As the UK wants to get out of the pandemic, ask the most experienced D & I professionals what were the most important business lessons they learned from the pandemic and what their biggest goals are for the next 12 months. I will ask.
Thom Dennis, CEO of Serenity in Leadership, said:
Lesson: You need to reflect the changes.
“No matter how tough you are, pandemic constraints affect your psyche, but different people do it. You want to be clear about what has changed and maintain new habits and ideas. Or you need time to think clearly about how you want to go from there. Coaching is essential for that. “
Aspiration: Leaders are actively and constructively involved..
“Leaders may be very busy individuals, but without the focus of D & I to influence and actively support their decisions, they are actually their employees, the company’s. It can damage your reputation and your ultimate interests. “
Susie Lewis, founder and MD of Transform for Value, said:
lesson: The need for inclusion is greater than ever.
“As the pandemic is emphasized, people are basically wired for people-to-people connections, so the need for intentional inclusion is greater than ever. There is a real learning about the need to understand human systems and how important a comprehensive employee experience is to advance competitive advantage. Define a new working model and leadership parademic. The need to create psychological safety in a hybrid workplace is key to the employee experience as we move into a phase where we need to operate. ”
desire: A true understanding of strong diversity for the bottom line “
“This should not be a checkbox practice, or just a” HR job “. It’s a real journey of change. We would like to deepen our understanding of our own mental model and bias and look at inclusive behavior and wording role models from leaders at all levels of the organization. I hope that people will use diversity as a positive means of change, actively call for inappropriate language and behavior, and create norms that will become part of the work culture. “
D + I facilitator, speaker, coach, Gamal Turaba:
lesson: A support network is essential.
“One of the most important business lessons learned from a pandemic is the power of connecting across multiple platforms and having a network to support them.”
desire: Have a courageous conversation.
“To help organizations recognize the relevance of creating space for courageous conversations that promote the well-being and value of what employees feel and experience in the workplace.”
Jane Hatton, Evenbreak CEO Helps Inclusive Employers Attract and Retain Competent Candidates with Disabilities:
lesson: If you understand the importance, you can change it.
“We’ve seen more than ever that inequality is widespread and embedded in our systems and employment practices, but it’s not inevitable, and it will change if enough people understand its importance. There is likely to be.”
desire: All Pandemic silver linings are built into new and better ways of working.
“The model in which all employees had to work full-time in a particular location from 9 am to 5 pm Monday to Friday was not fit for a long time. The job was an employer and employee. You can do it in a variety of ways, flexibly in terms of hours, working hours and location to meet your needs. “
Raggi Kotak, Barrister and Facilitator of Racial Justice:
lesson: Take good care of your support system.
“Grow your ecosystem: relationships, resilience, resources, everything that supports you. When you really face challenges, and when you have to rely on the stability you have built up. I don’t know if there is one. “
desire: Shifting the dynamics of racism that unfolds among us.
“Many of us are already moving forward, knowing that we can be more aware of our impact on racist communities and create spaces that welcome all forms of diversity. , We need to continue to support the journey in an unbiased way. “
Joanne Rockwood, a specialist in diversity and inclusion and affiliation, promotes transgender awareness to organizations.
lesson: There is no excuse for lack of action.
“Organizations can adapt quickly. Processes and thoughts can change rapidly – there is no longer an excuse for lack of action. Employee well-being was at the forefront, mental health and more human-centric, which was needed in this turbulent year of change. Organizations also have more flexible working styles than Friday dressdowns. I learned that.
desire: Clear evidence of hearing and action.
“I hope the organization will move out of this performance phase, recruit DEI heads and issue a bland statement. The organization will identify the inequality brought about by the lockdown. This group needs to be considered in terms of gender and ethnicity, which is more critically affected than other groups. If you don’t consider your employees at this time and listen to their needs, then this 12? The moon will be true for many organizations. “
Executive Coach and Co-Founder of Lanelson Edward Nelson::
lesson: Trust is everything..
“Basically, we learned that if you give your employees a little space, you can trust them.”
desire: A more open dialogue about the meaning of DE & I..
“I think there are many solutions available when we are still working to understand the dynamics of the problem and power, not to mention finding a solution.”
Leadership and Organization Development Expert, James Peal:
lesson: Media power colors our way of thinking..
“The lesson I have learned is the power of the media and platforms and how it colors our world both positively and negatively, and how important fresh air and physical activity are. is.”
desire: Innovative leader.
“I want to create an environment where all leaders can be deeply influenced and transformed, and they will be a sustainable DE & I beacon and play an important role for the organization.”
Linda Crockett MSW, RSW, SEP, CCPA From Canadian Workplace Bullying Resource Institute::
lesson: Abusers find new ways in a pandemic..
“Anyone who wants to harass, discriminate, or abuse others, regardless of pandemic or many telecommuting, can continue. Abuse employees have only found new ways to do this. This means that the negative effects are spreading to employees’ homes and the cases are becoming more complex. “
desire: Better training for first contact professionals.
“Human resources, leaders, investigators, safety and intermediaries need to be trained in research-based best practices for dealing with complex cases of psychological harassment and psychological violence. There are too many unintended errors doing more harm. “
Contact Serenity in Leadership to find out more about the work of our professional contributors.
Employer News D & I Experts Reveal Aspirations for the Post-Pandemic Future
Source link Employer News D & I Experts Reveal Aspirations for the Post-Pandemic Future