So, despite the common belief that it’s HR’s role to take control of the culture, it’s not: Culture sits squarely on the CEO’s desk. Staff will take their cues from their leaders-whether it’s about taking an active role in creating a diverse workplace, giving feedback, or making sure everyone is seen and heard.
Otherwise, any efforts to create a more equitable workplace will fall short. Are our equity values and behaviors woven into every aspect of the business, especially in hiring and performance management? If not, it’s time to ensure everyone-from the employees to the CEO-understands and is on board with the company’s commitment to diversity and inclusion.I suggest implementing a ‘no jerks allowed’ policy.” Guidelines such as these can help create an environment where everyone is respected and treated fairly. “If the friend creates a toxic workplace, the founder insists on keeping them around because of their friendship. Unfortunately, it is common for startup founders that they like to hire their friends, suggested Porterfield. Bad behavior-such as harassment and bullying-can cost companies lost productivity, liability costs, and damaged reputations. Are we addressing negative behaviors in our company? Culture will only be as good as the conduct tolerated.“Data can identify areas of inequities and support leadership teams in narrowing the gaps to make better decisions,” said Porterfield. So, collect meaningful data and analyze it. One study shows that giving meaningful feedback is a powerful way to create an engaged workplace.
Also, if you’re not tracking these metrics, you can’t know whether any feedback you get from employees is representative or anecdotal. Are we tracking our voluntary turnover, employee engagement, and satisfaction? Low numbers in any of these carry hidden costs that directly impact the bottom line.After all, values are only as powerful as you make them. “These values must be demonstrable”, she said. Does our organization have a clearly-defined vision, mission statement, and behaviorally-based value system? If not, why not? Porterfield proposes defining the top three to five values you stand for.To help, Porterfield recommended six questions everyone should ask themselves: That said, addressing workplace inequities is a team effort and everyone-leadership and employees-must do their part if fundamental change is to be achieved. After all, research suggests that social and leadership capital can help advance careers through networking and leadership training. In addition, according to Porterfield, recruiting qualified individuals from underrepresented communities and providing mentorships and education programs can also help. This means, for instance, implementing strategies to increase diversity at all levels and advocating for fair compensation packages and promotions. Organizations must look beyond the traditional equal-opportunity strategies to achieve such an environment and take proactive steps toward creating a genuinely inclusive workplace. Porterfield, founder of Silk Mountain-a company-culture-based strategic HR advisory firm-said, “I am seeing more companies succeed by turning their focus to the employee experience.” This, she continued, requires taking a holistic approach to DEI that goes beyond offering equal opportunity because “to create an environment where everyone can thrive and grow, you have to recognize that not all employees experience the same workplace challenges.” This sentiment is shared by Melissa Porterfield, a contributing author to The Everyday Woman’s Guide to Success in Your Business.
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