Kelly is featured in CEO Weekly!
Kelly’s latest book, "It's Time to Talk about Race at Work", received a glowing review from CEO Weekly, the premier resource for leaders and CEOs in any industry.
Read the review here:
For speaking availability and fee information, contact Kelly: 214-217-6102 or by email here.
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Seattle, WA| October 27
WA Realtors Assoc.
Burlington, VT| November 1
Farm Credit East
Las Vegas, NV|
November 3
SEMA
Virtual Keynote|
November 7
Farm Credit East
Virtual Keynote|
November 9
Activision/Blizzard
Phoenix, AZ|
November 10
MPI
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What is Gen Z Buying? What are Top Brands?
Research firm Piper Sandler has released its 44th semi-annual survey of Generation Z (born 1997-2012) seeking to discover their preference for brands and their priorities.
Here are key findings:
39% of teens hold a part-time job
52% of teens cite Amazon as their No. 1 favorite e-comm site.
Nike remains the No. 1 brand for all teens in both apparel (31% share) and footwear (60% share).
Crocs increased from the No. 6 preferred footwear brand to No. 5 while Hey Dude moved from No. 9 to No .7.
Chick-Fil-A remains the No. 1 restaurant at 18% share.
TikTok improved as the favorite social platform (38% share) by 400 bps vs. last Spring, and SNAP was No. 2 at 30%.
Teens spend 32% of daily video consumption on Netflix and 29% on YouTube.
87% of teens own an iPhone
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Anna May Wong Will Be the First Asian American on U.S. Currency
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As a 14-year-old girl, the daughter of immigrants in this city’s Chinatown, Anna May Wong talked her way into her first role in a movie. Over the decades-long career that followed, she rose to become the first Asian American film star in Hollywood. When Wong died in 1961, The New York Times called the actress, known for her large, expressive eyes and flapper-era styles, “one of the most unforgettable figures of Hollywood’s great days.”
Now Wong is gaining another coveted role — on the quarter. Part of a new effort that also put the writer Maya Angelou and the astronaut Sally Ride on currency, the U.S. Mint will begin producing coins pressed with Wong’s image, a close-up of her face resting on an elegant, manicured hand.
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The New Company that’s Leading the Way in Hollywood’s Quest For Diversity & Inclusion
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Long-time TV executive H Schuster is no stranger to Hollywood’s hiring challenges. With over two decades of experience as a successful producer, executive, and entrepreneur in the entertainment industry, she is an expert in staffing and sourcing talent.
During her years behind the scenes of shows like The Office to Master Chef, Schuster noticed a pattern: hiring for production roles typically relied on nepotism or close connections. The industry had a classic “it’s who you know” mentality.
“When you're looking to fill a role,” she said, “you make five or ten phone calls, maybe to an agent or a manager, usually a colleague or a friend… You're never really getting out of that small clique of people or one degree removed from them that you called in the first place. It makes it really hard to find diverse talent.”
So Schuster decided to do something about it. Enter HUSSLUP.
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Tips to Tailor Your Company Benefits to Attract Different Generations
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Four: That’s the number of generations you might have in a workforce. But if you’re trying to recruit and retain across such a broad age range, how do find the best mix of benefits?
Some benefits align with generations in a way that just makes sense. For example, baby boomers may be less likely to have childcare needs, but more likely to rely on assistance for caregiving of older family members. And your employees may be concentrated in just a few generations, making the mixing-and-matching simpler.
As an owner or manager, it’s about balancing needs and wants with the makeup of your workforce as well as your budget. And how you refine and highlight your benefits can help you be more strategic in attracting and keeping different generations, too. In a Principal® business owner survey, 70% of small and midsize businesses said employee benefits help them recruit qualified employees, and more than 70% said benefits are critical to helping improve retention.
Here’s how to get started.
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| | DIVERSITY TIP OF THE MONTH
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Certain Recruiting Language Can Be Red Flags for Workers
Among friends and online, workers trade opinions and warning signs about job postings. “We’re Like a Family” can read as code for being subjected to verbal abuse and touting perks like “free meals” and onsite entertainment” can be code that bosses expect workers to be at the office long after the sun goes down.
A recent poll by payroll processor Paychex revealed the top phrases that turn off job seekers: “must handle stress well”, “willing to wear many hats”, “responsibilities may include those outside the job description”, “we’re one big, happy family”, “applicants should be humble” and “looking for self-starters”.
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