There’s an old adage that says, “If it were easy, everyone would do it.”
In the case of diversity, equity, and inclusion (DEI) program implementation, it would be more accurate to say, “If it were easy, everyone would do it well.”
As it turns out, there are often unexpected hurdles in the way of success.
Employee resource groups (ERGs) create a safe space for underrepresented employees to network and brainstorm ways to make their organizations more inclusive.
This can go a long way toward creating a corporate culture of belonging and inclusiveness. Not only will this help your people bring their complete, best selves to work, but it can support your business goals.
The idea of creating a diversity, equity, and inclusion (DEI) program from scratch can be daunting. You want to do it right and not just give lip service to employees and the greater community, but where do you start? And how do you make sure that your program resonates with every employee?
We talked to DEI Strategist and Facilitator, J. Israel Greene of Greene Consulting Group about creating an active and healthy DEI program and where to begin.
Like most companies, you’ve likely been grappling with the idea of using gender pronouns in the workplace.
Should they be encouraged or required? It’s a slippery slope; you want to show company-wide support for your LGBTQIA employees, but forcing or pressuring the use of gender pronouns can backfire.
As we honor International Pronouns Day (October 20), there’s no better time to have these conversations internally and establish your company’s position on using gender pronouns.
It’s Breast Cancer Awareness Month—the perfect time to make preventive screenings a priority again.
And this year, it’s more important than ever. An alarming number of women and femme+ people have skipped their breast cancer screenings over the past two years. Your employees might be among that number.
Here are six creative ways you can observe Breast Cancer Awareness Month and get everyone in your company on board with making breast health and breast cancer awareness a priority.
Editor's Note: We recently updated this previously published post with new insights. Enjoy!
June is National Employee Wellness Month, and what a difference a year makes! Pandemic-related restrictions are slowly being lifted and life seems to be returning to some semblance of normalcy. There’s no better time to celebrate than this month when employees can once again get outside, resume their routines, and reconnect with friends and family.
In many companies, leading remote teams has become a new and ongoing reality as we move beyond pandemic-related social distancing and restrictions.
This puts a lot of pressure on those managers who’ve been “making it work” for over a year, fully expecting to return to an in-person environment.
How can they successfully lead remote teams for the long term?
It shouldn’t surprise anyone that the pandemic has permanently changed how we work.
And the changes are far from over.
Workforce industry analysts are predicting some key trends for the future of remote work and hybrid workplaces that will impact where people work and even what they do for work.
But where does employee wellness fit in?
If you talk to most enterprise-level executives about lessons learned in 2020, don’t be surprised if employee wellness is mentioned—often.
According to the HR.com 2021 State of Employee Health and Well-being study, 63% of organizational leaders agree that mental health is among their Human Resources department’s top five priorities moving forward. And 75% of HR professionals reported in the same study that employee wellness has become more of a priority.
To put it bluntly, if your organization isn’t prioritizing employee wellness, you might soon find yourselves at a competitive disadvantage.
As companies continue to navigate remote working scenarios, one of their biggest challenges is maintaining employee engagement and well-being from a distance.
For some employees, this has been their first time working from home. Many still haven’t quite gotten the hang of it. They may feel isolated, disconnected, and overwhelmed by the competing priorities of work responsibilities and the demands of home life, especially if at-home schooling is thrown into the mix.
