More and more companies have set diversity and inclusion related goals and committed to pursuing a more balanced workforce. You can read each section, or go straight to the sections that are most relevant to your business. This enables companies to identify the right targets and goals—and the right metrics to track. Explicitly forbid: rape, physical assault and inappropriate touching, sexual comments, jokes, gestures or remarks, unwanted sexual advances, preferential treatment in exchange for sexual activity, discrimination, and retaliation against people who lodge complaints. Respondents might be more likely to share information about themselves if they know that their responses will help support diversity and inclusion. Hiring people from underrepresented groups isn’t enough—those new hires need to feel safe and respected, and they need to genuinely believe they can have a successful career path at your company. Here are just a few that have come up. Inclusion, diversity, and belonging are essentially about organizational change. 44% of employees didn’t feel that they could express a contrary opinion at work without fearing negative consequences. Natasha: Beyond offering an accommodations process and flexible work policies, offices can provide noise-free work areas and private resting rooms. Be transparent about the reason you’re sharing the survey. These surveys give you a baseline breakdown of your current demographic makeup and whether or not employees of all backgrounds feel a sense of belonging. We’ve included a list of common triggers and mistakes at the end of this guide so you can double-check your instincts. Even people with good intentions might not understand how their words and actions could be offensive or ask questions to increase their understanding. People over 60? Microaggressions are challenging because it’s not always clear what to do about them. We want potential employees and customers to know what we value and why. Employee Resource Groups are voluntary groups led by employees, and their success heavily depends on how much power they’re given, the resources allotted to them, and the enthusiasm of their participants. If not, there are 2 major arguments that you can make with hard numbers to back you up. Fewer than half the people in our survey said that they’d be willing to take a day off for mental health reasons, and among those who would, only 15% would give the honest reason. But that’s far from standard, even in roles where the majority of the work is digital. SurveyMonkey created a Gender in the Workplace survey template in partnership with Sheryl Sandberg's team at LeanIn.Org to help companies understand: Asking questions about objectivity—whether people think your workplace is fair or not—can be scary. Another key piece is leadership buy-in. Comparing yourself over time to benchmarks helps you set new goals and clearly track your progress against them. But a culture of genius is one where leaders assume (or employees believe that they assume) that workers’ value or skills are fixed—which means employees don’t grow, improve, or add more value in their employer’s eyes. We debunk commonly-held myths, share stories, and offer concrete strategies to create a company-wide understanding of the prevalence and impact of mental health at work and ways to support it. For example, employees might believe that people from different genders are unequally compensated, even if that isn’t true at your organization. This is an area where you’ll want to be especially conscious of avoiding a culture of genius. Use surveys to establish an ongoing conversation with your employees. If employees are feeling stifled or disrespected, your retention will suffer and you may tarnish your chances to attract new hires. Having these conversations can help uncover employees’ priorities and  strengths, understand their learning styles, and address uncertainties. Unsurprisingly, Latinas were much more aware of the issue—51% said they’d experienced it personally. U.S. businesses lose $17 billion and 217 million days are lost annually in workplace productivity due to mental health conditions. Does your organization include people with disabilities? In spite of the damage that a culture of genius can do, it’s not necessarily an insurmountable problem to have. Workforce composition. Cultural sensitivities vary, and some of your employees might have backgrounds or ideologies that are directly at odds with one another. Here’s what companies can do to educate and create a safe space. First the obvious: they give mentees the opportunity to grow and evolve—which makes them both happier and more valuable employees. The first step to building a stronger mentorship program is understanding where mentorship at your company currently stands. In our workshops, we teach companies to name, normalize, and navigate mental health at work. Diversity Percentage = (41+4+2+8) / 550 = 55/550 = 1/10 = 10% There are two crucial elements to ensuring this measure is accurately and appropriately used. Get a baseline read on your company’s diversity metrics and company culture. Patagonia’s environmental work, for example, has become a big selling point for the company among prospective employees—and rightly so. Ensure that the building and common areas are accessible to people with disabilities. You asked about disabilities in your diversity survey, and the number that you got back was higher than you expected. We customize these by business unit, geography, and/or cohort. 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. Each of your employees has layers—lots of different identities. The state of California now legally requires companies above a certain size to have at least one woman on their board of directors—a tiny step, right? It’s your job to point it out. Those same organisations are now looking to measure the return on this investment, to see whether a diversity strategy really does add value to the overall business strategy. BCG.com will work better for you if you enable JavaScript or switch to a JavaScript supported browser. Expecting employees to find their own mentors is problematic for both the individual and their employer. Difficult to define because definition consists of two distinct components: i. Jon Ossoff becomes the only senator under 40, injecting some much-needed youth Colleges with high populations of LGBTQ students include Tufts, MIT, and UCLA. 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. Diversity and inclusion-related questions can be sensitive, so there are a few ways that you can make your survey more comfortable for employees. 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. SurveyMonkey: What can companies do to support their disabled employees? What are your long-term and immediate goals?) 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