Driving and Reinforcing a strong DEI Culture: Onboarding
Photo by Belinda Fewings on Unsplash
Driving and Reinforcing a strong DEI Culture: Onboarding
This post is the second in a series from Benson Executive Search on ways to address corporate racial inequity. This series focuses on each step of the employee lifecycle. The first post in the series addressed how true workforce diversity starts with how you hire. In this post, we share ideas on ways to emphasize the importance of diversity, equity and inclusion (DEI) in your workplace during phase two of the employee lifecycle: onboarding.
Your prime candidate, with the acceptance of your employment offer, has made the transition from prospect to new employee. Now what? As an experienced CHRO or seasoned hiring manager you most likely have a reliable new employee on-boarding process that includes all the basics:
I. Prehire--Brand promise, administration, pre-hire training
II. Day One--Introductions and relationship development
III. Orientation--Brand, Purpose
IV. Development & Engagement--Learning and Growth
V. Performance & Retention--Challenge and Advancement
All are critical to the new employment onboarding process.
But what about the heavy-lifting?
In a corporate world that’s becoming increasingly purpose-driven, and where creating and maintaining a reputation for a workplace that’s safe for all - where employees at every level feel accepted -- is more important than anytime in recent history. How does an organization emphasize on day one to a new employee that a culture that embraces DEI is paramount?
Before we share a few of our suggestions, it’s important to recognize that there’s empirical evidence that the more diverse an organization, the greater success it will have at recruiting and retaining top talent. And according to research from Catalyst, a global non-profit helping to build diverse and inclusive workplaces for women, truly diverse organizations also benefit from higher levels of employee engagement and productivity, team performance, innovation, reputation and financial performance too.
Here are six suggestions that should be part of every new employee onboarding program in an organization that is committed to diversity, equity and inclusion.
1. Share Pre-First Day Homework
Along with a welcome aboard message that’s sent before an employee’s start date, include DEI messaging. This will set the tone for the importance of DEI at the company.
2. Spell Out The Organization’s C-O-M-M-I-T-M-E-N-T
Clearly articulate the organization’s DEI commitment and that it’s important from the top down. Share with the new employee a video message from the CEO emphasizing her personal commitment to a diverse and equitable organization (and deliver the organization’s commitment in every new employee interaction).
3. Don’t Leave Out Process
Discuss with the employee your discrimination reporting process. (Be sure your process is a safe one for the employee, and that it’s also transparent and accessible.)
4. Get Them Involved
Nurturing a truly diverse and inclusive workplace takes effort from all employees at every level. Showcase resources, such as internal and external success stories, that provide clear examples of how everyone can make a difference. Include other ways that may be unique to your organization, such as employee resource groups, about how your employees can get involved in supporting DEI.
5. Walk-the-Talk
Ideally, your company’s DEI commitment is well integrated into the employee-organization relationship. Be sure that existing employees can speak with confidence about DEI within your organization and answer questions the new employee will surely have.
6. Pulse Check
Early on, during and just after the new employee’s honeymoon period, solicit his/her assessment on the organization’s approach to DEI. Listen. Listen. Listen. Let the employee know their feedback is extremely important to the organization.
Watch this place for Chapter 3 in this series, which will focus on talent development in a diverse, inclusive and equitable workplace.