12 minute read
Does Your Company Really Care About DEI?
5 DEI red flags to look for
By TaChelle Lawson, FIG Strategy & Consulting
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In the working world, DEI has rapidly gone from being a nice perk to an essential component of the business. Companies know that a DEI program is necessary for them to survive and thrive in today’s social and economic landscape. While this is generally a good thing, it has made it difficult to identify what companies have truly bought into DEI, versus those who are using it as a box to check off.
Here are 5 ways to identify whether or not your company (or a company you are interested in working for) really cares about DEI, and 5 DEI red flags to look for.
DEI is a field of study. Just because someone is a POC or understands HR, does not mean they understand DEI. Any individual can learn about DEI, but it takes time and effort. Whoever is in charge of your company’s DEI program should have some background - whether professional or educational - in DEI.
The responsibility of your company’s DEI program is given to an “only” (the only POC, woman, etc. in the office) simply because of their minority status, with the assumption that their individual experience means they understand DEI.
DEI can be a full-time job. Many companies have recognized this and have created roles specifically to head up DEI efforts. This is great if your company has the budget and need for this. If not, hiring an outside DEI consultant or trainer (like FIG!) is a great option.
The responsibility of implementing a DEI program is given to someone who already has a full plate and does not have the ability to prioritize it.
3. They Understand that DEI is a Long Game
DEI is a process, and one that never really has an “end.” Improving office culture, creating an inclusive workplace, and obtaining diversity at all levels will be a continuous ongoing process that is built into the framework of the company.
The DEI program is limited to a “one and done” training or an update to company policy.
4. Leadership is Genuinely Open to Communication and Feedback
For DEI to be successful, all employees must feel comfortable expressing concerns, giving feedback, and reporting issues. They need to be able to do this in confidence without repercussions, and leadership should lead by example, as well as encourage all employees to do so.
Employees are discouraged from or actively retaliated against for reporting issues or raising concerns.
5. They Practice Inclusion
DEI isn’t DEI without the I. Diversity, especially in entry-level positions, is easy to achieve. It is more challenging and involved to facilitate an inclusive workplace. Making sure all employees can show up as their authentic selves and that everyone has the tools to succeed at work is true inclusion.
The company emphasizes diversity in the hiring process, but stops there. Turnover is high and the company is only “diverse” at entry level positions, while leadership remains white and male.
TaChelle Lawson is a nationally recognized diversity, equity, and inclusion leader. She founded FIG to eliminate the divide between diversity initiatives and brand strategies to assure alignment in target identification, content creation, goal-setting, product development and operational implementation. TaChelle is D&I Certified by Cornell University and Diverse Business Certified by the Tuck Business School at Dartmouth College and is a graduate of Goldman Sachs’ 10,000 Small Businesses program. She is a member of UNLV’s Leadership Advisory Board and Clark County Business Development Advisory Council. She is also an active mentor and member of the National Diversity Council.
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Top 10 Most Valuable Soft Skills In The Workplace
By Brett Farmiloe, Terkel.io
What is one example of a valuable soft skill in the workplace?
To help you identify valuable soft skills in the workplace, we asked HR professionals and business leaders this question for their best tips. From positivity to negotiation to leadership, there are several soft skills that you will find valuable in the workplace.
Here are 10 valuable soft skills in the workplace: ● Positivity ● Confidence ● Conflict Resolution
● Energy Management ● Openness to Criticism ● Critical Thinking ● Negotiation ● Adaptability ● Communication ● Leadership
Lisa Odenweller,
Kroma Wellness
Positivity
The workplace is an interconnected environment, and everyone who’s part of it impacts each other. People with positive attitudes lift up others around them, are pleasant to work with, and are motivational in nature. They also interact well with other members of the team, which keeps the workplace harmonious. If you want an office with high morale, positivity is a powerful soft skill to look for.
David Bitton,
Doorloop Confidence
Confidence is one of the most essential soft skills in the workplace— confidence without being arrogant. Confident people play to their abilities and are aware of their limitations. They are self-assured in their ideas and can freely express them while remaining receptive to criticism. Confidence is essential during decision-making processes for crucial project efforts or during collaborative work. Confident individuals may not only convey their ideas effectively, but they can also critique the opinions of others by asking insightful questions to drive creativity. This encourages teams to think outside the box and opens up new paths for success.
Conflict Resolution
Soft skills are those that are not typically thought of as job-related, such as communication, teamwork, and leadership. However, they are just as important in the workplace as any other skill set. According to a study by Forbes, soft skills are now more valuable than hard skills in the workforce. This is due to the fact that soft skills can be learned and improved upon over time, whereas hard skills can be developed only through experience.
Therefore, employers are increasingly looking for employees with strong soft skills. Soft skills can be defined as those skills that are most important in the workplace. One of those soft skills is conflict resolution. Conflict is a natural part of life, and it should not be avoided or ignored. However, it must also be handled well if it is to be resolved effectively.
Travis Lindemoen,
nexus IT group
Ricardo von Groll,
Talentify Energy Management
It is no secret that hybrid or remote work has come to stay, and before the pandemic, time management used to be the trend regarding productivity in the workplace. The fact is that no matter if people work hybrid, remotely, or in-office, there are times during the day when they are naturally more productive. Once workers understand their best time, in the morning, afternoon, and night, they can manage their energy to be at their full potential and get the best outcomes possible. Now, it is obvious that not everyone can work at their own chosen time. In that case, I see time management as an essential skill if a person feels their schedule does not match their most productive time.
Max Wesman,
GoodHire Openness to Criticism
Though often overlooked, being receptive to criticism is a crucial soft skill in the workplace. Regardless of how much experience you have, there are always new things to learn and improve. You could benefit from the perspectives of people with varied backgrounds, some with more experience who could make a meaningful difference to the way you work. In a developing market fit with ever-advancing technology, one can never assume that they know best.
After the pandemic, we’ve seen first-hand how quickly the working climate can change and adapt to its surroundings. Having the maturity to identify your weaknesses and seek feedback is a hallmark of a truly effective worker, setting you up for long-term success no matter the industry. Remember that even if you’re great at your job, it never hurts to ask if you could be better.
Critical Thinking
Critical thinking is a valuable soft skill in the workplace because it allows employees to assess a situation and make sound decisions. This skill is important for both individual contributors and leaders, as it can help prevent costly mistakes and ensure that company goals are met. Without it, employees may make poor decisions that can impact the bottom line or cause safety hazards. Additionally, critical thinking can help employees solve problems and come up with creative solutions.
Linda Shaffer,
Checkr
Franceen San Andres,
CocoLoan Negotiation
For businesses focused on money and finances, it is only natural to offer a proposal and strike a deal. Although soft skills vary from role to role, one key soft skill that we are looking for almost generally is negotiating skills. Negotiating skills can easily be seen during the hiring process. The way individuals accept, reject, or make counteroffers during the recruitment process when presented with offers and possible compensation is one of the best methods to gauge this skill.
Closing a deal or managing expectations are key factors in this industry. We cultivate skills that aim to help people without hurting the business. Affiliated with this, the failure of an individual to create offers that compromise the desires of both parties to meet in the middle ground can result in a backlash in interpersonal or business relationships which can result in a loss in profit.
Leadership
Leadership is one of the soft skills that employers value and which is extremely useful at work. Regardless of the position, leadership skills allow employees to gain further career milestones and managers to lead a team effectively. This skill makes a person trustworthy and reliable. Co-workers feel they can rely on the person and can count on their support. Leadership traits boost active listening and responding to issues that require immediate action. In fact, leadership skills entail several other valuable soft skills such as decision-making, organizational skills, management, communication, and problem-solving. As a result, it turns out that one such extensive skill makes an employee a great asset and maximizes their potential.
Nina Paczka,
Resume Now
Aimee Ashworth,
Access2Funding Communication
A soft skill that not only applies internally but also externally to clients, is communication. Effective, open and honest communication enables a business to thrive because well-informed and actively engaged employees make for positive workplace culture. This then has a direct correlation with customer experience, with research showing that a highly engaged organization will strive to improve customer experience. Customer service-focused companies have employees 1.5x more engaged than those who don’t.
Two-way communication is vital – nobody wants to be talked at; they want to join in on the conversation, to have their voice heard. Again, this applies to both employees and clients. Great communication also leads to earned respect. Communication and respect are two core values, and two soft skills that companies should strive for each and every one of their employees to have.
Adaptability
Adaptability is one of the most valuable soft skills you can have in today’s workplace. With constant change being the new normal, being able to adapt to new situations quickly and efficiently is a highly sought-after attribute. There are many ways you can develop and hone your adaptability skills. One of the best ways is to simply make a point of observing how people around you handle change. Pay attention to what works well for them and what doesn’t, and then try to apply those lessons to your own life.
Additionally, stay open-minded and flexible in your own approach – be willing to try new things and embrace change instead of resisting it. Of course, not every situation will be perfect. HR leaders need to be able to become comfortable with change, and be able to support staff with how they can also effectively deal with, and adapt to, an ever-changing working landscape.
Saadia Hussain,
Pearl Scan
Brett Farmiloe is the Founder and CEO – and currently CHRO - of Terkel.io, a platform where business leaders can answer questions related to their expertise and get published in articles featuring their insights.
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