Prioritising employee development and fostering a diverse and inclusive workplace is something that modern employers of today are striving for. But how can this be achieved in a demanding environment where it’s absolutely essential to deliver the highest quality of services to clients? Sirva is an example of a company which has managed to find a balance between both. We spoke to Daryna Kosse (Global L&D Manager) and Erika Skulavikova (Client Finance Manager) about Sirva’s recipe for excellence both as a business and an employer.
Employee resource groups (ERGs) are a great way to raise awareness about women’s issues in the workplace and ensure a greater level of inclusion, as well as equal access to growth opportunities. Are you thinking of starting a women’s ERG in your company? Or are you already part of one and feeling a bit stuck? Here’s some advice from Femme Palette on how to build a successful women’s employee resource group.
Statistics show that organizations should and must do more to create an inclusive workplace environment for their LGBTQ+ employees. So what can organizations do? Let's look at the areas where companies can improve.
When people feel like they can come to work and feel comfortable and confident to be themselves and valued, they collaborate easier, speak up more, and go the extra mile. Building an inclusive workplace means ensuring that this is possible for everyone. Let’s take a look at which actions you can take to make your workplace more inclusive for LGBTQ+ team members.
Building a sense of belonging is a necessary step in achieving inclusion in the workplace. The goal is for employees to feel truly comfortable and like they can be their true selves in the organization. If we feel that we belong somewhere, we become more productive and innovative. But how can organizations build this sense of belonging? And how should we approach this in virtual teams? We talked about this at one of our latest DEI Palette Club’s events with Alexis Curtis-Harris, Head of Equality, Diversity and Inclusion at Penna, and Rachel Luff, Global Inclusion & Diversity Learning – Strategy Lead at Expedia Group. Here are some of the most important takeaways which the speakers shared on building a sense of belonging.
Diversity and Inclusion programs have become quite a topic over the past decade. There are plenty of E/BRG programs (Employee / Business Resource Group), and managers along with stakeholders are listening more than ever to all the topics in this matter. Yet, it would be a lonely call if all the hard work would be up to the members of such groups. This path would not be the same without the brave and important part of the community, allies.
Have you ever heard of unconscious bias? It’s a term that lies at the heart of conversations about inclusive workplaces. Understanding and confronting the unconscious biases we carry in our minds is something we should all do to develop more understanding and mutual respect in teams. Keep reading to learn more about some common examples of unconscious bias and some simple steps you can make in everyday work life to start confronting them.
Picture this, it’s 2055 and 51% of all CEOs and world leaders are women. That world looks totally different, doesn’t it? It’s not the same environment we’ve grown accustomed to. If we were to sit here and picture this new normal, what would we say were the steps that got us there?
Are you interested in the topic of diversity and inclusion? More and more speakers and authors have talked about being inclusive and diverse in our personal and professional lives in recent years. There are many insightful videos, workshops, and books covering gender bias, ageism, and much more. If you want to get deep into the topic, check out the list of the top eight books about diversity and inclusion worth reading.
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