The Latest on Trend #4: Inclusive Practices to Get, Keep, and Grow Talent
2021 1st Quarter Update
During the first quarter of 2021, strategies that organizations can use to cultivate inclusive work environments continued to be a topic of great interest. It is important for organizations to be knowledgeable of and act on ways to support all employees regardless of their background, with special attention paid to how the pandemic and changing work context (e.g., remote work, essential worker status, job insecurity, etc.) have differentially impacted workers based on their identities. Below are examples of the work SIOP members are doing to advance the conversation in this area.
SIOP and the National Academy of Human Resources published a report that summarizes interviews conducted with Chief Human Resource Officers and scholars who research diversity, equity, and inclusion. Five major themes around the importance of leadership, communication, talent pipelines, HR policies/practices, and remote work were identified and discussed, as well as avenues for future research.
SIOP members Danielle D. King, Abdifatah A. Ali, Courtney L. McCluney, and Courtney Bryant wrote an article entitled, “Give Black Employees Time to Rest and Recover,” for Harvard Business Review. In it, the authors advocate for the rest and recovery of Black employees, especially during current times, through strategies such as boundary setting, identity affirmation, and collective healing.
SIOP member Katina Sawyer was quoted in a Washington Post article, “Going Deeper with Diversity and Inclusion” and highlights the need for organizations to pay attention to how multiple identities intersect to impact workplace experiences.
In a piece written for The SHRM Blog, Ludmila N. Praslova identifies factors that can derail diversity program efforts and describes how inclusive organizational design can serve as a solution.