HR TECHNOLOGY BRIAN DONN
Technology at the forefront of meaningful change Brian Donn, Managing Director, Australia and New Zealand, Ceridian, looks at the data on diversity, equity and inclusion (DEI) and asks what is needed to create meaningful change.
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EI has become a strategic priority for organisations around the world. Now, more than ever, employees want to work for companies that share their values. Not only do they want to be treated fairly, they also want to be a part of an organisation they believe will have a positive effect on their life and the broader community. As McKinsey’s latest research shows, DEI directly affects a company’s bottom line: diverse companies are likely to outperform less diverse peers in terms of profitability. And executives are clearly taking note. In its analysis of S&P 500 earnings calls, Harvard Business Review found that, since 2018, the frequency with which CEOs talk about equity, fairness and inclusion has increased by 658 per cent. Despite these trends, Ceridian’s 2022 Pulse of Talent Report reveals only 13 per cent of surveyed workers in New Zealand consider their organisation a leader in DEI. Furthermore, 27 per cent suggest, 34
HUMAN RESOURCES
WINTER 2022
despite often hearing about their organisation’s DEI strategy, they don’t see results reflected in workforce culture. So, the question remains, what does it take to create meaningful change? Building a DEI culture that can withstand constant change requires more than a mission statement. To go beyond lip service, business and HR leaders need to abandon outdated processes and leverage technologies that use the latest advances in machine learning, data analysis and artificial intelligence to produce real, actionable results. This will help create equitable and efficient outcomes, and make their organisation more human, agile and innovative. Here are three ways you can get started.
Building a DEI culture that can withstand constant change requires more than a mission statement.
Harness employee feedback to drive change
Creating an equitable and diverse workplace culture in line with a holistic employee experience requires constant feedback. As most know, cultural shifts take time. Organisations should set benchmarks
to track progress and assess how their efforts are moving the needle. To truly consider all perspectives, creating mechanisms for employees to anonymously share feedback is critical.
Despite these trends, Ceridian’s 2022 Pulse of Talent Report reveals only 13 per cent of surveyed workers in New Zealand consider their organisation a leader in DEI. For example, deploying companywide pulse surveys will arm leaders with the information needed to make smarter decisions and help reduce patterns of discrimination or bias within a particular area of the business. Anonymous feedback via an employee pulse survey can help substantiate the need for immediate action on smaller, more pressing issues as well as inform long-term strategies. HR leaders and managers can encourage employees to use engagement and check-in tools to facilitate conversations and transparently communicate how they’re feeling.
Leverage innovative HR software
Technology can help workplaces make significant strides to
