Women’s History Month 2022: An Interview with Jennifer Thompson


Women’s Historical past Month can be traced back in excess of 110 a long time to the to start with International Women’s Working day, which took position in 1911 and was supported by above a single million persons.

Whilst International Women’s Working day lives on, in 1980 the Countrywide Women’s Background Alliance efficiently lobbied for a Women’s Heritage 7 days and, in 1987, a Women’s Background Thirty day period to get put in March of every single calendar year.

In celebration of Women’s Historical past Month 2022, I sat down with Rubicon’s Vice President of Expertise and Lifestyle, Jennifer Thompson. With far more than 20 several years of encounter in nationwide and worldwide strategic human sources management, Jennifer and I talked about everything from Rubicon’s global expertise acquisition methods, to what it is like getting a lady in squander and recycling, to how men and women of any gender can get motion to make the place of work more equal.

As Rubicon’s Vice President of Expertise and Culture, you are accountable for creating the company’s world wide expertise acquisition strategies. What has your practical experience taught you about the significance of choosing the ideal man or woman for the position?

Talent acquisition is both a science and an art. It’s very critical for the selecting manager and the applicant to choose time for investigate, to request the ideal issues, and to make sure that there is a good flow of facts between each parties. These are important existence selections and ought to be completely viewed as by each sides.

For the using the services of managers, articulate what success appears to be like for the placement. Transparency in how the position is defined boosts the likelihood of attracting the proper candidates. For the candidates, it’s vital to get all of the information that is necessary to make a good selection so the doing work romantic relationship is off to a good commence. Having said that, if more than time the two functions start to see crimson flags, it’s significant to voice all those fears quickly so they can be resolved just before they have an impact on work gratification.

Waste and recycling has historically been a male-dominated field. What do you say to other gals who are pondering about going into this discipline?

Females are resilient and I have had the prospect of conference many astounding ladies in our field. To those people thinking about a transfer into our field, you must appear acquire a appear at Rubicon. We have gals at Rubicon whose management, enthusiasm, and innovation are redefining what is doable in our marketplace. Not just that, but more than 50 percent of Rubicon staff members are gals an field superior!

In what techniques do you consider persons of any gender can choose motion to make the workplace much more equal?

To make the workplace extra equal, educate by yourself about any underlying biases you may possibly have and request other folks for comments. I would inspire everybody to ask far more inquiries and hear to each and every other. Establish on a culture that engages and encourages discussion wherever people today feel like they can share their enter and factors of look at and have these inputs thought of with the similar pounds as anyone else’s.

At Rubicon, we delight ourselves in running in this type of natural environment. Rubicon was recently certified as a Excellent Place to Work® for the fifth consecutive year, and sticking to this promise of getting a good workplace for our staff is some thing that we perform at just about every working day.

Stacie Moore is Vice President of Human Assets at Rubicon. To continue to be in advance of Rubicon’s announcements of new partnerships and collaborations close to the world, be absolutely sure to abide by us on LinkedIn, Facebook, and Twitter, or contact us now.


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Natasha M. McKnight

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