Tag Archives: D&I

News

Fluent Commerce appoints Alex Pusenjak as Global Head of People

Fluent Commerce, the global distributed order management platform for omni-channel retail, has announced that Alex Pusenjak has joined the team as Global Head of People. Pusenjak will be focused on building and rolling out a robust People strategy for the next phase of the company’s growth.

Fluent Commerce is headquartered in Sydney but has growing teams in Europe and North America. The company works with global and regional brands such as JD Sports, GrandVision, Aldo, eBay, Target and Marks & Spencer.

In his most recent role, Pusenjak oversaw the human resources function across Asia Pacific for Datto, a leading provider of cloud-based software and security solutions purpose-built for delivery by managed service providers.

Pusenjak says he is excited about the opportunity to join the Fluent Commerce team: “I’m thrilled to be joining Fluent Commerce at a time of rapid growth. Our greatest asset is our phenomenal global workforce and I’m looking forward to helping them further establish Fluent as the leading cloud-based order management provider in the Asia Pacific region, as well as our growth markets in EMEA and North America for years to come.”

Pusenjak brings over 10 years of human resources leadership experience to his new role at Fluent Commerce where his focus will be to create a world-class onboarding experience, develop a career model framework across the business and implement a competitive global benefits program. 

“We’ve worked hard to build a great culture here at Fluent Commerce, but now is the time to invest in a People Strategy that includes employee engagement and enablement, career development and diversity equality and inclusion, to support us as we scale. Alex brings an incredible amount of people experience to Fluent Commerce, and his breadth of knowledge and infectious enthusiasm will help guide our growth and enrich our company culture,” said Graham Jackson, CEO, Fluent Commerce.

In 2019 Fluent Commerce raised $33 million in a Series B fund round from U.S. growth equity firm Arrowroot Capital. Fluent Commerce has 15 new starters joining the team in May and is actively hiring for 20 further roles. For more details please visit: https://fluentcommerce.com/careers/ 

HR News, Recruitment

3D diversity is the key to winning top Gen Z talent

According to the latest whitepaper from global talent acquisition and management firm, Alexander Mann Solutions, to truly make strides towards a more desirable Diversity & Inclusion (D&I) state, businesses must adopt a three dimensional perspective towards diversity.

In the whitepaper, “Early careers recruitment: What are the opportunities from digitalisation, STEM and Diversity & Inclusion?”, Alexander Mann Solutions goes into detail on the generational perception on Diversity. Previous generations saw diversity as race, gender and religion, however emerging talent now view diversity as three dimensional. This encompasses true cognitive diversity – differences in lifestyle, culture, political beliefs and thinking.

The report also explains how a real commitment to change, which may mean shifting the company culture, is crucial to firmly embed D&I into organisational strategies. For global MNEs, regional nuances must also be factored in.

Diversity quotas may also be ineffective as a long-term sustainable solution to creating three-dimensional D&I workforces. While they can be a quick fix to boost numbers for under-represented groups, targets are more suitable for achieving lasting success. That’s because targets send out a positive signal that diversity is a business imperative.

Commenting on the importance of taking a 3D approach to diversity, Global Head of Emerging Talent Consulting at Alexander Mann Solutions, Jane Clark, said:

“Where once diversity was seen purely in 2D terms – age, ethnicity, disability, gender, religion, sexual orientation, the definition of diversity to the new generation of workers goes much further and incorporates other facets of a person’s makeup, their different experiences, knowledge and opinions. Often referred to as ‘cognitive’ diversity, it is this mix of different perspectives, ways of thinking and information processing styles that allows teams to solve problems faster. Embracing true cognitive diversity won’t just be beneficial in attracting and retaining top graduates but will also help create more productive and creative workforces.”

Commenting on the emphasis of D&I during training, especially during the induction period, when new joiners can choose to attend workshops on topics of interest, such as LGBT or women’s leadership, Louis Ng, Senior Manager for Early Careers Talent Acquisition at Fidelity International, said:

“I can tell you, it’s something most of the graduate and intern population – more than 78% – is interested in. If you invite them, they will definitely join in, feel a part of the community and want to contribute. So, we encourage those graduates to play an active role in those diverse and inclusive networks.”