Three Tactics To Align Your DEI&B And Employee Experience Strategies


DEI&B Paramount in Good Employee Experience

Diversity, equity, inclusion, and belonging (DEI&B) are important components of every organizational strategy. DEI&B refers to four values ​​that work together to strengthen team dynamics, productivity and innovation within your organization [1], Lately, organizations are focusing on their employee experience strategy. Employee experience includes everything that an employee sees, hears, feels, learns and does in your organization during their tenure.

However, most organizations have separate teams leading each of these efforts, creating these strategies separately, and implementing them separately and in parallel, if at all. As a result, both strategy implementations are affected, strategy rollouts overlap, leaders mix up their messages, and employee experience and DEI&B efforts become confused and even superficial. So how do you make sure your DEI&B and employee experience strategies align? This article provides three strategies to help you align the two to optimize your results.

1. Listen to the employees needs and wants of DEI&B and all around employee experience

The first step is to listen to your employees and their needs and the needs around DEI&B and employee experience. As shared in an earlier article in this series, your employee experience strategy focuses on key contact points between the employee and your organization. These touchpoints include what the employee sees, feels, learns and does in your organization. You should listen carefully to what they are saying and not saying. Your employee comments and feedback are very likely to address elements of DEI&B as well. Do your employees feel represented in the organization? Do they have the specific tools and opportunities needed to be successful? Do they feel included in their teams? Do they feel they should hide aspects of who they are?

You can send short surveys to collect quantitative and qualitative data and follow up with small group discussions. The process of collecting employee feedback should underscore the importance of psychological safety for everyone involved and should begin carefully and mindfully. You will need to review and codify feedback to identify gaps between employee needs and wants and organizational strategic goals and objectives. Depending on the size of your organization, this step may take two to four weeks.

2. Review strategies and combine them into one

Now the hard work begins. You will need to review your organization’s DEI&B strategy and employee experience strategy separately, as well as identify biases, gaps, and overlaps between them, and compare them to the employee data you collect. DEI&B experts and consultants may be needed to guide you through this step. Identifying biases can be difficult because it involves taking an in-depth look at organizational values ​​and how things are done in your organization. In her Harvard Business Review article, Elizabeth Tipper offers ten strategies for reducing bias, including identifying hidden decision makers and disclosing hidden decisions. [2], Both of these strategies can reveal hindering elements in your DEI&B efforts that may inadvertently exclude some employees from opportunities and career growth, resulting in negative employee experiences. Review of employee experience data will validate these biases, gaps and overlaps.

Next, you need to combine the two strategies, as DEI&B is not an “add-on” to your strategy, but the basis for optimizing the employee experience. To do this, you must invite key stakeholders, leaders and employees to work together to create a new fused strategy. in your articleL&D. through workplace equity,” Dr. Shindel Seal discusses five strategies for inculcating DEI&B values ​​in an organization, including talent acquisition, talent development, and learning and training programs. You can find the steps discussed earlier in an article in this series. Depending on the size of your organization and the analysis of your respective strategies, this step may take four to five weeks.

3. Launch, Measure, Iterate, Repeat

Once you have a new and improved strategy that embeds DEI&B values ​​into the employee experience, you need to design a rollout strategy that is exciting, engaging and authentic. You must engage organization leaders, business unit leaders and employees at all levels to discuss new strategy through online events, articles, videos, open office hours and activities in your organization. Your goal is to inspire employees to adopt and believe in the new strategy. Next, you will need to measure the rollout results and the strategy itself. The rollout may take a week or two, and the measurement of the rollout may take another one to two weeks. How many employees attended the events? How many people took part in the activities? How many people watched the video?

You will also need to collect qualitative data from soundbites, surveys, and small group online discussions. You can compare this initial data with the data you collected during the first phase for Pulse Check on rollout. The real impact of the strategy will take time to manifest. Depending on the size of your organization, this time frame can be anywhere from 6-12 months. At the 12-month mark, you’ll need to collect employee data again to understand the impact of the strategy. Based on the comparison of the results and your initial data, you will then iterate over the strategy, replace the elements that didn’t hit the mark, and launch again. Within 18-24 months, you should be able to see the positive impact of your new strategy in employee Net Promoter Score, employee retention, and other metrics you use.

Conclusion

Diversity, equality, inclusion, and belonging are values ​​that should be embedded in organizational strategy and employee experience. By incorporating DEI&B into your employee experience strategy, you are setting your organization up for success, as you will have happier and more engaged employees who will deliver a better customer experience and drive better performance results. While this kind of journey may take up to 24 months before you see positive results, it begins with you in learning and growth and is a step towards embracing the importance of DEI&B and recognizing that it is intrinsically The staff is woven with experience.

References:

[1] What is Diversity, Equity, Inclusion and Belonging (DEIB)?

[2] 10 ways to reduce bias in your company’s decision making

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