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The workplace has changed immensely over the last few years. Not only has there been a change in how we work due to the COVID-19 pandemic,\u00a0there –<\/p>\r\n
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has also been a much greater focus on diversity and inclusion.<\/strong><\/em><\/p>\r\n Although there is still work to be done, many organizations are making strides in advocating for unheard or underrepresented groups in the corporate world.<\/p>\r\n As a part of your organization\u2019s human resources department, it is essential to\u00a0be one step ahead in advocating for all of your company\u2019s employees \u2014 from any level or background.<\/strong><\/p>\r\n To encourage a people-first mentality in your organization, you must have collaboration, culture, and advocacy in HR.<\/p>\r\n <\/p>\r\n Essentially, this entails more communication between HR and other departments to identify the root cause of issues, and to brainstorm solutions.<\/p>\r\n For example, if the HR team collaborates with the IT department, roadblocks that employees face can more easily be called out and addressed. The HR team can assist IT in prioritizing fixes for issues, and help to recognize when training can address employee knowledge gaps. <\/p>\r\n Getting team members involved makes workplace management more transparent to the employees, making them feel included<\/strong>.<\/p>\r\n <\/p>\r\n According to a Gallup poll, 53% of workers are not engaged with their job.<\/p>\r\n Implementing democratic practices increases engagement,\u00a0therefore decreasing turnover rates<\/em> and increasing employee satisfaction.\u00a0<\/em><\/span><\/p>\r\n Some of the ways you can implement workplace democracy are through avoiding hierarchies, giving and receiving feedback from employees<\/strong>, offering flexibility<\/strong>, and being transparent<\/strong> and communicative<\/strong> about company decisions. <\/p>\r\n <\/p>\r\n <\/p>\r\n CULTURE: CULTIVATING AN INCLUSIVE WORKPLACE ENVIRONMENT Many organizations are working towards diversity and hiring a variety of people from all backgrounds. As the workforce diversifies, it is the Human Resources department\u2019s role to ensure that all employees are represented<\/span> and supported no matter their race, ethnicity, age, sexual orientation, (dis)ability, nationality, or religion.<\/p>\r\n According to Forbes, an inclusive organization is two times as likely to exceed<\/p>\r\n financial targets, three times as likely to be high-performing, six times more likely to be agile and innovative, and eight times more likely to achieve better business outcomes.<\/p>\r\n Inclusivity must start at the core, and be implemented into your company culture.<\/p>\r\n <\/p>\r\n <\/p>\r\n <\/p>\r\n <\/p>\r\n This starts with a zero tolerance policy for hate crimes, harassment,\u00a0or racially <\/span>motivated language, but in reality you should be doing much more than that.<\/span><\/p>\r\n Your HR department should go above and beyond to promote inclusivity and unity<\/strong> into the company culture.<\/p>\r\n An inclusive company culture is important because it encourages employee loyalty, helps team members generate more ideas, attracts top candidates to fill open positions, and reduces employee turnover rates.\u00a0<\/p>\r\n Some ways you can contribute to an inclusive culture are: attending diversity and inclusion training, listening and accepting feedback from team members, and recognizing each team member and their strengths.<\/p>\r\n Not only is it vital to listen to your employees and hear their feedback, but taking action will show them that you truly are dedicated to having an environment where every employee feels welcome.<\/strong> <\/p>\r\n <\/p>\r\n As a Human Resource professional, a large part of your role is advocating for your organization\u2019s employees.\u00a0<\/p>\r\n Advocating for your team members means to know your people well enough to make sure they are represented accurately and fairly within the company.<\/p>\r\n A key aspect of advocacy starts with employee benefits. <\/strong><\/p>\r\n Many organizations\u2019 benefits are outdated in terms of fairness to sexual orientation and gender identity.\u00a0 To start off, many companies do not have adequate maternity leave for pregnant individuals after giving birth.<\/p>\r\n However, it is often even more difficult for other new parents, like same-sex couples, to get the proper time off to bond with their new child.<\/p>\r\n
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COLLABORATION: BRINGING MORE VOICES TO THE HR CONVERSATION
Human resources can be a difficult department to manage, as you must balance business processes and procedures with employee wants and needs. Integrating collaboration into your everyday approach<\/strong> can ensure voices are heard and team members are satisfied.<\/p>\r\n![\"To](\"https:\/\/newsite.payrollmedics.com\/blog\/wp-content\/uploads\/2021\/12\/Depositphotos_42343743_XL-300x226.jpg\")
Another way to bring more voices to the conversation is through implementing workplace democracy. Workplace democracy<\/span> is when democratic practices are put into action in the office, including voting, debate, and a participatory decision-making system.<\/p>\r\n![\"\"](\"https:\/\/newsite.payrollmedics.com\/blog\/wp-content\/uploads\/2021\/12\/Depositphotos_33803507_XL-300x200.jpg\")
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Inclusivity is a hot topic these days, and for good reason \u2014 racially and ethnically diverse companies are 35% more likely to perform better.<\/p>\r\n![\"\"](\"https:\/\/newsite.payrollmedics.com\/blog\/wp-content\/uploads\/2021\/12\/Success-meeting-300x135.jpg\")
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