Inclusion isn't a trend; it's the catalyst for innovation, creativity and high engagement in your business, shaping a distinctive brand. But when inclusion becomes performative and your actions don’t match your words, your teams will definitely notice.
That's why measuring inclusion is crucial—it holds business owners accountable and ensures we're truly walking the walk. Let’s explore what inclusion means, why it should be woven into the fabric of your business and how you can measure and amplify it.
#1 - Employee voice
Use pulse surveys and employee engagement tools to understand what your employees think inclusion means and if you’re getting it right. Don’t forget, inclusion is different for everyone.
#2 - Qualitative insights
Focus groups and interviews will provide a deep dive into employee experiences and get beneath the surface of any nuanced challenges, like employees experiencing menopause, and the support they need.
#3 - Lived experience
Take time to compare the experiences of marginalised groups with those in the majority. You’ll understand any differences or disparities, develop targeted inclusion strategies and prevent disengagement.
#4 - Employee-led groups
Tap into your Employee Resource Groups (ERGs) and internal networks! They provide invaluable insights to gauge the effectiveness of your inclusion efforts and drive meaningful change in your business.
#5 - People issues
Stay vigilant when it comes to your HR issues. Monitor trends in areas like bullying and discrimination, then take swift action to address them.
Learn how to measure the impact of your inclusivity efforts by downloading our latest guide today!
Explore everything you need to know and download your FREE copy now:
To CV Selfie or not to CV Selfie?
Recruitment might have gone high-tech with AI, video applications and a push for diversity, but the trusty CV still holds its ground.
But should candidates add a photo of themselves? It could risk biases like racial and gender discrimination, and even 'pretty privilege'—where conventional good looks might dazzle employers.
However, while blind screening helps combat biases, many still sneak a peek at LinkedIn beforehand. The focus should be on inclusive practices that value skills and qualifications over appearance.
https://www.newsweek.com/should-you-put- your-photo-your-resume-1908542
Boreout: The new burnout
We’re all familiar with burnout - when an employee’s workload becomes too much to bear and it causes exhaustion, saps motivation and impacts their mental health.
But there’s a new buzzword in town... boreout. It's when work lacks challenge or excitement, leaving employees bored and unmotivated. It may sound less serious, but the symptoms are just as real and need urgent attention.
Employers can steer clear of boreout with a vibrant culture, regular check-ins and growth opportunities to keep their teams buzzing with energy and fulfilment.
Distracted, Me?
59% of employees can’t last 30 minutes without getting sidetracked by something non-work related, like their phone or a chatty colleague, making focus a challenge.
Employers can play a crucial role by spotting workplace distractions, setting boundaries and creating a culture where people can thrive without being distracted.
For more advice and insights download the whole September Newsletter here :
Let's talk on the phone
Here are questions for you to consider:
Do you currently have an HR consultant?
On a scale of 1 to 10, how happy are you with them?
If the answer isn’t “I’m so delighted I could print 1,000 flyers to spread the word about them”, then let’s jump on a video call
You know just how important it is to get proactive, responsive HR support. That’s what we do. And we’re taking on new clients. Set up a free 30 minute discovery call at www.dittonhr.co.uk
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0208 398 6599
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