Organisations globally acknowledge the significance of diversity, Equity, and inclusion (DE&I) in enhancing employee welfare in the demanding labour market.
The absence of a sense of belonging and inclusivity are primary contributors to talent turnover. Over the past decade, the workforce mindset has undergone a significant shift, with employees now evaluating various factors, including DE&I culture, when deciding whether to join or stay with a company.
Hence, a robust culture of inclusiveness has become a critical component of business strategy, serving as a key consideration in attracting and retaining top talent. While many organisations have excellent DE&I initiatives, they often lack a formalised approach to implementing and measuring their effectiveness.
To address this, organisations are now seeking ways to eliminate discrimination and foster a culture of belonging, recognising that a comprehensive DE&I strategy is essential for success in today’s competitive human resource ecosystem.
Flexible work arrangement: Core to DE&I success
The debate over flexible work models that meet both industry and employee needs has been ongoing for years. However, the pandemic reshaped the workplace, prompting most companies to adopt hybrid and flexible work arrangements.
What started as a response to the pandemic has now evolved into a strategic priority for companies aiming to boost productivity. Additionally, flexible work models have improved employee retention and reduced turnover rates.
To support this shift, organisations should also invest in training, providing resources, and tools that empower employees to adapt to this change.
By accommodating the needs of new mothers, companies can retain female employees in the long run and a comprehensive leave policy that includes both maternity and paternity leave can help organizations attract and retain talent.
This encourages employees to support their partners during the postpartum period. Such policies experience higher employee engagement, motivation, and job satisfaction.
Embrace feedback from employees
Receiving feedback is essential for creating a positive and healthy work environment and is crucial in constantly optimising and improving DE&I policies. No matter how carefully companies craft these policies, unconscious biases sometimes creep into the ecosystem.
Feedback culture addresses these gaps in employee benefits and eliminates biases. A case in point, at GALE, we discovered the underutilisation of our existing employee insurance scheme, and feedback showed that employees wanted to extend the coverage to their parents.
In response, GALE extended a new insurance coverage to include employees’ parents, significantly increasing the appeal and utilisation.
Incorporate EAP as a central element of DE&I initiatives
The impact of workplace stress and burnout on employee productivity and mental health is a pressing issue that organizations must address. Hence, prioritising mental health within the workforce is now imperative.
Even though organisations have robust Employee Assistance Programs (EAPs) in place, they are often not used enough due to a lack of awareness, low engagement, and the stigma associated with mental health.
To address these challenges, employers must clearly and constantly communicate the benefits of EAPs, particularly during onboarding. These programs need to be customised to cater to the diverse needs of the workforce.
Furthermore, EAPs should adopt a proactive approach, aiming to identify and address mental health issues before they escalate.
Encouraging comebacks
Individuals may take time off from their careers for various reasons, such as education, health, or family obligations. The stigma associated with career gaps can impact their job prospects. Organisations should actively adopt policies to encourage the integration of such people into the workforce after a career break.
By offering targeted return-to-work programs and comprehensive training, these policies will support diversity and inclusion initiatives and help individuals successfully re-enter the workforce after a career break. Organizations can facilitate a seamless transition to resume their careers with confidence and success.
Designing DE&I policies focused on optimal employee benefits will go a long way in attracting and retaining talent and supporting overall employee well-being.
As the workforce continues to evolve, companies that prioritise DE&I in their employee benefits strategies will be better positioned to thrive in the future of work.
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