Capital Area Human

Resources Association

P.O. Box 16042 │ Jackson, MS 39211

Website: http://cahra.shrm/org │ Email: jxncahra@yahoo.com

Linkedin: CAHRA - Capital Area Human Resource Association (Jackson, MS Metro Area)

Message from the President

The 2015 Mississippi SHRM

Conference and Expo was an

awesome conference! The

speakers and breakout sessions

were top notch. As you will see

in the pictures from the

conference, CAHRA was well

represented and we had a blast.

For those of you who attended

the vendor door prize drawings, I

am still holding the “Victory”

pose about winning a Kindle!

Please SAVE THE DATE for next

year’s conference, May 16 - 18,

2016 at the Beau Rivage.

In today’s world, branding is one of

the most important endeavors of all

businesses. When you hear

company names like NIKE, Coca-Cola

and Apple, a visual image, a feeling

and/or tagline automatically comes

to mind. The next step in rebranding

of our chapter is underway. We

have our new logo, banners and this

month we are unveiling the new look

or our newsletter. Now we need a

newsletter name! Please submit

your suggestions for the name of the

newsletter. The person with the best

suggestion will receive a monetary

prize! Please submit your

suggestions to Melissa Robbins,

Publicity Chairperson, at

mrobbins@sfbli.com. The deadline

for your submission is June 30.

CAHRA is a sponsor of the

Healthcare Summit held annually at Mississippi College in Clinton. The date for the 2015 Healthcare Summit is Tuesday, October 16. More information will be announced at a later date.

Please remember that we do not meet in July. I hope to see you the National SHRM Conference in Las Vegas. If not, I will see you at our next meeting, Wednesday, August 5.

In your service,

Shonda

JUNE 2015

In today’s competitive, moving-at-the-speed-of-email culture finding ways to stand out is imperative. Knowing how to act,

and how not to act, can be the difference between success and failure.

Professionalism and etiquette are not just a collection of nice skills to have, they are essential for making lasting positive

impressions and building relationships, within and outside of your business. A recent AP/Ipsos poll found that 69% of

respondents find people to be ruder than a generation ago. That impacts the bottom line because decision makers,

prospects, clients and colleagues, choose to work with people they have confidence in and with whom they have rapport.

Professionalism and good etiquette also help retain and attract talent, raise moral and improve all aspects of your business.

In this presentation you'll discover:

Essential business etiquette people expect you and your team to know

The art of good communication in person, on-line and by telephone

The power of managing yourself image

Why your attire and presence matter even when it seems they should not

Topic: Professionalism and Business Etiquette in the 21st Century

Sponsor:

Monthly

Meeting

Information

The June 3rd CAHRA meeting will be held at the Hilton Hotel

located on County Line Road, Jackson, MS. This meeting will be

held in the Penthouse. Lunch begins at 11:30 a.m. and our speak-

er will begin at 12:00 p.m.

To register to view via the web, please click the following link:

https://attendee.gotowebinar.com/register/8028293424309673217

Pillars, LLC, is dedicated to helping you get the most from your Social Security

retirement benefit. Timing is critical in this decision. The complexity of the current

Social Security laws creates a maze for the consumer to navigate. You will come up

with a decision, but will it be the right decision, or the most beneficial decision for

you and your family? One of the keys for a happier retirement is maximizing your

Social Security benefits.

Our June Meeting Sponsor is

Roy and Diane Thompson with

Pillars, LLC

Deirdre Danahar, MSW, MPH,

LICSW, ACC

Certified Social + Emotional Intelligence

Coach®

InMotion Consulting & Coaching is a business and leadership coaching firm that guides entrepreneurs, business

leaders and professionals to transform themselves, their people and their company culture. Deirdre Danahar,

Owner, helps high-performing executives, professionals and entrepreneurs respond successfully and proactively to

the challenges that arise as their organization changes and as the needs of the people in their workforce become

more complex and demanding. For more than a decade she’s been a trusted thinking partner for leaders in business,

government and non-profit organizations, helping them end upper-management isolation by providing candid

observations and an unclouded corporate-centric perspective about their performance, their relationships within

their organization and the organization itself. What she has found is that the same skills help people making a career

transition or who are stepping into a new leadership role.

InMotion Consulting & Coaching‘s client roster reaches as far North as Wisconsin, to Washington State in the West

and East to Massachusetts. Clients include an award winning graphic design firm in Ridgeland, MS, the Mangia Bene

Restaurant Group, Inc., Jackson, MS, the Jackson Free Press, and the Iowa State Department of Public Health. Other

clients include IT professionals, publishing professionals, lawyers, health care providers, business owners, and

motivated people who want to move from the corporate world to the entrepreneurial world. Deirdre’s clients’

benefit from her years of experience in guiding multi-staff, multi-contract teams; working on large-scale and

small-scale projects; and managing seven-figure budgets. She also draws on her expertise in human development,

motivation, workplace culture and group dynamics.

Deirdre began coaching in 2002 and is an accredited coach through the International Coach Federation and is a

Certified Social + Emotional Intelligence Coach® through the Institute for Social + Emotional Intelligence® in

Denver, Co. She has a B.A. from the University of Massachusetts at Amherst, and an M.S.W. and M.P.H. from Tulane

University. She holds clinical social work licensures in Mississippi and Massachusetts. She is also a Supervisor/

Instructor for the University of Wisconsin, Madison, Professional Life Coaching Certification program.

Deirdre was named one of Mississippi’s 50 Leading Business Women in 2012, after relocating to Mississippi in

December 2009. Deirdre is a transplanted New Englander based in Jackson, MS, where she lives with her college

professor husband, a sweet yellow dog and an alarmingly large tabby cat.

Speaker:

Bio:

Monthly

Meeting

Information

The June 3rd CAHRA meeting will be held at the Hilton Hotel

located on County Line Road, Jackson, MS. This meeting will be

held in the Penthouse. Lunch begins at 11:30 a.m. and our

speaker will begin at 12:00 p.m.

To register to view via the web, please click the following link:

https://attendee.gotowebinar.com/register/8028293424309673217

Welcome New 2015 CAHRA Members!

ABM Healthcare Support Services

Sarah Dun

Armstrong Relocation

David Hinton

Keith Hopper

Avintus Employer Services

Paige Melichar

Baker Donelson

Jennifer Hall

Balch and Bingham

Ashley Cannady

Butler Snow

Tyra Burks

Mandy Murphy

City of Natchez

Brenda Cantu

Comcast

Nikisha White

Copiah-Lincoln Community College

Julia Parker, PHR

Employer’s Health Coalition

Denise Giambalvo

Ergon

Lance Mazerov

Fisher, Brown, Bottrell

Amanda Gibson

Hemphill Construction

Margaret Kelley, SPHR

Horne LLP

Jynger Morris, PHR

Irby Construction

Amanda Lott

Gayle Porter

Horne LLP

Jynger Morris, PHR

Irby Construction

Amanda Lott

Gayle Porter

Jackson State University

Michael Casey (Student)

Magnolia Health

Leslie Jordan, PHR

Medical Practice Solutions

Stephanie Higginbotham, PHR

Medicomp Physical Therapy

Donna Marshall

Mercer

William Burst

MINACT

Kelly Banks

Mississippi Baptist Health

Denice Hux

Mississippi Industries for the Blind

Susan Hermes

Neel-Schaffer

Herb Keck

Onsite Fuel Service

Pamela Welborn

PeopleLink/Trade Management

Wendy Taylor

Precision Spine, Inc.

Jennifer Stewart

St. Dominic Hospital

Jennifer Jones

UMMC

Helen Beady

Unipres Southeast USA

Tony Gier

Waggoner Engineering

Paul King

WealthPartners

Clayton Smith

New Member

Tracy Davis

2015 MS SHRM Conference

Pictures!

As you can see... we had a blast!

As Millennials dominate workplaces, their idea of what makes a ‘diverse’ workforce is

scrutinized...By Dana Wilkie 5/21/2015—online editor/manager for SHRM

Submitted by Jackie Mack, Diversity Chairperson

Is the Millennial Approach to Diversity Troublesome?

At a time when there are more Millennials holding U.S. jobs than any other single age group, their

viewpoint on workplace diversity is becoming increasingly important. And it seems that 18-to-34-year-olds

are less focused on hiring people of varying races and genders than they are on employing those with

different cognitive views based on where they grew up or attended school, according to a recent study

from Deloitte and the Billie Jean King Leadership Initiative. That’s a problem, according to Adia Harvey

Wingfield, who studies issues of race, class and gender, and how they affect the workplace. “As

Millennials increasingly become the group that has greater say and control in work environments, we are

likely to continue reversing the initial progress that was made when managers sought to redress systemic

racial and gendered inequalities by proactively hiring groups who had been—and continue to

be—historically underrepresented in these workplaces,” said Wingfield, a professor of sociology at

Washington University in St. Louis.

For instance, some sociologists have documented that—since the Civil Rights movement and the dawn of

affirmative action programs—there’s been a decline of racial minorities in professional, white-collar

occupations. That theory was examined in a 2013 paper titled “Public Sector Transformation, Racial

Inequality and Downward Occupational Mobility,” written by researchers at the University of Miami, Ohio

State University and the University of California at Irvine.

Kris Duggan, CEO of BetterWorks, which provides companies with goal-setting software, said Millennials’

approach to workplace diversity shouldn’t be troublesome. “Millennials were born during the height of the

experience economy,” he said. “They are accustom to expecting, seeking and even paying for better

experiences. It only makes sense that these concepts would infiltrate their mindset at work as well. I don’t

think we should look at their view of diversity as just an accumulation of experiences though—I’d argue

that they see their peers in light of their abilities and how experiences have shaped their co-workers to

become talented and specialized in their jobs.”

Millennials now make up a third of the U.S. workforce, according to a Pew Research Center analysis of

U.S. Census data. And in part because immigrants coming to the U.S. are disproportionately in their early

working years, the number of Millennials in the workforce is likely to grow considerably in the near future,

Pew reported. By 2020, Millennials are expected to comprise half of the U.S. workforce, which means they

will increasingly be in positions to hire, groom and promote workers.

“It’s important for companies to begin preparing now for this Millennial tipping point in five years,”

said Millennial expert Lindsey Pollak, a spokeswoman for The Hartford, an insurance

and investment companies that’s creating a 2020 Millennial Action Plan

(2020MAP) to help train Millennials to be leaders.

“We always need to be vigilant in discussing diversity and incorporating it into education and training at all

levels,” Pollak said. “The good news is that I have observed Millennials to be eager learners and very desiring

of coaching and training. To help ensure hiring practices are continued as leadership passes from previous

generations to Millennials, employers should plan for this knowledge transfer. Set in place now the hiring

practices and processes that reflect your approach to diversity and be sure to offer coaching on how to keep

this underway in the years to come. One idea is co-mentoring, also known as reverse mentoring, where

members from each generation mentor each other.”

The Deloitte study found that when Millennials define diversity, they think less of demographic features, such

as race or gender, and more about different cognitive viewpoints that may arise from where a person grew up

or attended school. Differences in race or gender may play a role in this, but Millennials may not single out

race or gender as important diversity characteristics on their own. “Diversity means to me your background

based on your previous work experience, where you were born and raised, and any unique factors that

contribute to your personality and behavior,” said one Millennial who was surveyed.

The authors also noted that Millennials already appear comfortable with the idea of diversity in a traditional

sense—and they’re looking to expand the definition.“Millennials’ definition of diversity may be different simply

because the traditional definition of diversity is ‘normal’ for them,” Pollak said. “Also, Millennials are often

more interested in experiences than owning ‘stuff.’ For example, Millennials are leading the trends of

adventure travel and obstacle course races, such as Tough Mudder. They are shaped by experiences, as

well as coaching and mentoring from parents, teachers, coaches and professors.”

But if Millennials are only looking for “cultural” or “experiential” diversity, does that mean they may end up

inadvertently hiring and promoting people who have experiences comparable to their own? “It’s very possible,

even likely,” Wingfield said. “Research clearly indicates that without explicit, intentional efforts to offset

ongoing practices that leave racial minority men and all women underrepresented in high-status professional

jobs, these groups remain disadvantaged when it comes to hiring and retention in these jobs. If Millennials,

despite their best intentions, are not concretely focused on creating a workplace that reflects racial and

gender diversity, it’s pretty probable that it won’t occur.”

Wingfield acknowledged that Millennials have grown up with more exposure to an increasingly multiracial

society than previous generations. They are the first generation, she said, to have grown up with

representations of other races prominently displayed in media and in popular culture, and in a culture where

overt racism is publicly disparaged. But she said it would be a mistake to assume that this exposure means

that this generation will automatically approach hirings and promotions in a manner that embraces different

races, genders, cultures, religions and sexual preferences.

“Research shows that neighborhoods, schools and other institutions remain stubbornly racially segregated,”

Wingfield said. “So while Millennials may have grown up listening to rappers like Jay Z or Kanye West, or

may have cast their first-ever presidential vote for a black candidate, they are still embedded in social

structures that don’t offer them the opportunities to embrace, learn from and appreciate

interaction with equal status peers of other racial groups. “I think it is dangerous to assume

that members of this group will somehow sidestep the in-group biases and structural

processes that keep our workplaces from reflecting the racial diversity that is part of

our society, but isn’t yet present in our boardrooms, C-suites, administrations and

management ranks.”

Do you have something you would like to

see in the next CAHRA Newsletter?

Maybe a promotion, new member, job

opportunity, etc.? If so, please submit

your information to the Publicity Chair,

Melissa Robbins at mrobbins@sfbli.com.

We are currently in the process of naming our

CAHRA newsletter and we need your help! We

will be accepting submissions from our

membership. If you have a suggestion, please

submit your newsletter name to Melissa

Robbins at mrobbins@sfbli.com by June 30th.

Newsletter

Announcements

2015 Officers

President

Shonda M. Kines, PHR, CBP, CCP

Southern Farm Bureau Life Insurance Co

President-Elect

Jessica Kinard, SPHR

Miskelly Funiture

Vice President

Tamara Riddley, PHR

Jackson Heart Clinic

Secretary

Lindsey Hoskinson, PHR

RevClaims

Treasurer

Tracy Osborn, SPHR

Bomgar

Name that Newsletter!

C a p i t a l A r e a H u m a n R e s o u r c e s A s s o c i a t i o n

P.O. Box 16042 │ Jackson, MS 39211

Website: http://cahra.shrm/org │ Email: jxncahra@yahoo.com