We all know how important it is to have a diverse workforce, provide equitable treatment, and ensure everyone is included. But, how do you make this your workplace reality? The B.Komplete Team reviewed evidence-based research and reputable websites to put together a list of the most important factors to consider.
1. Write Results Based Job Descriptions
Studies have found that men will apply for a job if they meet 60% of the qualifications. On the other hand, women will only apply if they meet 100% of them. Job descriptions should not be based on a checklist of skills that may weed underrepresented candidates out. Ideally, it should focus on what your new hire will be expected to achieve a month, six months, and a year into the job.
2. Introduce Diversity and Inclusion Early in the Employee Life Cycle
You should clearly communicate why your company cares about D&I and how you define it. Additionally, emphasize the steps you’re taking to foster belonging in the workplace during employee onboarding. Be prepared to answer any questions your new hires have about what your company is doing to move the diversity needle.
3. Allow Flexible Work Hours
Show your employees you trust them to get their work done with the freedom to create their own work hours. People have all sorts of personal situations that may affect their ability to work a strict 9 to 5. For example, picking up or dropping off children at school may be a factor. Lack of flexibility makes the lives of some employees unnecessarily difficult, and they may respond by leaving for a company that can provide it.
4. Have Coworkers Take an Implicit Association Test
Encouraging your workforce to take an implicit association test will help them realize their own biases. Acknowledging that we all have biases is often a very important first step toward deeper D&I conversations.
5. Schedule Team Bonding Activities During the Day
Working parents and caregivers — and folks with different lifestyles in general — may not be able to participate when everything fun happens after 5:00. You can plan activities during the day like a team lunch or play fun games like two truths and a lie, the human knot, or office trivia.
6. Aim for a No-Negotiation Compensation Policy
Studies show that men negotiate more often than women. When women do negotiate, they can actually be punished for it. If no negotiation isn’t realistic, consider narrow bands for each role. Companies like Glitch have also publicly shared salary ranges with employees and candidates so that everyone can feel confident they’re being paid fairly.
7. Provide Learning and Development Workshops for Employees
These workshops can help employees develop and refine adjacent skills like communication and empathy. Not only will it help your workforce become more efficient and productive, it will also foster a positive environment where everyone can thrive. An inclusive workforce is an emotionally intelligent one.
8. Approve Budget for Ergonomic Workspaces
Everyone is different, so it is important to promote a healthy working environment by catering to individual needs in their workspaces. Making ergonomics a priority will help employees feel more comfortable, thereby improving their productivity, mood, focus, and engagement. Contact us to learn more about our Ergonomic Workshops to see how B.Komplete can optimize your work environment.
