Factors that Influence
- Demographics of local population and/or industry
- Demographic differences between workforce and sr. management
Equity, Diversity & Inclusion
Equity, Diversity & Inclusion
Background Information
This theme focuses on employees’ perceptions of how well their organization values Equity, Diversity & Inclusion.
Cultural backgrounds, personal styles and lifestyles are all components of diversity that organizations should value and accept within their workforce.
The results of this theme give key insights into how positive the culture of the organization is. There is a direct relationship between having a welcoming workplace and maintaining employees’ work-life balance.
Why is this Important?
Employees are the driving force behind an organization, and it is essential they feel fairly valued and recognized regardless of their background. An important part of organizational culture is an explicitly inclusive and supportive environment that begins at the top.
When employees feel welcome and comfortable their performance and commitment improve. In addition, diverse teams often outperform homogenous teams in terms of problemsolving and creativity.
Recommended Action Items
Consider implementing the following action items as part of your personalized strategy to improve the level of employee engagement within your team.
Review Your Workforce and Set Targets
Collect and analyze demographic data for your organization, including the leadership team, and set realistic benchmarks and metrics for your EDI goals. Analysis and goal-setting should address talent acquisition, retention, and promotions.
Copy text
1
Revisit the Hiring Process
Look beyond your current pipeline and strategies for recruitment for opportunities to attract new candidates. Target underrepresented groups by adding new avenues for recruitment through professional organizations, schools, and online communities. Also, carefully review job postings to avoid gendered, ageist, or other implicitly biased language and create a diverse hiring committee.
Copy text
2
Intentionally Talk About DEI
Implicit bias is natural but can hurt EDI efforts when left unchecked. Make EDI top of mind by explicitly committing to it, not only in the onboarding process, but also through ongoing training and initiatives. Ensure time is committed to sharing updates in regular meetings and communication that highlight EDI related targets and progress.
Copy text
3
Foster Open Communication and a Culture of Speaking Up
Encourage employees to share thoughts and concerns by providing a variety of channels, from leadership roundtables to anonymous feedback mechanisms. Let employees know when feedback has been received and that it is taken seriously. Whenever possible, share results and updates from team suggestions.
Copy text
4
Looking for help developing customized action plans specific to your team?
Click the button below to start working with Flex.AI to make your action planning process easy to implement.
Looking for additional resources to share with your team?
Want weekly tips & tricks? Follow us on LinkedIn
Tips & Tricks to Improve Employee Engagement
4 minutes read
Looking for the key to your organization's success? Prioritizing Mental Health in...
4 minutes read
Best Practices for Employee Engagement Surveys Employee Engagement Surveys aren't...
Learn How Flex Can Help You With Your
Create your own survey for almost anything.
The most comprehensive solution for all your insight needs
