5 Things / 360
A new study from Boston College and the Society of Human Resources Management tells us that 65% of organizations believe DEI is important, yet 63% give little to no resources to DEI. This doesn’t surprise me. In my conversations with organizations, I find many who see DEI as an HR or L&D initiative. In other words, recruitment, and training. There are many DEI actions that can be taken that cost minimal external resources, such as policy changes and building inclusion nudges into process documentation.
I’m a big believer in the 360 approach – beyond HR and L&D, which is why I wrote Inclusive 360 and built our assessment tool. Here’s a beautiful example of how an organization (this one with A LOT of resources!) can become Inclusive 360.
Last month, the David Geffen Hall at Lincoln Center in New York reopened after major redesigns. The building was built on land formerly known as San Juan Hill, a low-income Black and Hispanic neighborhood with 7,000 families. That neighborhood was razed years ago as part of a racist “urban renewal” initiative. To correct historic wrongs, 42% of construction contracts for this massive redesign went to minority and women-owned businesses. They launched a robust training program, helping three dozen new construction workers get union cards. Lincoln Center itself increased its leadership diversity, with about 50% of leaders who are women and BIPOC. Finally, the debut concert for the reopening was a pay-what-you-can show called “San Juan Hill” celebrating the music and culture of the old neighborhood. All of this matters because it shows a 360 approach to equity and inclusion. A holistic approach is what’s necessary for true equity.
More good vibes I found this week:
2. Gay Racer Zach Herrin Made His Nascar Debut This Weekend
For the first time, an out gay man competed as a NASCAR racer. Zach Herrin made his debut on Friday, hosting a fundraiser for Phoenix Pride in advance of the race. This matters because NASCAR traditionally attracts a more conservative audience, and Herrin is unafraid to be out and proud, with car sponsors who fully embrace him.
3. Fortune 500 Companies Tie Executive Compensations to ESG Performance
73% of S&P 500 companies now tie executive compensation to environmental, social, and governance goals. DEI falls into the “social” pillar. The specifics of how pay is linked to ESG performance are vague, but still, this matters because it gives leaders some incentive to hopefully bring more commitment to and engagement with DEI initiatives. No progress sticks without accountability.
4 & 5. Several Major Companies Expand Workplace and Workweek Flexibility
Having trouble hiring? Consider a four-day workweek. The hospitality temp firm Qwick set a four-day workweek and saw job applications increase by 230%.
Unilever’s four-day workweek pilot in New Zealand was a big success, with a drop of 34% in absenteeism and stress over the 18-month period. The program is now expanding to Australia. In the program, employees can choose which day they don’t work while retaining 100% of their salaries and commit to doing 100% of their work in those four days.
Flexibility is top of mind for Hilton as well…the company is now allowing hourly frontline workers to work at multiple locations. Employees can now easily pick up shifts and switch locations even within the same week, even clear across the country.
This matters because flexibility can promote greater employee well-being, which can lead to greater employee loyalty.
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