Human equity equals happy employees

A good friend often pokes fun at how long it took me to write The Human Equity Advantage. I guess a decade is a little long.

The idea for human equity took root when one of my clients said ‘human equity’ when he really meant ‘employment equity’. The phrase, however, stayed with me. “Human equity,” I remember thinking, “I don’t know exactly what it is yet, but I know it’s important.”

Slowly, meaning began to unfold. Very slowly, that is. It was as though I was putting together a ten thousand-piece puzzle, getting one piece at a time. Finally, in the middle of a positive psychology course in Chicago last summer, the last piece of the puzzle fell into place. I could see the whole picture.

I realized this was going to be more than a book…it was going to be a movement.

Human equity is not just a new label. It has the potential to revolutionize the way organizations deal with their most important asset – their people. This is an opportunity to move beyond the discovery of human capital and begin harnessing the unique strengths and abilities of employees.

When that happens, we’ll stop trying to change people to fit jobs.  Managers will understand the power of the individual. Diversity will be seen as a stop in the journey, not the destination.

And we could begin to understand that each of us has something unique to offer the world.

It will take a bold response from human capital leaders to push the movement forward and it occurs to me this may come to fruition long after my time. I’m happy we’ve started.

Stay tuned to this blog and I’ll share experiences human equity germinates along the way. 

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