When mentees don’t have a structure to draw from, we found that they would avoid scheduling meetings out of fear of not knowing what to talk about and/or wasting their mentor’s time. Why? Will you provoke discontent by asking? It’s a relatively simple thing to implement and keep in mind, but it might make a big difference for candidates who are on the fence. Dedicate a conference room for prayer or employee group meetups during certain times. According to SurveyMonkey research, many don’t. Homogenous leadership hurts retention, recruitment, and the sense of belonging that keeps people from underrepresented groups engaged at their jobs. How women (and people of other genders) are distributed within your organization (are there certain departments that skew one way or another? The Society for Human Resource Management (SHRM) published a public guide to help companies create, articulate, and enforce sexual harassment policies. There are limitless ways for microaggressions to manifest. Mental health challenges are relevant for employees of every company. You might be thinking, “I have no idea where to start measuring diversity.” Just as with any data in business, start with what you have. Some planning decisions are more expensive than others, but each sends an important message. If you’re worried about excluding anyone, include an “other” option in your demographic questions so that survey takers can write in their own identities. Specific- Your goal should be unambiguous and communicate what is expected, why it is important, w… BCG partners with organizations to create or turbocharge their diversity and inclusion initiatives—bringing ready-made tools and extensive expertise to the table. The survey also helps you understand what type of giving makes the most sense to your people (donations, volunteer activities, etc.) Ultimately, employee enthusiasm is the only way to know which groups you should move forward with. Difficult to define because definition consists of two distinct components: i. Consider this recent report from Harvard Business Review (HBR): HBR uncovered that companies and geographies which value diversity, show a direct uptick in market share. These strategies, which we’ve classified as either diversity-focused or inclusion-focused, are useful for every business. If your budget allows, taking out ads in publications like The Root, Out Magazine, Al Dia News can put your brand in front of the diverse audience you want to attract. Last year, Google announced an expanded plan to recruit from HBCUs. HR workers can be every bit as scientific and data-driven as their colleagues in finance and marketing, if they have the survey data to make key strategic choices. Microaggressions can also have a more painful impact if the recipient already feels “other”, because that person already senses that they don’t belong. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Are employees expected to broadcast the reason why they are missing a meeting to their team? In just a 10-minute share, the executive signaled to the rest of the company that it was okay to have these experiences and opened the door for further conversations about mental health. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale. The best results come from creating a diversity and inclusion initiative and continually making … To explore this idea, we recently did some research about one of the more difficult elements of non-inclusive behavior to qualify: microaggressions. Mentorship programs that are allowed to grow stagnant don’t work. When people using our platform meet up for the first time, we offer some recommended prompts (What is your background? We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. Does your organization include people with disabilities? *This guide will refer to LGBTQQIAAP individuals under the broader (though less accurate) umbrella of “LGBTQ.” This is strictly in the interest of brevity and clarity, since “LGBTQ” is the more widely-known term. That isn’t to say that hiring people of different ethnic backgrounds isn’t important. One mistake that companies often make when they first start thinking about D&I is that they don’t think intersectionally. 12,543 working Americans we surveyed in 2018, an inclusive culture is more impactful for retention, Addressing questions of equality for women in the workplace, Understanding a culture of genius—with input from Paradigm, Belonging among underrepresented groups—with input from TEQuitable, How to think about disabilities—with input from The Tech Disability Project, How to prioritize mental health—with input from MindShare partners, Strategies to promote a diverse workplace—with input from Nextplay.ai, Strategies to promote an inclusive workplace, a page devoted to diversity and inclusion, white men still fill nearly 70% of director positions, How to plan and time surveys without burning employees out, better employee performance across the board, are more likely to find their jobs meaningful. Examine pay equity. You can have programs and resources in place, but research shows that employees are reluctant to use company benefits unless they see that their supervisor and company as a whole support their use. They include stereotyping, tokenizing, or making assumptions about someone based on their race, gender, sexual orientation, age, religion, or other aspects of a person’s identity. Nadjia Yousif discusses five areas where tracking metrics and data will help leaders know if they're making wins—or falling short. We interviewed Natasha Walton, founder of Tech Disability Project—a publication featuring stories by disabled tech workers—to gain some perspective. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. But that law will affect over 100 companies. In our workshops, we teach companies to name, normalize, and navigate mental health at work. We debunk commonly-held myths, share stories, and offer concrete strategies to create a company-wide understanding of the prevalence and impact of mental health at work and ways to support it. Here’s a summary of their recommendations: Many companies fall short by only paying attention to major violations like sexual harassment and assault, but the cultural problems that lead up to them are equally harmful, and much less obvious. Encouraging mental health days will end up serving the entire employee base. In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. Using BCG’s Diversity and Inclusion Assessment for Leadership tool, we are able to benchmark data against industry and geography, leveraging our existing database of more than 25,000 responses from across the globe. People who didn’t go to a certain school or look a certain way are less likely to have access to advisors who can help them. But your candidate pool hasn’t changed—so how do you create a more diverse workforce? Strategies to attract and empower underrepresented groups and help employees thrive. Mentorship plays a key role in combating a culture of genius and helping people of underrepresented groups be consistently successful at your company. Disabled employees can offer rare perspective into what matters to disabled customers and other consumers. People who come from different backgrounds have different needs. Or been hesitant to ask employees about accommodations they may need? Provide guidance and easy pathways to connection—at least early on. Microaggressions are challenging because it’s not always clear what to do about them. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. Many quantitative measures focus on the amount or number of persons in an organization based on traditional affirmative action definitions. When you’re asking about sensitive topics, you’re asking respondents to be vulnerable. Ensure that the building and common areas are accessible to people with disabilities. Show employees that you’re listening by surveying them about benefits or corporate social responsibility programs. Your Human Resources Information Systems (HRIS) likely has gender identification and racial identification data from the hiring process. The majority of the people who took the survey said that they prioritize working for an employer that values diversity. Yet, white men still fill nearly 70% of director positions on Fortune 500 boards—and in 2018 we hit the lowest concentration of Black executives since 2002. Measuring the success of diversity and inclusion training is not a straight-forward as other training topics; it takes long-term tracking, benchmarking, and qualitative measurement. You can tailor it to reflect your company’s core values or mission statement. You’re not alone. A now famous study from Georgia Tech found that job applicants with traditionally “Black-sounding” names received 50% fewer callbacks than equally qualified applicants with “white-sounding” ones. Communicate any corrective actions to both parties. We recently had the pleasure of working with Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian for our recent webinar, “Your toughest D&I questions answered.” Aubrey shared insights about how Atlassian—a famously inclusive company—thinks about diversity. If new college graduates are part of your talent pipeline, take a look at colleges with a strong representation of racial minorities and other underrepresented groups. Meetups during certain times write new policies, offices can provide noise-free work areas and private resting rooms this,. A while inclusion and diversity else, you can also just be a matter of privilege—it be! Then, there ’ s far from standard, even in roles where majority... 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