How to Attract and Retain a Diverse Workforce in Today’s Hybrid Work Space

Conducting internal surveys

Research shows that one of the primary reasons such groups fail to advance stems from the lack of informal mentoring and sponsorship. Given the increased challenges for mentoring hybrid and remote employees, your mentoring program must benefit minority groups. Doing so means ensuring accountability by requiring reports from mentors and mentees on their progress.

Michael’s company implemented policies to address these issues. That included training in effective remote and hybrid communication and collaboration, with a focus on addressing the concerns of minorities. It also included setting up a hybrid and remote mentoring program to help minority groups. He also started several employee resource groups focused on providing support for employees from underrepresented backgrounds. Finally, the company held monthly “diversity talks” focused on diversity and inclusion to ensure that people from all backgrounds feel valued and heard.

The lack of diversity, equity, and inclusion is a serious problem for any forward-looking company. To maintain a competitive edge, companies need the best people available to work in a diverse, inclusive environment. With the emerging trend of hybrid and remote work arrangements, people from underprivileged groups can overcome many of the barriers they face in a traditional workplace that have prevented them from being successful in their careers. To create an inclusive diversity strategy, leaders must address communication and sponsorship issues within their organization by setting up mentoring programs and virtual training.

In addition, Black professionals must expend more effort to fit into the dominant cultural modality in the workplace, which is determined by traditional white culture. They have to do what is called code-switching: adjusting their style of speech, appearance, and behavior. That code-switching takes energy that could be better spent doing productive work.

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Creating a diverse, equitable, and inclusive office culture requires recognizing these problems and taking action to remedy them. An easy way to start advocating is to conduct internal surveys to determine those issues.

Here’s the answer. Future Forum, a firm specializing in employee engagement, produced a report on remote work and found 38% of Black men and 33% of Black women would prefer a fully “flexible schedule,” compared with 26% of white men and 25% of white women.

Six months after instituting these changes, Michael had great news to share: The company has seen significant improvements in employee satisfaction ratings from minority employees. The number of minority employees who felt their manager is fair and respectful increased from 63% to 87%, the number who felt included in decisions at work went from 48% to 79%, and those who felt respected by co-workers and believe their ideas are valued by management grew from 54% to 82%.

Conclusion

You have probably heard the famous phrase, “What gets measured gets managed.” Once you know the nature and extent of the problems, you can work to change them systematically, rather than only in one-off, ad hoc situations. Measure the problem, create a plan to fix it, and then measure how well you’re improving it.

Implementing a diverse and inclusive culture in the workplace

Management

How to Attract and Retain a Diverse Workforce in Today’s Hybrid Work Space

These successful practices will help address DEI issues for remote employees

Of course, their needs changed, as did everything during the pandemic. Thus, Michael brought me on as an expert in the intersection of hybrid and remote work with DEI to help address their challenges.

Minority concerns regarding hybrid and remote work

Similar findings apply to other underprivileged groups. That includes not only ethnic and racial minorities or people with disabilities, but also women. For example, research by BabyCenter shows that 29% percent of new mothers would choose remote work options over a $10,000 increase in annual pay. No wonder that only 65.6% of mothers with children under 6 participate in the workforce, compared to 93.9% of fathers with similarly aged children.

Practices to promote remote and hybrid diversity and inclusion

Another great tool is training that focuses on dissuading discrimination during virtual meetings, chats, and emails. This will help your team build skills in avoiding such problems, and especially help minorities feel supported as you build a more collaborative atmosphere.

Addressing communication issues

What explains this disparity? Well, unfortunately, Black professionals are still subject to discrimination and microaggressions in the office. They are less vulnerable to such issues when they work remotely much or all of the time.