Inclusivity, The Hidden Strategy To Surviving Turbulent Times

Top tips to follow

Like most human resources professionals or employers, you may be considering ways to retain talent during these turbulent times. With the continuous changes that the pandemic invokes to the work environment, now more than ever, companies must lean into thinking outside of the box and being creative to ensure that they can provide their goods and services in this ever-changing digital age. The Society for Human Resources Management (SHRM) defines inclusivity as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization's success.” This means that an inclusive workplace accommodates all different types of people, regardless of their differences or preferences in how they complete their job.
 

With 1 in 4 employees resigning from their companies within this past year, there are several factors that employers should consider to ensure that their work environments are inclusive of the changing needs of their employees. The pool of talent must be carefully accommodated or companies run the risk of not having the employee resources they need to contribute to their bottom line.

Gone are the days where companies can survive without taking a comprehensive strategic approach to reducing attrition or employee turnover. To create a sustainable infrastructure, companies need to consider not only their clients and constituents but also the needs of all of their stakeholders including each different employee. 

I remember working for a Big 4 consulting company whose mantra was to have "butts in the seats," even if their employees provided little to no value to their clients that they traveled onsite to ‘consult’. The idea was that employees had to be physically present to create an illusion of productivity, even if that was not the case. This ideal had a negative impact on employees whose values did not align with the consulting company's approach and also excluded a workforce who believed that they could be equally as productive remotely but were unable to physically be in person in an office environment. To be sustainable in this environment post/ongoing pandemic, companies will need to be open to the different values and ways that employees work or run the risk of not having the available talent to conduct day-to-day business needs. Are you considering ways to create more inclusive, forward-thinking environments during turbulent times? Try these tips and you will be sure to be in a good position to retain talent:
 

• Create a survey that queries all of your employees to ask them what ways they feel their work environment could be more inclusive
• Share the survey results and allow the employees to be a part of the solution process
• Iterate as the environment changes to allow for the changing needs of your employee base
• Always ask for feedback and create exit surveys to discover trends on why employees are leaving your organization
• Establish measurable metrics that reflect outcomes and milestones

Remember, your employees are your most valuable asset, and creating an environment of inclusivity will create happier employees which will inevitably reduce turnover and positively impact your organization's mission and bottom line.   

Zeanique L. Barber has spearheaded strategic transformation efforts for Peloton, PepsiCo, The Veteran’s Administration, St. Jude Children’s Research Hospital, and Cigna, to name a few. Barber has over 20 years of experience, leading transformation efforts that leverage data and technology, to architect mindful holistic solutions, that address systematic inefficiencies across industries. Barber believes that “data and technology are effective tools, to advocate for underserved populations,” and serves as strategic advisor of ZENITH LATITUDE. Connect Zeanique L. Barber