You can tailor it to reflect your company’s core values or mission statement. You can’t usually change how welcoming employees are to one another, and the same words or actions might be considered hostile, neutral, friendly, or too friendly, depending on who you ask. You can develop your own training with expert input, hire a firm, or use an online course like this one from Catalyst. Organizations that create a supportive mental health culture will do good by their employees and by their bottom line. The only way to address inclusivity in your organization is to turn it into a company-wide conversation. Yet, white men still fill nearly 70% of director positions on Fortune 500 boards—and in 2018 we hit the lowest concentration of Black executives since 2002. SurveyMonkey: Should you ask employees about their disabilities, or wait for them to bring it up themselves? If you aren’t sure about your employees, put out feelers to see if you have people who fit the bill. Mentorship is a huge professional advantage, and unequal access to quality mentors is a major problem when it comes to building a diverse and inclusive workforce. And perception of culture can differ dramatically from person to person. When mentorship programs start out, the temptation is typically to pair junior members of a certain team or department with more senior leaders in the same space. Surveys are the perfect tool for measuring the feelings and opinions of … If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. Workplaces present both a challenge and an opportunity in mental health. If you’re worried about how employees perceive mental health, or aren’t sure whether your company does enough to support employees’ mental health, ask yourself these questions: If the answer to those questions is no, it might be time to reevaluate your company’s position on mental health, and consider one of the solutions Mind Share suggests. Homogenous leadership hurts retention, recruitment, and the sense of belonging that keeps people from underrepresented groups engaged at their jobs. One of the mentees in our program went on to become the first woman to be promoted while on maternity leave. Screening questions—questions that you ask at the beginning of your survey to weed out irrelevant survey takers—give you more accurate results and spare your employees’ time if the survey doesn’t apply to them. According to SHRM, 22% of corporate diversity officers cite a lack of senior leadership support as their greatest challenge. It might sound silly but one thing I always ask clients is how do you measure success? One really successful tactic we’ve seen is the creation of mental health employee resource groups at companies like Johnson & Johnson, Verizon Media, and Squarespace. Cultural sensitivities vary, and some of your employees might have backgrounds or ideologies that are directly at odds with one another. In some cases, the best way to measure diversity is using a qualitative-centered method, rather than just a head count. Finally,  internal trainings or meetups where employees can learn and talk safely about mental health at work lead to a more open culture around mental health challenges. Measuring the success of diversity and inclusion training is not a straight-forward as other training topics; it takes long-term tracking, benchmarking, and qualitative measurement. You would be surprised the answers and looks we often get. But your candidate pool hasn’t changed—so how do you create a more diverse workforce? First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. The template covers areas ranging from diversity and inclusion to environmental concerns to humanitarian aid. SurveyMonkey has a page devoted to diversity and inclusion, expressing our company values and inclusive programs and policies. Sexual harassment and incivility in the workplace more broadly is more likely to exist in environments where aggressive attitudes are normalized through shared humor or assumptions. The discretionary income of working-aged disabled people is a 21 billion dollar market—a huge opportunity for companies to tap into. True diversity means having people from all kinds of backgrounds and identities at every level of your organization. You also need an accessible first step—SurveyMonkey has an internal page that explains what types of employee resource groups are supported and a portal for making requests. Set hiring and leadership diversity quotas. As an HR professional (or passionate advocate) charged with improving D&I, collecting diversity metrics is important. Most people don’t wake up in the morning looking for ways to be a jerk. If you don’t have a mentorship program in place at your company, certain employees or teams might still have organically created mentorship roles. When you know what you can offer, promote the opportunity across internal channels. You might also choose to publish some of your findings in an effort to be transparent and open about where your company is doing well or needs improvement. Inclusion, diversity, and belonging are essentially about organizational change. 1. Don’t be shy about asking for demographics—even in HR surveys that aren’t directly related to diversity and inclusion. The goal is to show potential candidates that there is a place here for people of a variety of different backgrounds, and that everyone can thrive. Communicate any corrective actions to both parties. Jon Ossoff becomes the only senator under 40, injecting some much-needed youth Natasha: Beyond offering an accommodations process and flexible work policies, offices can provide noise-free work areas and private resting rooms. *This guide will refer to LGBTQQIAAP individuals under the broader (though less accurate) umbrella of “LGBTQ.” This is strictly in the interest of brevity and clarity, since “LGBTQ” is the more widely-known term. Your job as an HR person is to open a dialog and engage employees in creating the kind of workplace where everyone is treated fairly and respectfully, has equal access to opportunities and resources, and can contribute fully to the organization's success. HBR research has proven that diverse teams perform better, but you only get those benefits if each team has a variety of different viewpoints represented. Mind Share partners with leading organizations to support employees with mental health conditions through workshops, education, and consultation. Coupled with pervasive stigma, this is a massive detriment to employees seeking help. This is especially pressing if you’re building mentorship around a shared identities like gender or race. An easy way to promote inclusion and nip hostile attitudes in the bud is to require employees to take implicit bias training once a year. But only 48% of Black workers agree with this statement. Does your organization include people with disabilities? Instruct your buyers to make an effort to consider minority-owned businesses as vendors and measure the change in the numbers for the following year. How women (and people of other genders) are distributed within your organization (are there certain departments that skew one way or another? Quiet can be really important for many people with disabilities (as well as non-disabled employees) and is a scarce commodity in open-plan offices. You use words like “rock star” or “mastery” in job descriptions and focus on candidates’ ability to execute flawlessly instead of learning quickly or collaborating to find solutions. Veterans? Diversity is especially important when it comes to hiring and advancing people from underrepresented groups. Configure the percentages of diversity in the workplace. It’s a relatively simple thing to implement and keep in mind, but it might make a big difference for candidates who are on the fence. We’ve found that the best meeting cadence for most professionals’ schedules is once a month. Leaders are culture-setters at their organization. For example, the telecom sector in Western Europe (known for its gender inclusive focus) witnessed a seven percent increase in market value for every 10 percent rise on the diversity … Why? The majority of the people who took the survey said that they prioritize working for an employer that values diversity. Diversity quotas don’t solve the whole problem, but they’re a great place to start. This norm unnecessarily burdens people who have a lot of appointments or need to take a mental health day. Many ERGs are only established through grassroot efforts when employees proactively seek approval from management. These diversity categories are as follows: We also ask the employee being reviewed to lead some of the conversation rather than passively receiving feedback. There’s a lot of room for improvement here. SurveyMonkey has made extensive changes based on employee feedback, including changing our benefits programs to better support our employees’ values. Have employees felt comfortable raising mental health issues in the past? Using BCG’s Diversity and Inclusion Assessment for Leadership tool, we are able to benchmark data against industry and geography, leveraging our existing database of more than 25,000 responses from across the globe. You yourself may not have the authority to weigh in on high-level hiring decisions, but if you can argue your case with executives or others who do, you could make a major positive difference. If you’re not getting interest from qualified candidates from underrepresented groups, the first step might be to consider your pipeline. The Society for Human Resource Management (SHRM) published a public guide to help companies create, articulate, and enforce sexual harassment policies. A company called tEQuitable uses technology and expert guidance to help address this. This applies to every template in this guide, not just the diversity survey. People with disabilities are constantly asked inappropriate questions from coworkers about their bodies and mobility devices. A company’s culture can vary by department, team, or even role. Companies need to focus on five primary areas: BCG delivers best-in-class scorecards, based on real-world experience and customized to specific needs. In these workplaces, many female employees don’t feel respected (or sometimes even safe), minorities can be painfully underrepresented, people with disabilities often don’t have the resources they need to succeed, and so on. Studies show that untreated mental health conditions result in a wide variety of business costs, including more short-term disability, safety incidents, time out of work or absenteeism, underperformance and presenteeism, stress, overstaffing to cover absences, and hiring costs for burnout and attrition. We’ve broken this guide into navigable pieces so that you can skip around and focus on the areas most relevant to your business. They’ve partnered with major companies like SAP and Pandora, as well as smaller companies, and have seen a gamut of different systems and company cultures. Microaggressions are indirect, sometimes subconscious words or actions that make someone feel attacked or uncomfortable—often as a result of their identity. SurveyMonkey: What can companies do to support their disabled employees? Then, we’ll cover different actions you can take to create change—including policies, programs, and strategies that promote diversity and inclusion. Consider softer, nonobvious measures such as dads taking parental leave as a way to add depth to the picture Getting different viewpoints is the best way to create innovative solutions. You don’t want to exhaust your employees, but you also shouldn’t allow too much time to pass between surveys. A three year study of U.S. venture capital firms released in the Harvard Business Review found that diverse firms had IPO/acquisition success rates that were 26.4% to 32.2% higher than those of ethnically homogenous firms. Healthier employees are better set up for success and more likely to infuse confidence and positivity into your culture. In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. You’re not alone. If you have a high number of employees who identify as female, go to "Women in the workplace", If you have a high number of employees with a disability, go to "Disabilities at work" and "Mental health", If you have a high number of employees from a racial or ethnic minority, go to "Culture of genius" and "Belonging and underrepresented groups", If you have a high number of LGBTQ employees, go to "Belonging for underrepresented groups", If you have negative responses when you filter by gender, go to "Women in the workplace", If you have negative responses to questions about learning and growing (3, 9, 10, 17, 19), go to "Culture of genius", If you have negative responses when you filter by race, go to "Belonging and underrepresented groups", If you have negative responses when you filter by disability, go to "Disabilities at work" and "Mental health", If you have negative responses to questions about authenticity (11-13), go to "Mental health", Drill down into aspects of inclusion that are often problematic or confusing. 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