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People exist outside of work in diverse ways, so interweaving work and life is different for different people. The desire for work-life balance is not a reflection of ambition level, a simple matter of allocated hours or even the what/how/where of the workplace. Rather, it includes subjective measures.
Using data to understand your current state enables you to set specific, achievable goals that are relevant to the organization. Many organizations are wary of the legal risks associated with this data; on one hand, data is necessary to identify challenges and measure progress but, on the other, recent legislation in the U.S. has created fear of litigation.
Pulsely's DEI Assessments are based on two scientifically rigorous and research-backed frameworks, measuring the inclusion environment an employee experiences in your organization (Workplace Inclusion) and the inclusion skills and beliefs they bring with them (Inclusion Competencies).
Many companies overlook how influential corporate events are in reinforcing exclusion or cultivating inclusion. And even though certain practices became obsolete and most leaders recognize the need to create inclusion in the workplace, when it comes to corporate social events, some specific considerations should be taken into account.
Performance management bias can undermine your best DEI efforts and reinforce inequitable outcomes and discriminatory structures. By ensuring an inclusive performance management system, your employees will be motivated to give their best contributions to your organization - knowing they will be recognized and appraised for those contributions.
When it comes to DEI, the motivation levels of individuals and the overall motivational profile you are dealing with matter. We’ve repeatedly heard that leadership commitment is critical to DEI effectiveness and trickles down to effect the organizational tone and commitment. What motivates an individual can come from different places, it can be intrinsic or extrinsic, but motivation underlies commitment.
Widening your recruitment funnel is one of the most effective ways to recruit for diversity but is neither easy nor a one size fits all solution. Your recruitment processes need to reflect your organisation’s culture which can take time, but there are some quick and easy ways that will make a difference.
The program is designed to educate and inform ERG leads, ERG members, and those contemplating starting/joining
Understand the actions your organization should take to communicate your commitment to Diversity, Inclusion and Belonging in the recruitment process.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report.