GrokTalk Blog

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.