The Diversity & Flexibility Alliance is a think tank dedicated to creating work environments centered on inclusion and innovative thought leadership. The Alliance empowers organizations with the tools necessary for advancing women, fostering flexibility, and retaining top talent.
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Action Step – Promoting Diversity & Inclusion Through Targeted Mentoring Programs
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.
More organizations are providing support to underrepresented groups and those facing advancement hurdles in order to promote diversity and inclusion efforts. Many organizations have launched affinity groups, coaching initiatives, and other resources for targeted groups in order to enhance diversity at the top levels. A number of organizations are also launching mentoring programs to help underrepresented groups move up the ladder. In particular, organizations are focusing on mentoring initiatives for women, parents, and flex employees.
Mentoring programs are a great way to support employees who are more likely to face explicit and implicit bias, thereby making it harder for them to be leaders within the organization. However, in order to succeed, these mentoring efforts should be structured thoughtfully to achieve maximum results. By following our five step approach, organizations can leverage their targeted mentoring programs for stronger business benefits and enhance diversity and inclusion….
To read this entire Action Step and learn more about promoting diversity and inclusion become a member of the Diversity & Flexibility Alliance. Contact Eliza Musallam, Director of Membership, for more information. Members can access the complete Action Step in the Member Resource Center.
Action Step – Supporting & Encouraging Men to Take Leave
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.
More organizations are launching gender-neutral parental leave policies so that the amount of caregiving/bonding leave time is the same regardless of gender. According to our 2017 Law Firm Benchmarking Survey, the vast majority of law firms surveyed provided paid gender-neutral leave to attorneys (89% of respondents) and staff (67% of respondents).
There are strong business benefits when all employees utilize parental leave policies. First, there are recruiting and retention advantages. Employees, especially millennials, have indicated that flexibility, work-life control, and family time are important factors when choosing/staying at a job. Second, workplace engagement, productivity, and loyalty will increase when all employees take parental leave by preventing burnout and undue stress. Third, organizations can also lower family healthcare costs by encouraging all employees to take parental leave; new mothers without support face higher medical/mental health issues. See our Action Step, Paid Leave Policies, for more details on the business benefits of gender-neutral parental leave…
To read this entire Action Step and learn more about gender-neutral parental leave policies become a member of the Diversity & Flexibility Alliance. Contact Eliza Musallam, Director of Membership, for more information. Members can access the complete Action Step in the Member Resource Center.
Action Step – Creating Transgender Inclusion in the Workplace
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. For July 2019, we are pleased to share this Guest Action Step by Contributing Author Lily Zheng.
Despite the increased visibility of transgender, non-binary, and other gender-expansive communities in media and popular culture, workplaces struggle with creating meaningful inclusion. Thirty percent of trans employees report experiencing workplace discrimination in the form of harassment, mistreatment, denial of opportunities, and even physical and sexual violence. Organizations committed to ending discrimination and creating inclusion must take a multi-pronged approach that creates sustainable, structural change.
Enlist Managers. Companies are only as inclusive as their middle managers, and an inclusive manager can be a powerful champion against discrimination. Because managers establish team culture, model inclusion (or exclusion) by example, and strengthen (or weaken) employee trust in the organization, their presence is the strongest determinant of trans employees’ experiences in the workplace.
To learn more about creating an inclusive culture and becoming a member of the Diversity & Flexibility Alliance, contact Angela Whitehead Quigley at angela@dfalliance.com. Members can access the complete Action Step in the Member Resource Center.