How to Build a Culture of Diversity & Accountability With Solutions You Already Own
As Pride Month draws to a close, we're thinking about diversity, inclusion, and the importance of continuing these workplace efforts year-round. While training is well worth the time and effort, businesses likely already have resources and tools available to make significant steps toward meaningful change—they only need to use them better.
This year, we watched multiple struggles for equality converge and advance, demonstrating just how interconnected many issues are both in and out of the workplace.
- The US Supreme Court ruled that workers cannot be fired or discriminated against for being LGBT under Title VII.
- Protests supporting the Black Lives Matter movement have sharpened public scrutiny of businesses' words versus businesses' actions.
- Workers are feeling more emboldened to publicly share their experiences of unresolved racism, sexism, inequality,and misconduct in the workplace.
- COVID-19 continues to challenge the way we work and brings the treatment of essential workers into focus.
Supportive social media posts and equal opportunity employer statements mean little when employee experiences do not reflect the ideals and values so touted. The pressure is mounting for employers to prove they mean what they say in valuing diversity—not just during Pride Month or Black History Month.
Promote Equality With Workforce Management Features
Strong tools for creating a culture of diversity and accountability already come standard with many of today's workforce management solutions. They might not be specifically labeled as such, but that's because the real difference is in how businesses make use of their tech-led efficiencies.
By tapping into key features of solutions already at play, managers can re-prioritize their time and effort into better supporting their employees and strengthening overall workplace culture, as long as the workplace cultural objectives are clear. Here's where they can start:Process Automation:
Cutting down on administrative tasks frees up time for managers to directly connect with employees and hold important and productive conversations.Mobility:
Having control of workforce management features on-the-go helps managers be more responsive to important worker requests.Performance Management and Development:
Real-time data breaks the quarterly/biannual mold of performance reviews, allowing managers to provide stronger support for career growth in a constant cultural context.
In using these key features and more, business leaders, managers, and employees can better align on values that matter most.
For more insight into how leadership can play essential roles in creating a respectful, diverse, and culturally constructive workplace, we recommend two recent interviews on the Kronos What Works blog:
- The Title VII decision is a moment HR needs to focus on: Here's why.
- How HR teams can support their Black employees right now.
As solution-oriented consultants, there's a reason our process starts with "Listen." It's because people are the heart and soul of every business—and technology is simply an effective way to strengthen how the two connect. Those at the top must lead by example—to Listen, Adapt, and Deliver in upholding the values of diversity, inclusion, and equality every month of the year so we all can move forward together.
Supporting LGBTQ+ Pride Month
The WFC Group supports building a stronger, safer, and more equitable world for the LGBTQ+ community. As an organization, we for the stand promotion of love over hatred, opportunity over oppression and freedom over control.
BE BEAUTIFUL, BOLD & BRILLIANT!
Happy Pride month from the team at The Workforce Consulting Group.