Mosaic Blog

What can you do to advance diversity

Posted by | September 25, 2015 | Mosaic Blog

When the topic of diversity comes up, white men often feel labeled “the bad guys.” We can be so worried about saying the wrong thing that sometimes we default to saying nothing instead. But that is a mistake. Success today, whether in business or in our communities, requires cultural dexterity – the ability to work effectively with people who are different from ourselves. To build that skill we must understand the lens through which we view the world. For white men, that means acknowledging that we have a race and a gender. While we are not a monolithic group, those dimensions of diversity are important aspects of our identity and they do influence our experiences at work. It also means recognizing that we can contribute to advancing diversity in our organizations.

Robert E. Moritz share his ideas on Four things White Men can do to advance diversity

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Managing diversity

Posted by | September 23, 2015 | Mosaic Blog

Managing diversity should be the same. When it is truly embedded in a company’s culture, it is a natural part of how it operates and is reflected in all its practices: it’s on the priority list of the CEO, the CLO, and the head of human resources. These companies have management systems that guarantee the empowerment of the main business units, including middle managers, allowing them to implement diversity at all levels and in many different ways. At the same time, diversity management should be part of the incentive and recognition mechanisms of the main directors, and not limited simply to human resources.

Santiago Iniguez sharing about Managing Diversity: Just Smart Business

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People Management Vs. Talent Management

Posted by | September 21, 2015 | Mosaic Blog

Talent scarcity is still a problem, but engagement, empowerment, and environment are now the real issues companies face.

Do today’s “talent management” programs, as defined, work? Have all the companies who purchased and implemented talent management software truly transformed themselves? Have we really built the “talent-centric” organizations we talked about over the last decade?

Read Josh Bersin’s perspective on Why People Management is Replacing Talent Management.

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There’s been a lot said over the last 2-3 years about the need for businesses to achieve a better balance of gender equality throughout their workforce’s, including in senior executive and Board level roles. Certain countries, such as Norway, have gone as far as passing legislation that requires businesses to achieve a certain ratio in the Boardroom. Other countries have adopted a voluntary (but required) approach and that is beginning to extend deeper into the executive ranks. But, several years into this agenda, have we reached equality?

Read the insightful post by Alistair Cox on what can be done to Achieve Gender Diversity.

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We can’t innovate without being diverse and inclusive,” explained Denise Young Smith, Apple’s Worldwide Human Resources president, when the company announced it was to invest $50 million in not-for-profit organisations that promote the integration of women, minorities and older people into the technology sector. The news came out the same week Apple unveiled its smart watch, and is just one of many such initiatives some Silicon Valley companies are undertaking to increase diversity, particularly in terms of hiring more women.

Read the full post by Santiago Iniguez on why Real Diversity Is About Bringing Together People Who Think Differently

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Why You Need Adequate Sleep to Perform

Posted by | September 14, 2015 | Mosaic Blog


According to the Division of Sleep Medicine at the Harvard Medical School, the short-term productivity gains from skipping sleep to work are quickly washed away by the detrimental effects of sleep deprivation on your mood, ability to focus, and access to higher-level brain functions for days to come. The negative effects of sleep deprivation are so great that people who are drunk outperform those lacking sleep.

Read the full post by Dr. Travis Bradberry on why Sleep Deprivation Is Killing You and Your Career

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The worst thing you can do after getting passed
up on a promotion


I found a great article by my friend Mike Guerchon, chief people officer at Okta, who offers stellar advice on what to do and what not to do whenever you’re passed up on a job promotion. Share with your friends or colleagues who may be experiencing this right now.  Click Here to read




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Women’s Panel Success!

Posted by | July 2, 2015 | Mosaic Blog

I’m so honored that we had such a dynamic panel discussion last week for the Women and the Hidden Color Barrier event.  All of our panelists were spot on and not only share their personal stories but also shared valuable takeaways on how to be a #ChangeAngel in your environment.

WHB Title Page


Testimonial from an attendee:
“After spending 20+ years in Organizational Development (globally), this was the best panel, facilitator and SME/Professor I have ever had the luxury of being a part of. I was so fired up, I came back to the office and told everyone about this OUTSTANDING event.”

More sessions will be planned for Portland, Seattle and San Francisco – if you’d like to get on the list to be notified of these events, or bring to your city just email me at Engage(at)

Deena Pierott
Mosaic Blueprint

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Limited Seating Click Here to Register



Limited Seating
 : Click Here to Register

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As a recruiter or hiring manager you are always faced with two challenges:

One, you get an overwhelming number of response of your job post and two, you hardly get the type of candidates that you are looking for!

How to overcome this paradox?

One way to overcome this challenge is by writing a job posting that is not just attractive and compelling but also ensures that the applicants understand what you are looking for and what it is like to work for you company.

Here is an article that offer some great secret tips on how to write a great job post.

10 Secrets to Writing a Great Job Post

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