Julia Rehman MBA, MITM, MHA, FACHE’s Post

Diversity is incredibly vital to an organization. It's what makes your company grow because it's helps your brand to reach different groups of people. But we're focused on numbers. Number are important, as metrics provide data that can be used to gage our progress toward our goals. But it's easy to lose sight of human connections. Human connections are what build your team and help them feel grounded professionally. Find ways of connecting with your employees. What are their interests and passions? What do they find humorous? What makes them feel safe and supported? How can you make their workflow more efficient? Do you respect their boundaries? Do they respect each others' boundaries? What can you do to model professional boundaries? It takes time to invest in your employees because it takes time to get to know them. But if they you invest in them, they're more likely to invest in your company.

You can start your inclusion efforts by first understanding who your team members really are.

Talent retaining goes through getting to effectively know your team and being able to recognize their differences and each one’s strengths. It’s not about numbers, it’s about HUMAN BEINGS. 🎯

COME SEE ABOUT ... "To Retain Employees, Focus on #Inclusion -- Not Just Diversity" Harvard Business Review: "#Employees who differ from most of their colleagues in religion, gender, sexual orientation, socio-economic background, and generation often hide important parts of themselves at work for fear of negative consequences. This makes it difficult to know how these employees feel and what they want, which makes them vulnerable to #leaving their organizations. The key to #inclusion is understanding who your employees really are. Many organizations conduct employee engagement surveys, but most neglect to segment the data they collect by criteria such as gender, ethnicity, generation, geography, tenure, and role in the organization, missing opportunities to identify issues among smaller groups. #Focus #groups are another way to gain deeper insight into what employees care about. They are best #facilitated by a third party with no vested interest in the outcome so that employees can speak freely. A #one-#on-#one discussion with a manager can be the most powerful tool for finding out what an employee cares about. #But for these conversations to be effective, the manager needs to have an open-door policy and exude a 'tell me anything' persona." ...

Diversity is a start, but inclusion is the key to keeping your best people. But the secret sauce is those one-on-one chats. When employees feel comfortable sharing their whole selves, not just a work persona, that's when loyalty is built. Now the challenge: How to scale these intimate conversations across a whole company? Maybe that's the next frontier for inclusion – building a culture where open communication thrives. #Inclusion #EmployeeVoice #InternalCommunicaiton #EmployeeEngagement

EDI & Engagement - the one thing I would add to this article around segmenting surveys is being mindful of the sample size in small organizations. Anonymous engagement surveys become not so anonymous if demographics are broken down too far (again, in smaller orgs). Where this article really hits the mark for me is the use of 1-1 convo's in order to learn who people really are. #engagement #leadership #EDI

Start your Monday from the reflection on how inclusive environment you create as a leader and what can you do more. #inclusion #diversityequityinclusionbelonging

You can start your inclusion efforts by first understanding who your team members really are.

It's not enough to just have a diverse workforce. Companies must also prioritize inclusion to truly retain top talent. This HBR article highlights the importance of creating an inclusive work environment where everyone feels valued and respected. #diversityandinclusion #workplaceculture #employeeengagement #retention

You can start your inclusion efforts by first understanding who your team members really are.