speak with an accent or come from a different culture. Employees with regional accents may not get promoted to leadership roles because of stereotypes about their speaking styles. Accent discrimination affects both employees and organizations negatively. Workers who face accent bias may feel less confident, more pressure, and alone. This can lead to decreased job satisfaction, reduced productivity, and higher turnover rates. Organizations that discriminate against accents may lose talented employees, harm their reputation, and face legal issues. Overcoming Accent Discrimination in the Workplace  Understand that Accent Discrimination is Real: Accent discrimination is a genuine issue many individuals face in the workplace. People can be treated unfairly or harassed because of their language or accent. Discrimination like this can greatly harm a person’s career, mental health, and overall well-being. Acknowledging that accent discrimination is real, and its effects are important to recognize. It is the first step to overcome this challenge. Educate Yourself About the Problem: To effectively combat accent discrimination, educating yourself about the issue is essential. There are many types of accents and dialects. They have cultural and historical contexts that you can learn about. Understanding accents’ diversity can help you value and respect others’ uniqueness, contributing to our society. Practice Your Accent: Consider improving your pronunciation and communication skills if you’re concerned about your accent. Working with a speech therapist or coach can improve your speaking skills. They can help you speak more clearly and confidently. Improving your accent and communication skills can help people understand you better and reduce discrimination. Build Your Confidence: Confidence is key to overcoming accent discrimination. Believe in yourself and your worth at work, regardless of your accent. Focus on what you’re good at and what you’ve achieved. Don’t forget that your accent is only one part of who you are. You can be more confident in fighting discrimination and speak up for yourself at work. Be Assertive and Use Your Voice: Do not be afraid to speak up if you experience accent discrimination in the workplace. Be assertive and use your voice to communicate your concerns and needs. If someone insults your accent, calmly explain why it’s wrong. Standing up for yourself can make the workplace more inclusive and respectful. Recognize that Accent Discrimination is Illegal: Accent discrimination is illegal in many countries under anti-discrimination laws. Get to know the laws and rules in your area. Know your rights as an employee. Knowing your legal protections can help you act against accent discrimination at work. Document the Harassment in Writing: Experiencing discrimination or harassment for your accent at work? Write down what happened. Record any discrimination you experience. Note the date, time, location, and people involved. This document can be used as proof to file a complaint or take legal action against your employer. Seek Out Support Groups: Connecting with others facing accent discrimination is helpful. They can offer support and advice. Find local or online groups that offer support and allow you to share your experiences with others who faced similar struggles. It’s a great way to learn and get support. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

9 Diversity Hiring Strategies For Building An Inclusive Workforce

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook 9 Diversity Hiring Strategies For Building An Inclusive Workforce Due to globalization and interconnectedness, many organizations now prioritize building a diverse and inclusive workforce. Having a diverse workforce is great for companies. It helps them be more innovative and creative and solve problems better. Also, having a diverse team can help companies better understand and serve their diverse customers. Studies have shown that companies with diverse teams tend to perform better than those without diversity. Organizations can achieve their goal by adopting effective diversity hiring strategies. These strategies must ensure equal opportunities for all candidates, regardless of race, gender, age, religion, sexual orientation, and disability status. Let’s look at good hiring ways to create an inclusive team with diversity. Rethink Job Descriptions and Requirements  To build a diverse workforce, job descriptions and requirements must be fair and inclusive. You can make your writing more inclusive by using gender-neutral language and avoiding words unfamiliar to people from different backgrounds. This helps draw in a wider range of candidates. Organizations should consider whether they need certain job requirements, such as degrees or years of experience. These requirements can stop qualified candidates from diverse backgrounds from getting the job. Implement Blind Recruitment Processes  Blind recruitment is a strategy for hiring. It involves taking out details like names, photos, and demographics from job applications. Eliminating unconscious bias in the hiring process ensures that candidates are evaluated only based on their skills, qualifications, and experience. Organizations can be fairer and more diverse in hiring by using blind recruitment processes. Leverage Diverse Recruitment Channels  Organizations can attract more diverse candidates by using different recruitment channels. These could include job boards, social media platforms, and professional networks focusing on underrepresented groups. Companies can attract more diverse candidates by expanding their recruiting, which widens the talent pool. Offer Flexible Work Arrangements  Flexible work options, like working from home, part-time work, and flexible schedules, can help companies hire a wider range of people. This includes people who have different lifestyles and commitments outside of work. Also, flexible hours can appeal to candidates with religious or cultural obligations who may find traditional working hours difficult. Provide Diversity and Inclusion Training  Organizations should train all employees, including hiring managers and recruiters, in diversity and inclusion to create an inclusive work environment. Employees should participate in training that covers unconscious bias, cultural competency, and inclusive communication. The goal is to help them understand how they can contribute to creating a more inclusive workplace by valuing diversity and inclusion.   Establish Diversity Goals and Metrics  Setting diversity goals and tracking progress through metrics can help organizations stay accountable and committed to building an inclusive workforce. Companies can achieve diversity and inclusion goals by reviewing diversity data regularly and adjusting hiring strategies accordingly. Develop a Strong Employer Brand  A strong employer brand that shows commitment to diversity and inclusion can bring in diverse job seekers. Organizations can show their commitment to creating an inclusive work environment by promoting diversity initiatives, sharing success stories, and featuring employees from underrepresented groups in their marketing materials and social media. Foster a Culture of Inclusivity  Creating a diverse workforce goes beyond hiring practices. Organizations must create an inclusive culture, making employees feel accepted, valued, and respected. A company can achieve this by promoting open communication and teamwork and allowing staff to share their views and experiences. Encourage Employee Resource Groups  ERGs are employee-led groups that look at different aspects of diversity and inclusion. They are voluntary. Organizations can help employees by creating and growing Employee Resource Groups (ERGs). ERGs provide a way for employees to connect, share experiences, and develop their careers. ERGs also help organizations make the workplace more inclusive. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Do You Know Your Workplace’s Hair Discrimination Law?

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Do You Know Your Workplace’s Hair Discrimination Law? Hair discrimination is a bias that unfairly singles out people based on their hair type, texture, or style. This is particularly common against individuals of African descent. Discrimination based on certain hair types and styles, including in the workplace, is still common in society. These types of hair have been labeled as unprofessional or inappropriate. Recently, people have become more aware of hair discrimination, and new laws aim to protect individuals from this bias in the workplace. This article discusses hair discrimination law and why these laws are important for promoting inclusivity in workplaces. The Importance of Hair Discrimination Laws in Promoting Workplace Inclusivity  Hair discrimination laws are important for promoting inclusivity at work. They make sure that all employees are treated fairly and with respect, no matter what their hair type, texture, or style is. These laws raise awareness of hair discrimination as bias. They encourage organizations to review their policies for a more inclusive work environment. These laws help people who face hair discrimination advance in their careers by breaking down barriers. Increasing diversity in leadership can create a fair workplace for all. Ensuring Compliance with Hair Discrimination Laws  Organizations must follow hair discrimination laws. Here are the steps to take. Review and Update Policies and Procedures: Organizations must check their policies to ensure they follow hair discrimination laws today. The company can update its dress code policies to remove hair type or style discrimination. They can also create new policies to address hair discrimination. Educate Employees and Managers: Employees and managers must know hair discrimination laws and their effects at work. Organizations should offer training and resources so employees can understand the significance of diversity laws and their role in developing an inclusive work environment. Encourage Open Communication: Organizations should foster open communication regarding hair discrimination and establish a secure environment for workers to express their encounters and worries. Identifying discrimination can be done with this. It helps to address them quickly and efficiently. Monitor and Address Incidents of Hair Discrimination: Organizations need to monitor incidents of hair discrimination and take action to stop them. To make things fair, a system can be set up for employees to report discrimination cases. Also, a procedure should be developed to investigate and solve these cases. Seek Legal Advice: If your organization isn’t certain about its hair discrimination obligations. This can help follow the law and reduce legal disputes. Raising Awareness and Promoting Empathy: Hair discrimination laws are vital in raising awareness about unjust treatment and promoting employee empathy. Organizations can promote appreciation for diversity among employees by educating them on the cultural and historical significance of different hair types and styles. This increased empathy can contribute to a more inclusive and respectful work environment. Fostering a Positive Work Culture: Implementing hair discrimination laws can also foster a positive work culture. Employees who feel valued and respected are more engaged, motivated, and committed. Organizations can create a welcoming workplace by combating hair discrimination. This makes it easier for employees to express their individuality and embrace their unique hair types and styles. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

Cultural Appropriation Examples In The Workplace

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Cultural Appropriation Examples In The Workplace Picture walking into your workplace and spotting a coworker with a Native American headdress as a fashion statement or a colleague imitating an Indian accent for humor. Cultural appropriation can affect people and communities at work. These situations show real life cultural appropriation examples. Cultural appropriation can cause harm and offense. This is because it often involves using a culture’s traditions, symbols, and practices for personal gain. Misunderstandings and stereotypes about a specific culture can cause discrimination and marginalization. In this article, we’ll talk about cultural appropriation. We’ll also cover how it happens in the workplace and share advice on how to stop it. Cultural Appropriation Examples in the Workplace  Wearing Culturally Significant Clothing or Accessories: Cultural appropriation can happen at work when you wear culturally significant clothes or accessories but don’t know what they mean. Wearing a Native American headdress as a fashion accessory can offend Native American communities. Native American headdresses have spiritual and cultural importance, so using them as fashion accessories is inappropriate. Wearing a bindi as a fashion statement can disrespect those who know its cultural and religious meaning. The bindi is a decorative mark that Hindu women wear. Using Culturally Specific Language or Accents: Cultural appropriation can happen at work when using language or accents specific to a culture just for humor or effect. People can offend others by mimicking a foreign accent, using slang or phrases inappropriately, or making jokes based on cultural stereotypes. Perpetuating harmful stereotypes and making the work environment uncomfortable for people from the appropriate culture are the consequences of these actions. Adopting Cultural Practices Without Understanding Their Significance: Individuals who adopt cultural practices without understanding their significance or history may be guilty of cultural appropriation. Practicing yoga with recognizing its spiritual origins in Hinduism or Buddhism may be viewed as taking something that belongs to someone else. Addressing Cultural Appropriation in the Workplace  Cultural appropriation gets noticed a lot lately, and it is a touchy subject. In a work setting, it’s important to create an environment where everyone can celebrate their cultures without worrying about being misunderstood or taken advantage of. Here are some tips to address and prevent cultural appropriation in the workplace: Educate Yourself on Different Cultures and Their Significance: Understanding different cultures’ history, traditions, and practices is important in appreciating their uniqueness. Educate yourself to prevent unintentional cultural appropriation and create an inclusive workplace. Several resources are available to learn about different cultures, including books, documentaries, and cultural events. Encourage Open Communication and Discussion About Cultural Differences: Creating a safe environment for workers to share their cultural experiences and views is crucial. That leads to a more respectful and understanding culture at work. To enhance communication and teamwork among people with diverse cultures, one can organize workshops and team-building activities or simply be open to conversations about cultural differences. This can encourage workers to share concerns about cultural appropriation and make the workplace more inclusive. Be Respectful and Mindful of Other Cultures and Their Practices: When you incorporate things from other cultures, think about how it might affect the people from that culture. Consider its meaning and context first. Always approach cultural exchange with respect and sensitivity. When you doubt using a certain practice or symbol, ask people from that culture or cultural experts for guidance. Remember that cultural appropriation can be harmful and offensive, even unintentional. Creating a workplace that respects the diverse cultural backgrounds of all employees is important. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio

How To Hire Remote Employees: A Step-By-Step Guide

TESSI HOME WHO WE ARE WHAT WE OFFER CASE STUDIES OUR INSIGHTS  CONTACT US Linkedin Facebook Facebook How To Hire Remote Employees: A Step-By-Step Guide Remote work is getting more popular. Businesses want to hire remote workers to have more talent options and flexibility. However, Hiring remote employees requires a different approach than traditional in-office recruitment. This article will guide you step-by-step on how to hire remote workers. You will learn how to find the best candidates to help your company succeed in a virtual work setting. •        Define the Job Requirements and Expectations  To hire remote employees, start by clearly defining the job requirements and expectations. You need someone with the right skills and experience to fill a position. They must also know what tasks and responsibilities they will have. To clarify, please specify any specific requirements for remote work. For example, when you are available, what time zone you prefer, or what technology you require. A clear job description helps you find the right remote worker and sets a strong foundation for success.  Choose the Right Platforms to Advertise the Job  Post your job on websites for remote workers to get the best remote workers. These websites help people find work they can do from home. Consider using LinkedIn and industry-specific job boards to reach more people. You could also try social media platforms. Advertising on the right platforms boosts your chances of finding qualified candidates interested in remote work.   •        Develop a Remote-Friendly Application Process  To hire remote workers, create an application process that suits their needs. To make applying easier, use only online methods, like video interviews and clear submission instructions. Developing a process to apply for a job remotely makes it easy for candidates to show their skills and qualifications. •        Assess Candidates’ Remote Work Skills and Experience  It’s crucial to evaluate applicants’ remote work expertise while reviewing and interviewing their applications. Prioritize those with experience working remotely and the essential skills for remote work. These skills include self-motivation, excellent communication, and time management abilities. Ensure to inquire about their remote work experience by asking targeted questions. Also, ask about their solutions to overcome challenges in a virtual work setting. •        Conduct Thorough Interviews and Assessments  To find the best remote employees, carry out comprehensive interviews and evaluations. For remote interviews, you can use video conferencing tools such as Zoom or Skype. This helps you see how well candidates communicate and act professionally. To improve the hiring process, you could use assessments or tasks that test candidates’ skills in the real world. This will help you identify top performers who excel in remote work. •        Check References and Verify Qualifications  Check a candidate’s references and verify their qualifications before deciding to hire. Contact former employers and colleagues to learn about the candidate’s work style, communication abilities, and self-sufficiency. Also, ensure the candidates have the right certifications, licenses, or degrees for the job. •        Provide a Comprehensive Onboarding Process  When you choose the perfect candidate, make sure to give them a complete onboarding process. This will help them do well in their new remote job. Companies can help new employees by giving them access to resources, creating ways to communicate, and training them on company rules. A good onboarding process helps remote employees feel connected to the company. It also gives them the tools and information they need to be successful in their job. •        Establish Clear Communication Channels and Expectations  Effective communication is critical for successful remote work. Set up clear channels of communication and expectations early on. Make sure remote employees understand how to contact their team and supervisors. The goal is to avoid confusion and keep everyone connected. Encourage regular check-ins and updates, and utilize collaboration tools like Slack or Microsoft Teams to facilitate seamless communication and collaboration. Unlock the Power of Human Capital Partner with Us Transforming organizations starts with empowering people. Let us help you build the strategies, leadership, and culture you need to succeed. How corporate America is slashing DEI workers amid backlash to diversity programs ABC News Read More TESSI 867 Boylston Street, 5th Floor Boston, MA 02119 (617) 564-3331 info@tessiconsulting.com © 2025 – TESSI CONSULTING ALL RIGHTS RESERVED. Design & Development by The Unglitch Marketing Studio