WORKPLACE CULTURE 360 AUDIT
Diversity, equity and inclusion has become a "top of the list" initiative for many companies who want to show themselves as fantastic places to work. Studies show that 62% of companies believe their is a gap in their DE&I efforts. Diversity and inclusion has been a focus as a workplace culture developer for several years but it has only been recently that equity was added to the equation. Sadly, for many, DE&I is just another box to be checked off and not a real, leadership-backed initiative. However, more and more companies realize that DE&I is not just a people management tactic, it's a business strategy.
The issue many companies are having is that the implementation and execution of DE&I strategies is not always well-thought out. There could be diversity but no inclusion. Inclusion may be evident but there is no equity or sense of belonging. Staff members can go through diversity training to learn what diversity is but are not receiving training on how to create an inclusive culture. Or, the DE&I strategy development team may not be as diverse as it should be when it comes to innovative and non-biased mindsets or even the makeup of the team. the biggest issue most companies have when they do have a DE&I initiative that it does not have a strong foundation. There are no goals tied to it. If there are goal attached to the initiative, they don't allow proper evaluation because they are not tied to any KPIs. Maybe a clear and shared meaning of DE&I has not been established so that the key players are on the same page. It is impossible to launch an effective diversity, equity and inclusion program under those circumstances.
It is my belief that any DE&I initiative should have an external, extra set of eyes to review the program to ensure that unconscious biases are not present, that all of the right elements are included, that the right people are involved, and that the overall perception and foundation of the program is one that garners support from decision-makers and actually delivers the results that such a program is supposed to.
Gender equity is a major component of DE&I programs. Notable improvements have been made but there is still more work to be done when it comes to women being given equal opportunities for leadership positions, to be paid the same salary her male colleague is paid, to have access to influential mentors, to be judged on her actual abilities and not historical stereotypes, and to be awarded a fair share of venture capital for her business.
Employee development is another area of review. A well-developed workforce is a happy, engaged, and productive workforce. The kind of professional development opportunities offered to employees makes a difference. How much money is budgeted for training and development and how it is incorporated into the companies strategic plans is also explored. A recent study reported that 42% of job seekers say learning and development opportunities are an important benefit they look for when in the job search process. Another study, published by Inc., found that 37% of current employees said they would leave their job if they were not offered training and development opportunities. Learning and development initiatives or the lack thereof can have a major impact on employee retention.
Onboarding is crucial to the talent management process. The experience a new employee has with getting acclimated on their new job will determine how long they will stay with that company. When a company has a thorough onboarding process 69% of new employees are likely to stay with the company at least three years. According to a study by Gallup, only 12% of employers believe they onboard new employees well.
Recognition and appreciation go a long way when it comes to creating a workplace culture that values it's employees. No amount of recognition is too small. Employee recognition helps build company culture. When employers show their employees they value them through recognition, they are building trust. If trust is built, productivity and retention increases. Research shows that approximately 82% of employees work harder when they feel appreciated. Companies need to ensure that they have initiatives in place to regularly recognize and appreciate their staff, company-wide and per department. A workplace culture where the employees are recognized for the work they do to help the organization reach it's goals is an ideal work culture. A company that understands that it's people are their most valuable asset and treat them as such are the most successful.
SheBoss Unlimited will provide a 360 degree extensive review of your organization's work culture, processes and procedures in these areas. This includes helping you uncover the gaps and/or absence of key components and offering viable solutions, and assisting your company with creating systemic and sustainable changes.
My experience includes working in HR and career development-related functions, workplace- culture development, LDPs and training plans, and a passion for women's equity and advancement. All have provided me with expertise and knowledge in these areas. Being certified as a professional development trainer with an emphasis on diversity in December 2003, before DE&I became a wide-spread "thing", I understood how important diversity was to strong, and healthy workplaces. SheBoss Unlimited is committed to helping organizations like yours excel in this area and become an awesome place to work.
Contact me today to set up your Workplace Culture 360 Audit consultation!
LEADERSHIP DEVELOPMENT PROGRAM ANALYSIS
Ensure that your development programs don't have elements of unconscious biases and stereotypes and are created with consideration of the needs of the underrepresented members of your employee population. There are specific elements that every LDP should have in order for it to be successful; some obvious, some not so obvious. The LDP Analysis will provide insight on the effectiveness of your program and make recommendations on how you can enhance or improve it to create a workforce of high-potential employees that can help cut down on time to fill key positions, retain talented employees, and build a vibrant work culture.
Contact me today to set up a leadership program analysis!
LEADERSHIP PROGRAM DEVELOPMENT
Leadership development programs are a component of some DE&I programs. However, many are not created or developed in a way that creates equal opportunity for women or with consideration of the specific needs of women who are on a trajectory to advance in their careers and levels of responsibility. Creating fair and equal opportunities for women is a diversity and inclusion variable that needs to considered in every organization. The DE&I Audit will help your organization assess the effectiveness of your LDP structure, regarding the consideration of women, and to identify gaps and areas of improvement.
In order for businesses to thrive it is important for them to prepare and develop high-potential employees for leadership positions, this includes those who are at a disadvantage based on race, gender, ethnicity, sexual orientation, religious background, and disabilities. A leadership development program is necessary whether you have 100 employees or 10,000 employees. If your company does not have one in place we can develop one for you.
Contact me today to set up a leadership program development consultation!
SHE'S A BOSS LEADERSHIP COACHING FOR WOMEN
Women face a unique set of circumstances as they work hard to carve out a path to success and strive to reach their professional goals. They spend a lot of time trying to over come the doubles: Double Negative (black & female), Double Standards, & and the Double Bind. They often lack the same type of support men receive when in comes to mentors and sponsors. Stereotypical labels and misogynistic behavior prevents them from advancing at the rate they deserve to advance and be awarded opportunities they deserve.
The She's A Boss Coaching program was created specifically for women to help them understand the biases and stereotypes and provide them with strategies for dealing with them. This program also prepares women to show up as a woman and lead like a boss in her communication style and the way she uses her voice, her relationship-building, and her performance and productivity.
Every aspect of this coaching program is research-driven and specific to the needs of women leaders and high-potential and high-achieving women who desire to be leaders.
Enroll one or more of your female staff members for the She's a Boss Leadership Coaching Program today.
Goal-driven and progressive professional women can schedule one-on-one coaching sessions as well.
WORKPLACE DEVELOPMENT WORKSHOPS
SheBoss Unlimited also offers professional development workshops on the topics of:
*Team Building
*Onboarding
*Employee Engagement
diversity, equity, inclusion, leadership, coaching, training, leadership development professional development, workshops, performance, productivity, women leaders, female leaders, boss,
Diversity, equity and inclusion has become a "top of the list" initiative for many companies who want to show themselves as fantastic places to work. Studies show that 62% of companies believe their is a gap in their DE&I efforts. Diversity and inclusion has been a focus as a workplace culture developer for several years but it has only been recently that equity was added to the equation. Sadly, for many, DE&I is just another box to be checked off and not a real, leadership-backed initiative. However, more and more companies realize that DE&I is not just a people management tactic, it's a business strategy.
The issue many companies are having is that the implementation and execution of DE&I strategies is not always well-thought out. There could be diversity but no inclusion. Inclusion may be evident but there is no equity or sense of belonging. Staff members can go through diversity training to learn what diversity is but are not receiving training on how to create an inclusive culture. Or, the DE&I strategy development team may not be as diverse as it should be when it comes to innovative and non-biased mindsets or even the makeup of the team. the biggest issue most companies have when they do have a DE&I initiative that it does not have a strong foundation. There are no goals tied to it. If there are goal attached to the initiative, they don't allow proper evaluation because they are not tied to any KPIs. Maybe a clear and shared meaning of DE&I has not been established so that the key players are on the same page. It is impossible to launch an effective diversity, equity and inclusion program under those circumstances.
It is my belief that any DE&I initiative should have an external, extra set of eyes to review the program to ensure that unconscious biases are not present, that all of the right elements are included, that the right people are involved, and that the overall perception and foundation of the program is one that garners support from decision-makers and actually delivers the results that such a program is supposed to.
Gender equity is a major component of DE&I programs. Notable improvements have been made but there is still more work to be done when it comes to women being given equal opportunities for leadership positions, to be paid the same salary her male colleague is paid, to have access to influential mentors, to be judged on her actual abilities and not historical stereotypes, and to be awarded a fair share of venture capital for her business.
Employee development is another area of review. A well-developed workforce is a happy, engaged, and productive workforce. The kind of professional development opportunities offered to employees makes a difference. How much money is budgeted for training and development and how it is incorporated into the companies strategic plans is also explored. A recent study reported that 42% of job seekers say learning and development opportunities are an important benefit they look for when in the job search process. Another study, published by Inc., found that 37% of current employees said they would leave their job if they were not offered training and development opportunities. Learning and development initiatives or the lack thereof can have a major impact on employee retention.
Onboarding is crucial to the talent management process. The experience a new employee has with getting acclimated on their new job will determine how long they will stay with that company. When a company has a thorough onboarding process 69% of new employees are likely to stay with the company at least three years. According to a study by Gallup, only 12% of employers believe they onboard new employees well.
Recognition and appreciation go a long way when it comes to creating a workplace culture that values it's employees. No amount of recognition is too small. Employee recognition helps build company culture. When employers show their employees they value them through recognition, they are building trust. If trust is built, productivity and retention increases. Research shows that approximately 82% of employees work harder when they feel appreciated. Companies need to ensure that they have initiatives in place to regularly recognize and appreciate their staff, company-wide and per department. A workplace culture where the employees are recognized for the work they do to help the organization reach it's goals is an ideal work culture. A company that understands that it's people are their most valuable asset and treat them as such are the most successful.
SheBoss Unlimited will provide a 360 degree extensive review of your organization's work culture, processes and procedures in these areas. This includes helping you uncover the gaps and/or absence of key components and offering viable solutions, and assisting your company with creating systemic and sustainable changes.
My experience includes working in HR and career development-related functions, workplace- culture development, LDPs and training plans, and a passion for women's equity and advancement. All have provided me with expertise and knowledge in these areas. Being certified as a professional development trainer with an emphasis on diversity in December 2003, before DE&I became a wide-spread "thing", I understood how important diversity was to strong, and healthy workplaces. SheBoss Unlimited is committed to helping organizations like yours excel in this area and become an awesome place to work.
Contact me today to set up your Workplace Culture 360 Audit consultation!
LEADERSHIP DEVELOPMENT PROGRAM ANALYSIS
Ensure that your development programs don't have elements of unconscious biases and stereotypes and are created with consideration of the needs of the underrepresented members of your employee population. There are specific elements that every LDP should have in order for it to be successful; some obvious, some not so obvious. The LDP Analysis will provide insight on the effectiveness of your program and make recommendations on how you can enhance or improve it to create a workforce of high-potential employees that can help cut down on time to fill key positions, retain talented employees, and build a vibrant work culture.
Contact me today to set up a leadership program analysis!
LEADERSHIP PROGRAM DEVELOPMENT
Leadership development programs are a component of some DE&I programs. However, many are not created or developed in a way that creates equal opportunity for women or with consideration of the specific needs of women who are on a trajectory to advance in their careers and levels of responsibility. Creating fair and equal opportunities for women is a diversity and inclusion variable that needs to considered in every organization. The DE&I Audit will help your organization assess the effectiveness of your LDP structure, regarding the consideration of women, and to identify gaps and areas of improvement.
In order for businesses to thrive it is important for them to prepare and develop high-potential employees for leadership positions, this includes those who are at a disadvantage based on race, gender, ethnicity, sexual orientation, religious background, and disabilities. A leadership development program is necessary whether you have 100 employees or 10,000 employees. If your company does not have one in place we can develop one for you.
Contact me today to set up a leadership program development consultation!
SHE'S A BOSS LEADERSHIP COACHING FOR WOMEN
Women face a unique set of circumstances as they work hard to carve out a path to success and strive to reach their professional goals. They spend a lot of time trying to over come the doubles: Double Negative (black & female), Double Standards, & and the Double Bind. They often lack the same type of support men receive when in comes to mentors and sponsors. Stereotypical labels and misogynistic behavior prevents them from advancing at the rate they deserve to advance and be awarded opportunities they deserve.
The She's A Boss Coaching program was created specifically for women to help them understand the biases and stereotypes and provide them with strategies for dealing with them. This program also prepares women to show up as a woman and lead like a boss in her communication style and the way she uses her voice, her relationship-building, and her performance and productivity.
Every aspect of this coaching program is research-driven and specific to the needs of women leaders and high-potential and high-achieving women who desire to be leaders.
Enroll one or more of your female staff members for the She's a Boss Leadership Coaching Program today.
Goal-driven and progressive professional women can schedule one-on-one coaching sessions as well.
WORKPLACE DEVELOPMENT WORKSHOPS
SheBoss Unlimited also offers professional development workshops on the topics of:
*Team Building
*Onboarding
*Employee Engagement
diversity, equity, inclusion, leadership, coaching, training, leadership development professional development, workshops, performance, productivity, women leaders, female leaders, boss,