Action Steps


 

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

During the pandemic, employees working from home were simultaneously having to manage personal and professional obligations as typical support structures ceased to exist. At that time, the expectation at many organizations was for employees to do their best in terms of how they presented themselves – for example, employees sometimes needed to have cameras off and mute themselves. While many organizations have adopted hybrid and virtual work environments permanently since the pandemic, the rules of engagement have changed or may not be clear. We encourage organizations to clarify norms and expectations, and we recommend that individuals also act with intentionality regarding executive presence…

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

As 2022 comes to an end, many of us are already knee deep in planning and implementing new programs, policies and practices for 2023. This upcoming year will be pivotal for many organizations, as a number of them are planning on implementing new work environments, reengineering office space, creating novel policies, and offering innovative talent benefits/resources. Make sure to partner with the Alliance to gain Collaboration, Capabilities and Community which will help ensure top notch policies and practices in the areas of D&I, talent, and flexibility.

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

As organizations wrap up 2022, a pivotal year for enhanced flexible work, the war for talent, and political, economic and global change, they are now strategizing and planning new initiatives and goals for the upcoming year. Organizations should reflect on the lessons learned at our 2022 Annual Conference, Cultivating a Holistic Work Culture – The Power of People, Purpose & Productivity, when planning for the future. The eventful day was filled with inspirational leaders, innovative programs, expert insights, and cutting-edge research on flexible/hybrid work, talent and D&I trends and best practices. We would like to share our top takeaways from the Conference that organizations should reflect on when planning and implementing initiatives in 2023:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Many organizations are adopting hybrid/flexible work environments. For these new work environments to succeed, organizations must change much more than just their flexible work policies – organizations need to undergo a significant culture change which includes leadership support, communication guidelines and team agreements, trainings, technology, mentoring and other support structures. Organizations should also leverage hybrid/virtual events both to support the new work environments, but also as a general practice regardless of where they fall in terms of work locations (i.e. fully in- person; hybrid; or fully virtual). However, these hybrid/virtual events must be orchestrated thoughtfully and require resources, just like in-person events – most importantly, all attendees (virtual and in-person) need to be active participants and not just spectators so that these events are impactful for all. Hybrid/virtual events can have various benefits when implemented properly, including fostering cross-office connections; promoting connections despite budgetary constraints; securing powerful speakers and participants with time constraints; and gaining access to broad audiences. The following are the Alliance’s recommendations for hosting successful hybrid/virtual events:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Organizations are rethinking how they approach work, talent and social justice – many are implementing hybrid and flexible work environments, adding resources to recruit and retain a diverse workforce, and focusing on ways to foster employee engagement, inclusion and productivity. Organizations need to undergo a culture shift in order to truly embrace hybrid/flexible work, diversity and inclusion, and talent development and retention. Affinity groups are a great way to foster this culture shift, as these groups promote community, development, and advocacy. Organizations should pay close attention to creating, structuring, and revamping their affinity groups properly in order for these groups to have the greatest positive effects.

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

As businesses are increasingly focused on recruiting and retaining employees, we recommend that they align their principles, purpose, practices, policies, and people to create a culture of inclusion. To confirm that colleagues appreciate and flourish in your workplace, it is critical to regularly seek their views and feedback. Organizations often gather information regarding culture from new hires as they join the firm, 360-degree evaluations of supervisors, engagement surveys, focus groups to understand specific challenges/successes, and exit interviews. However, more organizations should conduct stay interviews, one-on-one conversations with employees intended to understand what factors are leading them to stay at the organization. Stay interviews demonstrate to colleagues that you care about their opinions, are interested in addressing learning, work assignment/client responsibilities, and want to replicate positive experiences to stave off preventable departures.

We recommend these four strategies for successfully incorporating stay interviews into your workplace:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Over the last few months, organizations faced the Great Resignation, involving a war for top talent leading many organizations to implement policies, practices and benefits focused on recruitment and retention. In conjunction, many organizations began implementing hybrid and flexible work environments as a way to attract/retain employees. However, as the job market seems to be taking a downward turn, some organizational leaders have been questioning whether hybrid and flexible work will continue to stick as the exodus of employees may decrease. We strongly recommend that organizations continue offering hybrid and flexible work due to productivity, business continuity, engagement, recruiting and retention benefits. However, as the job market will continuously change, we strongly suggest developing a business case for flexibility that is anchored around the many business benefits. This way, flexibility and hybrid work will not whimsically be added and removed based on the job market and you can make sure it is structured in a way to achieve the most bang for your buck. Here are our suggestions:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Many organizations are transforming their workplaces into hybrid environments. This new way of working is a two-way street – in addition to organizations offering hybrid work and providing resources and support, employees must carefully consider when it is best to work in the office and when it is best to work virtually in order to make this arrangement successful. In addition to weighing personal needs, employees must think through the needs of the clients, team and organization when deciding where to work. Here are things to consider when deciding where, when and how to work each day:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

As more organizations are moving towards a hybrid work environment, they must be more intentional about ways to build connection and collaboration. Hybrid work has the potential to create the most optimal work environment, bringing together and leveraging the best of both in-person and virtual work. However, hybrid work will only be successful with intentionality, and organizations must be deliberate and focused on building control, connection, collaboration, culture and contribution – take a look at our Action Step, Overcoming the Myth of the Loss of the 5Cs, which provides specific tips on how to do so. We now want to focus on how to make meetings in a hybrid work environment as engaging, productive and equitable as possible, as meetings are a regular source of workplace control, connection, collaboration, culture, and contribution. Here are our recommendations:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Organizations have become significantly more open to workplace flexibility since the pandemic, many adopting hybrid work environments, hiring a greater number of workers in flexible locations, and embracing other forms of flexibility such as reduced hours, compressed work weeks, job sharing, flexible start-ends times, sabbaticals, and asynchronous time. Many organizations found an unexpected rise in productivity during the pandemic, leading to this change. However, along with greater productivity came greater burn-out for many employees who were working longer hours with less personal time. There were no longer boundaries between work and personal life. As organizations begin to emerge from the pandemic and develop plans for the future of work, leaders need to promote well-being by helping workers regain boundaries. Here are our recommendations:

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.