To make their employees feel valued and included, employer efforts need to be tangible. One of the most impactful solutions is inclusive benefits programs.
To make their employees feel valued and included, employer efforts need to be tangible. One of the most impactful solutions is inclusive benefits programs.
Corporate diversity, equity, inclusion, and belonging (DEI&B) programs are a work in progress, as HR leaders across industries are continually learning what it takes to make a long-term difference in attracting, retaining, supporting, and promoting a diverse workforce today. But change doesn’t happen overnight, and for many, it feels like all of the hard work they’re putting in to build a more diverse team and attractive employee value proposition isn’t resulting in happier, more engaged employees fast enough.
It’s important to have a holistic approach to diversity and inclusivity in the workplace, which means that organizations need to focus on all aspects of diversity. This includes race, gender, ethnicity, culture, and disabilities, among others.
We often talk about a shared company culture that employees can identify with and embrace, but we hardly talk about the benefits of promoting individuality as part of that company culture.
While nondiscrimination testing might sound like a culture-building exercise, it’s actually a much more specific set of 401(k) testings conducted by the IRS to assess the financial equity of a company.
Many organizations continue to work in remote and hybrid models as the pandemic winds down, but many employees, when given the option to return to work, would actually prefer to continue working remotely. Our new guide, Taking Care of Remote Employees: The Key To Business Success Beyond the Pandemic, gives you actionable steps to ensure that your employees feel supported no matter where they are working.
