How can women in HR leadership roles effectively advocate for fair workplace policies while also balancing out organisational goals and stakeholder expectations?
Does anyone have advice?

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Use data to highlight how fair policies improve retention and performance.

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My priority is always advocating for employees and letting upper management push back where they feel it's appropriate. I will always strive for better, fairer, and more equitable conditions, and it's up to upper management to balance my expectations.

That's a tricky one. It's sometimes hard to get management to even see past the goals and stakeholders side of the buisness. They often forget there's real people out there making it happen.

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