How Employers Can Be An Ally, Part 2.

 

In case you missed it, last week we began our two part series on how employers can serve as an ally to their employees. We took a broad approach for making positive changes to the cultural structure of the company, this week we get a little more detailed. Together, these methods can shape a more inclusive workspace, something all employers should be making a priority.

 

Taking action further

 

  1. Focus on company culture, and be proactive in reaching out. Once an employer has a clear idea of how practices are affecting their employees, they need to take the initiative in gathering insight into the mindset of staff. How to do this? Ask for it! The workplace environment should be one where employees feel safe in sharing experiences, and to get there employers need to be receptive and responsive to what they hear.
  2. Have support systems in place. Examples of these would be professional development opportunities (such as ongoing trainings), benefits that include resources for mental health care, and a flexible work environment that is conducive to the many different ways employees work best.
  3. Get involved in the community. Last week we urged employers to stand by their company statements on social and political issues and one way to do so is by giving their time and money to relevant organizations. It’s incredibly significant for employees to see business owners supporting the values they claim to stand behind.
  4. Collect feedback, and address concerns. To build on what we mentioned earlier, once an employer starts to receive feedback, it’s important to address issues in a timely manner. Even if employers don’t have the answer, acknowledgement and intention to follow-through goes a very long way.

 

This series should serve as a basic roadmap for serving as an ally to employees. Employers will undoubtedly find that their workplace is a dynamic place requiring unique solutions to challenges. Eos HR can help with that. If you’re ready to learn more on how an HR team can drive positive change in your company’s culture, give us call. We make sure small business teams are successful in maintaining the practices that support an inclusive company culture. Schedule a free consultation today to learn more.

How Employers Can Be An Ally, Part 1.

 

The month of August is Black Business Month which has us thinking about how employers can serve as allies to employees. While this month of recognition encourages consumers to support black businesses, which we fully endorse, we want to use this month to discuss how people of color can be better supported at their workplace, including professional development.

In this first of our two part series, we’re sharing some broader tactics employers can use to begin developing a supportive company culture in which everyone thrives. And then next week we’ll focus on more detailed initiatives.

As a first step, employers should take a look at the company culture through a wider lens in order to develop an understanding of the overall atmosphere. From there they can investigate the issues influencing the culture and make targeted strategies for dealing with any problems. Here’s how to get started:

 

Initial steps to be an effective ally

 

  1. Conduct a diversity audit. This is an outsourced job, as it’s important to be as objective as possible. This audit should be about the employee experience but with a focus on non-white employees in order to gain a clearer picture of how the culture of the workplace is affecting people of color.
  2. Develop an inclusive hiring plan. The language we use in job descriptions and onboarding procedures should create a comfortable process for all applicants, and it’s surprising how this is often not the case. Here is a chance for your HR department to serve as an ambassador of the company’s ethos, and ensure that fair hiring practices are in place.
  3. Ensure pay equity company-wide. There is no such thing as a positive company culture that doesn’t include equal and fair pay, period.
  4. Develop company statement on racial injustice and equality, and follow-through with it. It’s more than releasing a statement on significant days or events, it’s about incorporating these beliefs in the everyday. Examples of this would be regular donations, volunteerism, and most importantly cultivating inclusion in the company.

 

We’ll see you next week with more examples of how employers can be an ally to their employees but we hope the tactics outlined here have been helpful in developing a game plan for getting started. And if you’re ready to learn more on how an HR team can drive positive change in your company’s culture, give us call. Eos HR makes sure small business teams are successful in maintaining the practices that support an inclusive company culture. Schedule a free consultation today to learn more.

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