10 Desde IFAC

 

Preparing Future-Ready Professionals

Blockchain Technology: Shaping the Future of the Accountancy Profession

A New Syllabus to Advance Professional Accountancy Education in Eurasia

4 Desde HBR

 

Today’s Tip

Are Your Mental Health Benefits Culturally Appropriate?

Many companies have pledged to better support their Black, Indigenous, and/or People of Color (BIPOC) employees, particularly when it comes to mental health. To make good on this commitment, ensure your company is offering services that meet these employees’ unique mental health needs. This requires two key elements: First, your benefits must be easily accessible, culturally responsive, flexible — and most importantly — delivered by racially diverse providers. Second, make sure your employees who need access to these benefits know about them. You might partner with BIPOC employee resource or affinity groups to get the word out. These are often communities where employees feel safe discussing mental health and race-based stress, which is a unique and pervasive burden for many BIPOC employees. It’s on you, as a leader, to tailor benefits to meet these specific needs.

This tip is adapted from “Are You Offering the Mental Health Benefits Your BIPOC Employees Need?,” by Andrea Holman and Joe Grasso

23 Desde Observatorio ITESM,

 

Elige tu propia aventura en el mundo virtual

Hernán Mavrommatis
Conoce algunas actividades que puedes aplicar en tus clases virtuales con herramientas tecnológicas que se presentan en este artículo de Hernán Mavrommatis, profesor e investigador en la Universidad Nacional de la Matanza.
LEER MÁS+

44 Desde The Chronicle of Higher Education,

 

ADVICE How to Cope With a Fear of  Public Writing By Irina Dumitrescu Pressure has increased on scholars, especially  junior ones, to add public writing to their  arsenal of skills.

4 Desde HBR

 

Today’s Tip

Avoid These Mistakes When Responding to Employee Activism

Leaders tend to be ill-equipped to handle politically or socially outspoken employees. But with employee activism on the rise, you need to be wary of mishandling your response. As a manager, do your best to avoid these three common mistakes. Dismissing activism as unnecessarily disruptive behavior. Take seriously the possibility that you may be out of touch if a particular movement doesn’t resonate with you — and make an effort to listen and learn from your employees instead. Believing you can be apolitical. Inaction or silence is not neutral, it’s a statement. It also opens you up to criticism on the very issue you may be hoping to avoid. You have a responsibility to respond, one way or another. Rushing to quick fixes. To avoid the quick-fixes trap, have your executive team discuss your organization’s approach to employee activism as part of your strategic plan. Being proactive, not just reactive, can help to avoid panicked responses.

This tip is adapted from “The Wrong Way to Respond to Employee Activism,” by Megan Reitz et al.