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Monday 8:30am - 5pm Tuesday 8:30am - 5pm Wednesday 8:30am - 5pm Thursday 8:30am - 5pm Saturday 8:30am - 1pm

P3 Human Capital Solutions, 1008 19th Avenue South, Nashville, TN (2026)

09/29/2023

P3 Human Capital Solutions proudly served as a sponsor, vendor and attendee of the Dress for Success Memphis Little Black Dress Gala!

Thank you to all who made this awesome event possible!

09/26/2023

𝐓𝐡𝐞 "𝐆𝐥𝐚𝐬𝐬 𝐂𝐥𝐢𝐟𝐟" 𝐏𝐡𝐞𝐧𝐨𝐦𝐞𝐧𝐨𝐧 𝐚𝐧𝐝 𝐁𝐥𝐚𝐜𝐤 𝐖𝐨𝐦𝐞𝐧 𝐢𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩

A recent CNN article shared the challenges faced by Black women promoted to leadership roles, particularly during organizational crises.
Often, these promotions come with the expectation of resolving existing issues. However, they're frequently set up for failure due to a lack of resources and overwhelming pressures.

Coined as the "𝒈𝒍𝒂𝒔𝒔 𝒄𝒍𝒊𝒇𝒇", this phenomenon contrasts the "glass ceiling" which represents barriers women encounter while climbing the corporate ladder.
A surge in such promotions was notably seen in 2020 as organizations hurriedly proclaimed to embrace diversity following the racial reckoning prompted by George Floyd's tragic murder.

𝐓𝐡𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞? Even with titles and responsibilities, these women often don't receive the necessary tools, resources, or genuine organizational support. While diversity initiatives are commendable, true success lies in equipping leaders with what they need to thrive.

As we acknowledge this, we must recognize that real progress extends beyond mere titles. It's a call for tangible investment in what is needed for leaders to succeed.

As Kyra Kyles, CEO at YR Media, rightly points out, companies need to invest in Black women's success by providing:

• mental resources,
• equal pay,
• professional development, and
• mentorship.

Actively pursuing inclusion and diversity is step one; genuinely supporting these leaders is step two.

Let's not just champion diversity; let's actively bolster and support our leaders. Commit to authentic transformation in your organization.

Schedule your organizational consultation to partner in creating equitable opportunities for your leaders today: www.p3hcs.org

𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬: https://fortune-com.cdn.ampproject.org/c/s/fortune.com/2022/11/06/black-women-glass-cliff/amp/

https://amp-cnn-com.cdn.ampproject.org/c/s/amp.cnn.com/cnn/2022/12/17/us/black-women-glass-cliff-reaj/index.html

09/16/2023

𝐌𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝐋𝐚𝐭𝐢𝐧𝐱 𝐚𝐧𝐝 𝐇𝐢𝐬𝐩𝐚𝐧𝐢𝐜 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐓𝐡𝐢𝐬 𝐇𝐢𝐬𝐩𝐚𝐧𝐢𝐜 𝐇𝐞𝐫𝐢𝐭𝐚𝐠𝐞 𝐌𝐨𝐧𝐭𝐡

As we celebrate Hispanic Heritage Month, it's vital for organizations and individuals alike to reflect on how we can offer genuine support to our Latinx and Hispanic colleagues. Beyond performative gestures, let's explore meaningful ways to recognize, appreciate, and uplift the contributions of this vibrant and diverse community.

𝟏. 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬
- Take this opportunity to educate yourself and your team about the rich tapestry of Latinx and Hispanic cultures. Share resources, books, films, and documentaries that highlight their history and contributions.

𝟐. 𝐀𝐦𝐩𝐥𝐢𝐟𝐲 𝐕𝐨𝐢𝐜𝐞𝐬
- Actively listen to Latinx and Hispanic employees. Create safe spaces for them to share their experiences, perspectives, and aspirations. Encourage them to lead discussions or presentations during team meetings or events.

𝟑. 𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬
- Recognize and celebrate the achievements of Latinx and Hispanic colleagues within your organization. Highlight their successes in newsletters, meetings, or company-wide communications.

𝟒. 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐒𝐩𝐨𝐧𝐬𝐨𝐫𝐬𝐡𝐢𝐩
- Offer mentorship or sponsorship opportunities to Latinx and Hispanic employees. Provide guidance, support, and avenues for career growth.

𝟓. 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐑𝐞𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧:
- Ensure that Latinx and Hispanic employees are represented in decision-making roles and diverse committees within your organization.

𝟔. 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠:
- Invest in cultural awareness and sensitivity training for all employees. This can foster an inclusive environment where cultural differences are valued.

𝟕. 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐋𝐨𝐜𝐚𝐥 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞𝐬:
- Engage with and support local Latinx and Hispanic community organizations, whether through volunteering, partnerships, or sponsorships.

𝟖. 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞𝐬:
- Recognize that Latinx and Hispanic employees may have cultural or family-related events during this month. Offer flexibility in schedules to accommodate these celebrations.

𝟗. 𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐞 𝐟𝐨𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐢𝐭𝐲:
- Advocate for inclusive policies and practices within your workplace. Ensure that the needs and concerns of Latinx and Hispanic employees are addressed and integrated.

𝟏𝟎. 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐁𝐞𝐲𝐨𝐧𝐝 𝐭𝐡𝐞𝐌𝐨𝐧𝐭𝐡:
- Remember that support should not be confined to a specific month. Ensure that your organization's commitment to diversity, equity, inclusion, and belonging extends throughout the year.

During Hispanic Heritage Month, let's spark real change, creating an inclusive space where Latinx and Hispanic employees are valued, heard, and empowered.

In unity and respect

09/12/2023

𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧: 𝐃𝐞𝐬𝐢𝐠𝐧 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠 & 𝐆𝐫𝐨𝐰𝐭𝐡 𝐌𝐢𝐧𝐝𝐬𝐞𝐭

In the ever-evolving landscape of Talent Acquisition, two essential pillars stand tall: Design Thinking and Growth Mindset.
Here's why they're absolutely imperative:

📍𝐃𝐞𝐬𝐢𝐠𝐧 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠:
When we approach Talent Acquisition with a Design Thinking mindset, we put the candidate experience front and center. We empathize with candidates, understand their unique journeys, and co-create solutions that align with their needs and aspirations. This human-centered approach helps us attract, engage, and retain top talent.

📍𝐆𝐫𝐨𝐰𝐭𝐡 𝐌𝐢𝐧𝐝𝐬𝐞𝐭:
Building a Growth Mindset culture within your Talent Acquisition team is a game-changer. It encourages adaptability, resilience, and a passion for learning. In a rapidly changing job market, this mindset enables us to embrace challenges, learn from failures, and continuously evolve our strategies to stay ahead.

𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬:
• 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧: Design Thinking sparks innovative recruitment strategies that resonate with candidates.
• 𝐀𝐠𝐢𝐥𝐢𝐭𝐲: A Growth Mindset fosters agility, helping us pivot and refine our approach as needed.
• 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐄𝐝𝐠𝐞: Together, these philosophies give us a competitive edge in the quest for top talent.

At P³ Human Capital Solutions, we embrace Design Thinking AND cultivate a Growth Mindset as we assist in crafting your Talent Acquisition strategy. By doing so, you not only attract the best talent but also create an environment where both your teams and your candidates can thrive.

Book your organizational consultation now: https://www.p3hcs.org/book-online

09/08/2023

𝐄𝐧𝐡𝐚𝐧𝐜𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: 𝟐𝟎𝟐𝟑 𝐓𝐚𝐥𝐞𝐧𝐭 𝐓𝐫𝐞𝐧𝐝𝐬 𝐚𝐧𝐝 𝟐𝟎𝟐𝟒 𝐓𝐚𝐥𝐞𝐧𝐭 𝐅𝐨𝐫𝐞𝐜𝐚𝐬𝐭𝐬

In the ever-evolving landscape of talent acquisition, staying ahead of the curve is crucial.
As we approach the last quarter of 2023 and look forward to 2024, here are the top 5 components of an effective talent acquisition strategy based on the latest trends and forecasts.

As we navigate the dynamic talent landscape, remember that adaptability and innovation are your greatest allies.

Partnering with P³ Human Capital Solutions helps you build a customized Talent strategy to fit your industry and culture.

𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐨𝐧 𝐧𝐨𝐰: https://www.p3hcs.org/service-page/talent-acquisition-strategy-development?referral=service_list_widget

09/05/2023

𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐓𝐫𝐮𝐞 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 & 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧:
𝐏𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐢𝐧𝐠 𝐀𝐧𝐭𝐢-𝐑𝐚𝐜𝐢𝐬𝐦 𝐚𝐭 𝐭𝐡𝐞 𝐇𝐞𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲

In today's rapidly evolving world, it's vital for businesses to recognize that diversity, equity, inclusion, and belonging (DEIB) strategies must go beyond buzzwords. They must embody action, empathy, and most importantly, anti-racism.

📍 𝐖𝐡𝐲 𝐀𝐧𝐭𝐢-𝐑𝐚𝐜𝐢𝐬𝐦 𝐌𝐚𝐭𝐭𝐞𝐫𝐬:
• Racism is a systemic issue affecting lives and livelihoods.
• Anti-racism means actively working against discrimination, bias, and inequality.
• It empowers every individual to thrive, regardless of their background.

📍𝐀𝐜𝐡𝐢𝐞𝐯𝐢𝐧𝐠 𝐓𝐫𝐮𝐞 𝐃𝐄𝐈𝐁:
• Diversity: Beyond numbers, it's about diverse experiences, cultures, and perspectives.
• Inclusion: Creating environments where everyone feels valued, heard, and safe.
•Belonging: Fostering a sense of community and shared purpose.

📍𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬:
• Enhanced innovation and creativity.
• Stronger team collaboration and cohesion.
• Improved employee engagement and retention.

At P3 Human Capital Solutions™️, we are committed to making anti-racism the cornerstone of your DEIB strategy.

We believe that by addressing racism head-on, we can build a brighter, more equitable future for all.

Join us on this journey toward a world where every voice is heard and every individual thrives.

Schedule your organizational consultation today: https://www.p3hcs.org/book-online

"We Do it Well"

09/01/2023

𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐬𝐞𝐜𝐭𝐢𝐨𝐧𝐚𝐥𝐢𝐭𝐲 𝐢𝐧 𝐃𝐄𝐈&𝐁 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬

In today's dynamic world, fostering diversity, equity, inclusion, and belonging (DEI&B) within organizations is not just a choice; it's an imperative. But to truly make a difference, we must embrace the concept of intersectionality.

📍What is Intersectionality?
Intersectionality recognizes that we all have multiple social identities that intersect, creating unique experiences. It acknowledges that gender, race, ethnicity, age, sexual orientation, disability, and more, all intertwine to shape our perspectives and challenges.

💡 Why is Intersectionality Vital in DEI&B?
1️⃣ Inclusivity: By understanding intersectionality, we ensure that our DEI&B strategies cater to the diverse experiences of our employees.

2️⃣ Equity: It helps identify and rectify disparities among different groups within the organization, ensuring fairness.

3️⃣ Innovation: Diverse teams bring diverse perspectives, which fuel innovation and problem-solving.

4️⃣ Retention: Employees who feel seen, heard, and valued are more likely to stay and thrive.

💡How to Apply Intersectionality in Your DEI&B Strategy?
1️⃣ Data-Informed Approach: Collect data on various dimensions of diversity to identify gaps and opportunities.

2️⃣ Inclusive Policies: Develop policies that address the unique needs of different groups within your organization.

3️⃣ Training and Education: Provide training on not just identifying but disrupting bias, aggressions, and privilege to foster understanding.

4️⃣ Diverse Leadership: Ensure leadership positions reflect the diversity you aspire to achieve.

5️⃣ Open Dialogue: Create spaces for open and honest conversations about intersectionality.

Remember, embracing intersectionality is not just about checking boxes; it's about creating a workplace where every individual feels valued and empowered.

Let's commit to building DEI&B strategies that honor the richness of our differences.

Let's keep this conversation going and make our workplaces more inclusive! 💪🏽💪🏿💪🏻

06/20/2023

Congratulations to P3's Founder, Foluke Houston - Gaddis, for being recognized as a 2023 Women and the Wheel honoree! https://lnkd.in/e2V2TAJp

06/06/2023

𝐋𝐞𝐭'𝐬 𝐓𝐚𝐥𝐤 𝐀𝐛𝐨𝐮𝐭...𝐀𝐥𝐥𝐲𝐬𝐡𝐢𝐩

The phrase "but I'm an ally" should never be uttered by anyone's lips or fingertips.
In this inatance, it is utilized to deflect rather than to aid in emancipation.

"Ally" is a temporary label given by the person in need of the temporary support. That is where impact lives...in the action, and to imply otherwise is wrong. It is the action, in that moment, that is needed.

Truth be told...Allyship is the expected, minimum standard of every person.

𝐃𝐨 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤 𝐚𝐧𝐝 𝐝𝐨 𝐢𝐭 𝐰𝐞𝐥𝐥...visit www.p3hcs.org and schedule your organizational consultation, learn more about our "Actionable and Authentic Allyship" training series.

P3 Human Capital Solutions

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Monday	8:30am - 5pm
Tuesday	8:30am - 5pm
Wednesday	8:30am - 5pm
Thursday	8:30am - 5pm
Saturday	8:30am - 1pm