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.
To learn how we can help your organization, please get in touch.
Action Step -Leverage Your Alliance Benefits to Create A Best-In-Class D&I Program
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 we approach the end of this year, we want to remind members of all their Alliance benefits and ways to leverage them to create a best-in-class D & I program. The Alliance is here to partner with you by providing high level programming with top consultants, cutting edge research, strategic guidance, community support, and networking in order to launch and revamp your D&I programs and policies. Here are some specific resources we want to highlight:
Programming: The Alliance offers Signature Seminars, which are high level, virtual programs that run six times a year. These programs have included top talent management professionals and thought leaders, such as Ritu Bhasin, Scott Westfahl, Verna Myers, Manar Morales, and Paul Burton covering a wide range of topics, such as business development, leading effective teams, feedback, sponsorship/mentoring, managing conflict, time management/productivity, and communication. Members can maximize this benefit by: (a) hosting these virtual programs for employees in a conference room with a follow-up discussion moderated by a leader in the organization; (b) providing employees access to these virtual programs for individual viewing for their career development; and (c) having talent development and D & I professionals preview these programs to assess which consultants might be a good fit to bring in for future programming. Remember it’s particularly important to supplement your flexible work and D & I program and policies with education so they are successful. The Signature Seminars can also be used to make sure flex professionals have the tools they need to succeed, supervisors understand how to effectively manage and lead flex professionals,
Action Step -Launching a Successful Coaching Program
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 offering coaching services to employees in order to help support them with various stages of their careers and lives. Professional coaches can help employees foster their career development and work-life autonomy, help enhance specific skills, and/or assist employees during pivotal career promotions and transitions. Organizations can successfully create and implement coaching programs by focusing on key areas: Selection, integration, Reporting, and Monitoring to make sure coaching services are being effectively utilized and meeting objectives such as promoting talent retention and work satisfaction.
SELECTION: The first step in ensuring a successful coaching program is to select a professional coach with the right expertise, background, and fit for the organization. For coaching programs focused on certain professionals or specific objectives, it is important for the coach to have an expertise in that area. For instance, if a coaching program is targeted to help parents or flex employees, the professional coach should have significant experience with diversity and inclusion matters, work-life autonomy issues, and career development. During this selection process, talent management professionals should meet with potential coaches to understand their background, expertise, and resources. Organizations can also consider rolling out a pilot coaching program by offering coaching services to certain departments in order to assess whether the professional coach is the right fit and whether such coaching services would be helpful on a broader scale…
Action Step -Supporting Parents Returning From 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.
Organizations need to support parents before, during, and after parental leave in order to retain top talent. In last month’s Action Step, Providing the Right Support Before Parental Leave, we discussed the need to support employees prior to parental leave by communicating available resources and policies, creating a systematic procedure for the transition of work, and utilizing existing and targeted programs to provide assistance. When employees return from parental leave, it’s crucial to ensure they receive adequate flexibility, guidance, and support to transition back to work successfully.
To help employees have smooth transitions back to work and avoid unwanted attrition, organizations should implement formal on-ramping and flexible work policies to help parents find their own work-life control, create a culture of acceptance for on-ramping policies through leadership promotion and education, and provide support through community, mentorship and guidance. By focusing on these key areas – Formal Policies, Culture of Acceptance, and Support & Resources – organizations can create smooth and seamless transitions back to work for parents. While the framework discussed in this action step focuses transition back to work from parental leave, organizations can apply these best practices for any family or medical leave or sabbatical.