Enterprises are moving beyond the diversity, equity and inclusion activity that started after the murder of George Floyd and beginning to ‘institutionalize’ their efforts, from regular town halls to concrete goals to shifts in top executives’ personal perspectives: ‘Now it’s considered a must-have.’
Complex, ‘slick’ plans can backfire, says compensation expert Kaitlyn Knopp, co-founder and CEO of Pequity.
It’s still very much an ‘ongoing experiment,’ but companies aren’t waiting around to see what the workplace of tomorrow will look like, as these dozen examples illustrate. One thing that’s already clear, post-Covid: ‘Work is no longer a place you go, but something you do.’
In an unprecedented time for attracting and retaining talent, StrategicCHRO360 asked a dozen leaders what they’re doing differently. From three-day workweeks at full-time status to paid mental-health days—as well as finding ways to raise wages—CEOs and CHROs are getting creative.
Diversity, equity and inclusion initiatives don’t just impact culture and employees’ sense of well-being, says Mona Garland, HR leader at CHEP. They also help with innovation and customer satisfaction.
Technology that draws on historical data can lock in discrimination patterns, says Sharon Doherty, chief people and places officer at Finastra. Here’s how CHROs can change that.