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How to Promote Diversity and Inclusion in the Workplace

by LizStevens | Jun 16, 2020 | Blog

How to promote diversity and inclusion in the workplace. New research on diversity and inclusion initiatives and how they can lead to higher profitability.

The U.S. Supreme Court made a historic ruling this week when they ruled that Title VII protections extend to LGBTQ employees.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, national origin — and now sexual orientation and gender identity.

“In Title VII, Congress adopted broad language making it illegal for an employer to rely on an employee’s sex when deciding to fire that employee,” Justice Neil M. Gorsuch wrote for the majority. “We do not hesitate to recognize today a necessary consequence of that legislative choice: An employer who fires an individual merely for being gay or transgender defies the law.”

The landmark ruling, ongoing protests against systemic racism and the increasing importance of brand accountability to employees and consumers alike all call for employers to make diversity and inclusion initiatives a priority.

How to Promote Diversity and Inclusion in the Workplace

A new report by McKinsey & Company “Diversity Wins: How Inclusion Matters” identifies actions and practices that companies can take to build towards more diverse representation and foster a more inclusive workplace:

1. Adopt a Systemic, Business-Led Approach to Diversity and Inclusion.

- Increase diverse representation, particularly in leadership and critical roles.
- Strengthen leadership and accountability for delivering on diversity and inclusion goals.

2. Take Bold Steps to Strengthen Inclusion.

- Enable equality of opportunity through fairness and transparency.
- Promote openness, tackling bias and discrimination.
- Foster belonging through support for multivariate diversity.

The report expands on each point with different strategies companies can put in place. For example, when it comes to promoting openness and tackling discrimination, McKinsey & Company notes that companies who have met diversity and inclusion goals have zero-tolerance policies for discriminatory behaviors and have actively built the ability of both managers and junior staff to identify, surface and address microaggressions.

What Are the Benefits of Diversity and Inclusion Initiatives?

According to McKinsey & Company, the business case for diversity and inclusion is stronger than ever. They found that companies in the top quartile of gender diversity on executive teams were 25 percent more likely to experience above-average profitability than peer companies in the fourth quartile. Similarly, in the case of ethnic and cultural diversity, companies in the top quartile outperformed those in the fourth by 36 percent in terms of profitability.

They’ve also identified a performance penalty for companies that have stalled diversity and inclusion efforts. Companies that fall in the fourth quartile of both gender and ethnic diversity are 27 percent more likely to underperform on profitability than all other companies they included in their data set.

Diversity and inclusion initiatives can help companies better recruit and retain employees, increase job satisfaction and as the new report by McKinsey & Company identifies, it can lead to outperforming industry peers in profitability.

Returning to Work After the Coronavirus Pandemic

by LizStevens | Jun 2, 2020 | Blog

Returning to work after the coronavirus pandemic. Employees who have been working remotely are eager to get back to work and expect employers to keep them safe when they do.

Most employees (72 percent) are eager to get back to the office after working remotely during the pandemic, according to a new survey by Glassdoor.

More than 80 percent of employees trust senior leaders to make an informed decision about reopening the workplace and 45 percent of them expect to return to the company’s office in some capacity this summer.

“There’s no one-size-fits-all model for employers preparing to reopen their offices. While many workers are eager to return to the office, employers considering reopening offices should clearly communicate that the workplace is going to look very different and keep employees informed on what that means for them. Now more than ever, employers must closely monitor local guidelines and listen to their employees to ensure they are meeting the needs of the people that fuel their business,” said Glassdoor Chief People Officer, Carina Cortez.

Returning to Work After the Coronavirus Pandemic

Employees are most excited about socializing with coworkers and resuming in-person collaborations, but they also expect their employers to make changes for health and safety while the threat of Covid-19 still looms:

79 percent of employees expect their employer to provide a disinfectant or hand sanitizer.
54 percent expect their employer to require employees to wear masks or gloves in the office.
45 percent expect their employer to space out workstations at least six feet from coworkers.
38 percent expect their employer to check employees’ temperatures upon arriving at work.

Employees would also like more flexibility post-pandemic. More than 60 percent of employees would continue to work from home full-time even after Covid-19 restrictions are lifted if given the option. When looking for a new job, 60 percent of employees would now consider applying for a position that is entirely remote.

Preparing to Return to Work When Covid-19 Restrictions Are Lifted

Employers should monitor local Covid-19 restrictions, follow guidelines from organizations that prioritize the health and safety of workers and consider innovative office design solutions as they prepare for employees to return to the workplace.

The Centers for Disease Control and Prevention (CDC) has released guidelines to help employers limit the spread of the coronavirus and the Occupational Safety and Health Administration (OSHA) also has a primer with information on how to protect workers from potential exposures.

Plastic manufacturers are racing to produce items marketed as workplace solutions like face shields, sneeze guards and plexiglass cubicle partitions, but employers should be wary of their efficiency and test solutions before buying in bulk.

Supporting Mental Health in the Workplace During COVID-19

by LizStevens | May 13, 2020 | Blog

Supporting mental health in the workplace. New research highlights how employees are struggling during the coronavirus pandemic and how employers can better support mental health.

May is Mental Health Awareness Month and the coronavirus pandemic has left almost everyone feeling anxious and stressed out about the future.

Nearly 1 in 4 feel employees report feeling down, depressed or hopeless often and over 40 percent feel burnt out, drained, or exhausted from their work, according to research by the Society for Human Resource Management (SHRM). Almost 40 percent of them haven’t done anything to cope with these feelings and only 7 percent have reached out to a mental health professional.

“It’s a timely reminder that there’s more to this crisis than new cases and economic costs,” said SHRM President and CEO, Johnny C. Taylor, Jr., SHRM-SCP. “COVID-19 is taking a toll on our minds and emotions in a million little ways. Now, more than ever, employers should double down against stigmas and guarantee employees know of the resources, benefits, and accommodations available.”

Supporting Mental Health in the Workplace During COVID-19

The first step to supporting employee mental health is acknowledging it directly. Harvard Business Review found it shocking that 40 percent of employers hadn’t asked employees how they’re doing since the pandemic began. They suspect it’s because employers want to respect the privacy of their employees, but 40 percent of employees want their manager to be the one to broach the subject of mental health.

Letting employees know you’re aware of the mental and emotional challenges they’re facing during the coronavirus pandemic starts to wear down the stigma that there’s something wrong with being depressed, anxious, or struggling with mental health. It’ll make them feel more supported and they’ll be more likely to reach out and ask for help if they’re having a hard time.

When an employee opens up about something they’re struggling with it’s important to listen before reacting. Then, remind them of the mental health resources your organization has available and follow up with them in the next few weeks to see how they’re doing.

Nearly 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand, according to a survey by MetLife.

Reassess your organization’s mental health benefits offerings, observe usage rates and if they’re low, determine if it’s an issue of benefits communications or if the benefits themselves don’t fit the needs of workers. But first, if you haven’t already, ask your employees how they’re doing as the coronavirus pandemic continues.

Support Workers with Better Employee Benefits in 2020

by LizStevens | May 6, 2020 | Blog

Support workers with better employee benefits in 2020. Targeting the four key aspects of employee wellness to build a better employee benefits package.

There are four key aspects to overall wellness: mental, physical, financial and social. Employees who score well across the board are more likely to be loyal, engaged and productive, according to the latest employee benefits research by MetLife.

“Now more than ever, it’s critical to understand employees’ needs,” said, Todd Katz executive vice president, Group Benefits, MetLife. “In this time of crisis and beyond, providing a mix of benefits and programs can help mitigate stress, improve employees’ holistic well-being and support them when they need it most – which in turn can help bolster engagement and loyalty from the workforce.”

Support Workers with Better Employee Benefits in 2020

The coronavirus pandemic continues to reshape the working world challenging businesses everywhere to adapt to the new normal. Strategizing how employee benefits can better support workers in a time of crisis is a must.

This year, MetLife’s 18th annual U.S. Employee Benefits Trends Report considers how resilient employees are when faced with uncertainty and then looks at the important role employee benefits plays in the overall wellness of workers, identifying the perks and programs that matter most.

Financial Wellness Programs

More than half of U.S. employees told MetLife their biggest concern in the wake of the novel coronavirus is their financial health. According to a survey by Freedom Debt Relief:

41 percent of employees are worried about being able to afford to feed themselves and their families.
41 percent report are struggling to make their rent or mortgage payments.
37 percent will miss payments on some bills in the next six months.
35 percent will use credit cards to pay for groceries.

Over 60 percent of employees say the $1,200 pandemic relief check they received as a part of the CARES Act will not be enough to get through the current economy.

“The coronavirus is clearly contributing to employees’ overall stress, especially as it relates to their financial well-being,” said Katz. “It should come as no surprise that this is particularly true among those with incomes below $50,000, and those in healthcare. Across industries, employers have an opportunity to be a source of support for employees facing unprecedented challenges by offering tools and resources to address their immediate concerns.”

Nearly 80 percent of workers with access to financial wellness programs told MetLife they’re satisfied with the employee benefits their employer offers.

The best financial wellness programs, like Best Money Moves, are gamified and harness machine learning to guide employees to the resources they need most. If you want to learn more about how Best Money Moves can bring financial wellness to your company download our whitepapers and sign up for a demonstration here.

Mental Health Benefits

Close to 60 percent of employees struggling with mental health said their employer doesn’t offer mental health programs that meet their needs, or that the programs they do offer are too difficult to access or understand. Effective mental health programs can help ease stress, anxiety and depression that can fuel burnout and disengagement at work.

Flexibility

There was a trend towards flexible work arrangements long before the coronavirus pandemic began. Now, flexibility has shifted from being a highly sought after perk to a crucial necessity to maintain operations and accommodate workers.

Assigning reasonable workloads, offering flexible work hours or arrangements and providing sufficient time to address personal needs can mitigate stress, burnout and depression. At the same time, MetLife finds these practices are also top drivers of productivity, engagement and loyalty.

Over 80 percent of employees believe their employers have a responsibility to address their health and well-being. Employers can leverage the right mix of benefits, perks and programs to better support employees and in turn boost engagement, job satisfaction and retention.

Is Dating a Coworker a Good Idea?

by LizStevens | Feb 12, 2020 | Blog

Is dating a coworker a good idea? It depends on office fraternization policies and if you’ll be able to work well together when the romantic relationship ends.

Office romances are frowned upon in the working world, but that hasn’t stopped one-quarter of employees from dating their coworkers, according to recent research by Blind, an anonymous workplace network.

“We often hear the advice to not date coworkers, but that wisdom might be based on unrealistic expectations. We spend so much of our time at the office and communicating with colleagues that it’s only natural for relationships to blossom,” said Kyum Kim, Blind co-founder.

Is Dating a Coworker a Good Idea?

A 2019 survey by the Society for Human Resource Management (SHRM) found that aside from being uninterested these are a few of the main reasons why employees refrain from getting involved in workplace romances:

I believe workplace romances are unprofessional (33 percent)
I am concerned about employer policies on workplace romances (25 percent)
I am concerned about potential sexual harassment claims (17 percent)

Over 40 percent of employees who have dated a coworker chose to keep their relationship a secret, according to research by CareerBuilder. The stigma against workplace romances coupled with potential repercussions from HR likely factored into their decision to keep their relationship under wraps.

What If It Doesn’t Work Out?

Another valid concern about romantic relationships between coworkers is what happens if it ends, and worse, if it ends badly.

Surprisingly, more than 30 percent of workers who dated a coworker ended up marrying them. Only six percent of employees have left a job after a romantic relationship with someone at work ended.

How to Handle Office Romances in 2020

Socialization at work is inevitable. It’s important for team building and fostering a supportive work environment. Close work friendships can even boost job satisfaction by 50 percent.

Office policies that emphasize communication and transparency when relationships form are more beneficial than those that only outline the potential consequences of fraternization.

“Because so much of our waking time is spent at work, it’s no surprise that romances develop in the workplace,” said Johnny C. Taylor, Jr., President and CEO of SHRM. “It makes little sense to forbid them. Instead, employees should be encouraged to disclose relationships. This is the most effective way to limit the potential for favoritism, retaliation and sexual harassment claims.”

How to Promote Diversity and Inclusion in the Workplace

How to Promote Diversity and Inclusion in the Workplace

1. Adopt a Systemic, Business-Led Approach to Diversity and Inclusion.

2. Take Bold Steps to Strengthen Inclusion.

What Are the Benefits of Diversity and Inclusion Initiatives?

More on Topics Related to Diversity and Inclusion Initiatives

Returning to Work After the Coronavirus Pandemic

Returning to Work After the Coronavirus Pandemic

Preparing to Return to Work When Covid-19 Restrictions Are Lifted

More on Topics Related to the Covid-19 Pandemic and Returning to Work

Supporting Mental Health in the Workplace During COVID-19

Supporting Mental Health in the Workplace During COVID-19

More on Topics Related to Supporting Mental Health During COVID-19

Support Workers with Better Employee Benefits in 2020

Support Workers with Better Employee Benefits in 2020

Financial Wellness Programs

Mental Health Benefits

Flexibility

More on Topics Related to Support Workers with Better Employee Benefits in 2020

Is Dating a Coworker a Good Idea?

Is Dating a Coworker a Good Idea?

What If It Doesn’t Work Out?

How to Handle Office Romances in 2020

More on Topics Related to Is Dating a Coworker a Good Idea?

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