In the absence of these resources, social inequities inside and outside the company may disproportionately harm members of marginalized communities. However, the presence of these resources provides tangible benefits to all your employees, regardless of identity. Importantly, the rollout of these resources can increase employee engagement and trust in leadership, both important prerequisites to more substantial initiatives.
Many organizations prematurely celebrate after creating these guiding documents, but their usefulness comes primarily in how they impact decision-making processes and organizational culture for all leaders and employees. To ensure that the effort put into their creation pays off, leaders should follow through by training all decision-makers on how to apply these guidelines in practice and ensure that all aspects of the employee experience align with the mission, values, and strategy.
A value of “connection” might be operationalized into a strategy of “cross-group learning and collaboration.” Internally, this might look like normalizing regular cross-department contact and co-working, ensuring that leaders of all Employee Resource Groups regularly meet to discuss their communities’ needs, updates, and initiatives, and creating a rotating mentorship program where junior employees can build relationships with senior leadership.
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