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.
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:
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2022-08-26 10:19:352022-08-26 11:08:14Action Step: The Power of Stay Interviews
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:
https://dfalliance.com/wp-content/uploads/2019/05/DFA-Action-Steps.jpg596800dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2022-07-28 17:09:052022-07-28 17:11:32Action Step: Flexibility As A Business Imperative Must Be the Focus of Your Business Case
Action Step – Affinity Groups: Building Community, Development & Advocacy
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.
Action Step: The Power of Stay Interviews
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.
Action Step: Flexibility As A Business Imperative Must Be the Focus of Your Business Case
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.