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5 Essentials to achieve workforce diversity

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Diversity & inclusion, has many dimensions. It can be diversity & inclusion of different thought processes, inclusion of more women in the workforce or D&I of employees  from diverse cultures, race, geography, country etc. etc. There are many organizations talking about it. However when it comes to implementation, very few who are genuinely doing it. Reason because it’s not easy to develop a D&I culture.  

In today’s article, I’ve listed out 5 steps to follow, in order to  to hire and retain diversity workforce.

“Diversity is mix, Inclusion is making the mix work” – Andres Tapia

  1. Create Organizational Awareness about D&I: Hiring new employees from diverse background without creating acceptance among existing employees can lead to discrimination. Hence it is very important to create awareness about the advantages of D&I among the existing employees. To let this idea sink in across all levels, conduct D&I awareness training by hiring a Diversity & Inclusion Manager/engaging an External Consultant.

 

  1. Revisit the existing HR policy: Sometimes unknowingly an HR policy may have some elements which create bias. Review the existing HR Policy thoroughly to make sure there is no bias in interviewing process, on-boarding process and so on.

 

  1. Include it in your Employer Branding: Let the prospect candidates know that you are an equal opportunity employer that believes in diverse & inclusive culture by including it in employer branding message on all platforms.

 

  1. Create job descriptions that invite applicants from diverse background: A company wishes to hire employees from diverse background. However, the Job Descriptions are designed around technical skills and some generic soft skills. This fails to attract applicants from diverse backgrounds. Modify the JD and eliminate words/points which are unknowingly introducing a bias and preventing applicants from diverse backgrounds.

 

  1. Continuous Improvement: Developing a diverse & inclusive culture is not a quick fix. Like all other good skills in life, its an ongoing process of learning from past mistakes and improving.

 

To survive and thrive in this crisis situation, diversity & collaboration is the key. Companies need diverse clients, diverse products/services, an agile society  and diverse & inclusive workforce. Hope your found today’s article useful.
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Top 5 Pillars to Build a Strong Employer Brand

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Employer Branding, whenever we hear this, we think of a cleverly crafted message to attract talent, fancy videos showing happy employees and happy workplace, career/social media pages on which is in line with the employer brand message, etc.

Employer branding means to be an employer of choice first, to create a great employee experience and later communicating it in a compelling manner via different mediums. Companies who get this right are extremely successful in drawing the best talent towards them and thus creating exponential growth.

There is nothing wrong with the marketing your employer brand, but this activity should be done after /in parallel with building a solid foundation for employee experience. Great branding with a poor foundation is a recipe for failure.

“Strong Foundation = Strong Brand “

In this article, I will highlight the 5 pillars of building a foundation for a strong and long-lasting employee experience/employer brand.

  • Solid HR Systems & Processes: Employee experience starts with a candidate who decides to apply for a job with your company. A systematic process designed keeping in mind employee experience, without losing the sight of the company’s vision is very important. Strong HR systems and processes right from hiring, onboarding, performance management system, etc is the first pillar for a strong employer brand.

 

  • Meaningful Employee Engagement: This involves meaningful involvement with peers and seniors to foster a culture of innovation. Top employers like Toyota, Google, etc have a system of discussing and documenting innovative ideas right from senior management, middle level to Front liners. They have a system to document, implement, and appreciate the innovative ideas of front liners. Of course, not all companies have a budget to support innovation on that scale, however meaningful employee engagement activities, where they get a sense that they are contributing to the larger vision of the company, increases employee satisfaction index to a great extent. Meaningful employee engagement which leads to growth and learning of both employee and employer is the second pillar.

 

  • Transparency in Communication: A Company is an ecosystem, with a variety of employees coming from different backgrounds. Every employee has something unique to offer to the company based on their education, background, experience, culture, etc. Open door policy where an employee can voice their ideas and concerns without the fear of being judged is the third important pillar.

 

  • Creating awareness about the vision of the organization: Clarity of company vision to the entire team up to the frontline staff. When the employees are aware of how they are contributing to the greater vision of the organization, there is a sense of belonging to the organization and greater satisfaction. Thus leading to achieve the company’s vision and mission.

 

  • Team bonding & Appreciation: This is little more than team building activities like learning together, playing together, etc. and employee awards. It is about developing a culture that encourages appreciation/ empathy/teamwork instead of blame/gossips/denial. This is a two-way thing; management cannot develop a culture of gratification without support from the team. Do not underestimate the power of a sincere Thank you from a colleague, boss, or family member. It instantaneously elevates your satisfaction and happiness. So a company where people are frugal in blaming/gossiping/denial and generous on appreciation/empathy is undoubtedly the best place to work.

 

I hope you find today’s article useful.  If you’d like more tips on building your Employer Brand, then please feel free to subscribe to our blog – https://forms.gle/VHLNYzVoys4HbNfR9 or visit our blog www.acesai.in/blog.

We’ve helped organizations right from startups to Multi-National Companies, build their employer brand. Contact us with your queries on contact@acesai.in, our HR experts will be happy to help.


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8 Essentials of Work from Home Policy

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The Covid19 has caught most of the businesses unaware. Some industry segments are already equipped with the work from home policy and are using it effortlessly. However, some segments of the industry are completely unaware. The transition is not going to the easy, however, it will lead to digital transformation of the workforce.

So now since this has a lot of advantages, let us discuss the essential ingredients of the work from home policy. This will address the ambiguity and loss of productivity issues related to Work from Home.

  1. Policy Scope: This will clearly indicate when employees will be allowed to work from home. Under special circumstances (covid19), fulltime/part-time, medical issues, parenting, a specific department, specific duration, etc.
  2. Technical Aspects: It is the job of the company to provide, all the desired tools required to work from home. It saves employees valuable time wasted dealing with technical issues, thus empowering them.

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  1. Security Aspects: Since employers are giving access to their data, it is very important to make sure that they are not vulnerable to cybersecurity threats.
  2. Communication Channels: Clear information on communication channels and schedules.
  3. Expectations and work schedules: There should be transparency and clear communication about the expectations. Which means the deliverables and timeline? People also need to rest and recharge. So the delicate boundary between the two needs to be addressed.
  4. Leaves policy: Leaves, working hours need to be clear on mutually agreed terms.
  5. Training: Of course training to implement the above pointers.
  6. Health & Safety guidelines: The work from home policy needs to address the different sets of health hazards remotely working employees face.

Clearly, there is a lot of merit in Work from Home since most of the corporates are talking about it.
-Most of the employees feel motivated, due to flexible working hours. Commute time is saved.
-Companies save the operations cost with a full or partial workforce working from home.
-Environmental impact: fewer traffic jams and pollution.

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