Thinking that 2020 was a game-changer for your business? You’re not alone. Last year was unusual to say the least, and it’s continuing to have ramifications for businesses in 2021 and beyond. And nowhere is this need for change more evident than in the area of diversity, equity and inclusion.
Last year put a plethora of DEI issues at the forefront of everyone’s minds—with discussions centering around racial equality, minimum wage, fairness in compensation, safety standards for “essential workers” and more. It’s no longer possible to lag behind in these arenas. Businesses that want to succeed and grow must jump ahead of the DEI curve and seek to lead by example.
So, what do you do to get ahead of the DEI at your company? Learn from last year, and act on this year’s trends.
Remember, all the information in this blog post is published in good faith and for general information purpose only. I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals. The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter. Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.
By Ashley Lynn
Lessons to Learn from 2020
The value of a diverse workforce is undeniable, which is why the first place to start improving your DEI efforts is to learn as much as you can from what worked—and what didn’t—last year. Here are 4 key takeaways from 2020’s ups and downs.
- Plan Ahead by Instituting Smart HR Policies Now
Just look at what happened in last year, and you’ll see the importance of developing HR plans and policies in advance. Any company that had clear, actionable policies in place around sick leave, for example, had an advantage over those that didn’t.
The same is true of your diversity, equity and inclusion efforts. You never know what’s going to be in the news at any given moment, but the forward motion is definitely towards better handling of the needs of groups who have been traditionally under-represented in many organizations.
Creating DEI plans and policies now means you’ll be ready to take smart actions before an issue occurs. They allow you to respond quickly and move forward proactively, rather than lagging behind what’s happening in the world.
- Look Deeply into Your Numbers
Often, a company’s existing setup can create advantages for one set of employees, while others are disadvantaged. This may have been less obvious before COVID-19, but now, it’s impossible to ignore issues like who gets to work from home, how protective measures are implemented on-site, and more.
To create a more balanced approach to issues like these, look closely at your whole picture. Examine your entire process for recruiting, retaining, promoting and compensating employees. Look past percentages and averages, and closely examine the DEI breakdown of every segment of your workforce. Notice if one or more groups are being left out or left behind.
- Take Action that Is Meaningful
A lot of the drama in last year’s news cycle made one thing clear: It’s not enough to say you stand for diversity, equity and inclusion. You must put legitimate action behind your DEI policies, or you might as well not have them.
Begin considering now what your business can do to put power behind your policies and create real diversity, equity and inclusion.
Looking for ideas?
Consider the example of Johnson & Johnson, which has a long-standing commitment to diversity and inclusion efforts. They act on their vision with outcome-based and data-driven initiatives, such as rewarding innovative strategies that are implemented by their teams, and offering paid internships for those who want to get back into the workforce in STEM fields.
Your organization can create similar initiatives that fit your industry.
- Leverage Your Leaders
President Harry S. Truman had a sign on his desk at the White House that famously read, “The buck stops here.” It refers to the old saying about passing the buck—blaming someone else for a problem. By saying the buck stops here, Truman was taking responsibility for what happened under his watch. It’s the sign of a great leader, one committed to achieving positive results.
Your organization’s DEI success or failure will be determined by what your leaders do. After all, an HR department can create any kind of policy in the world, but ultimately, it’s the people who lead the organization who enforce the policy, bend it, or even break it.
Make sure your C-suite is on board with DEI policies so they can have real teeth and produce measurable results.
Trends to Leverage for 2021
In addition to learning from what happened last year, businesses that excel in DEI will be the ones that take advantage of the latest trends. Here are some of our favorites to take note of:
- Be Open and Transparent
The first step toward a more diverse, equitable and inclusive workplace is to simply be honest about where the organization stands right now. Be open with your C-suite, but also be authentic with your employees and even the public at large.
Transparency builds trust, which is essential these days for a business to succeed. More than that, it also equips organizations to see what is effective within their four walls, as well as what needs improvement.
Ways to be open and authentic include making DEI data readily available to all, and encouraging staff members to have honest conversations about issues such as racism, sexism, and other topics that directly affect employees in the workforce.
- Make Good Use of the Information You Gather
There’s a good reason to ask employees to fill out affirmative action questionnaires. These details can guide your business in strategic decision-making, organizational design, and more. But you must be intentional about it. It takes forethought and planning to make proper use of the data you request from employees.
The good news is, many businesses already have a wealth of information about their employees that can be leveraged to build successful HR policies. Use what you already know about your workforce to begin crafting meaningful strategies to foster DEI at your organization, such as fair compensation.
If you don’t have the data you need, or need help gathering and analyzing it, we’re here to make it simple to get HR analytics and reporting you can rely on to help you take action.
- Never Stop Measuring
While it’s tempting to think in terms of just getting a DEI policy written, a “set it and forget it” approach won’t work these days. Businesses must continually evaluate their diversity, equity and inclusion efforts.
Evaluation, of course, means measurement. It’s vital to create policies that can be adequately measured, then adjusted on a regular basis so that the company continually moves towards a more diverse workplace.
- Do More than the Basics
These days, being compliant with regulations and policies around DEI isn’t enough. Businesses must be proactive about using the latest techniques to foster a fair and inclusive workplace. Consider establishing:
- A diversity leader or diversity team that can focus on promoting DEI efforts throughout the organization
- Employee resource groups that offer safe places for people who share similar characteristics — such as gender, ethnicity, religion or sexual orientation
- Policies that reflect today’s multi-generational workforce and embraces employees of all ages
- Anonymous recruiting techniques, such as ensuring candidates are reviewed for their expertise, not their names, ages, and other factors that can create unconscious bias
- Versatile perks rather than a one-size-fits-all approach, such as encouraging employees to celebrate their preferred holidays.
These approaches not only help you build a more diverse and inclusive workforce; they also have the added benefit of boosting employee morale and engagement, which makes it likelier that you’ll retain them over time.
Get Expert Guidance that Puts You Ahead of the DEI Curve
Most companies understand they need to find ways to better address DEI efforts, but they often don’t know where to begin, especially as they work to stay nimble during the pandemic.
Fortunately, our team at Who’s Your HR? is experienced in guiding businesses like yours in creating and executing clear, actionable, effective policies in affirmative action and other DEI arenas. Schedule a consultation with us.
We’ll put you ahead of the curve and help you be positioned for success and growth in 2021 and beyond.
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