Diversity, Equity, & Inclusion You Can't Do It on Your Own

Diversity, Equity, & Inclusion: You Can’t Do It on Your Own

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Throughout my career, I’ve seen many companies struggle to cultivate scalable and sustainable Diversity, Equity, & Inclusion strategies, along with tackling unconscious biases head-on. Many don’t know where to begin, lack sustainable infrastructure, or are often applying “one-size-fits-all” antiquated  methods that are more statistical than people-driven.  

No matter what an organization’s pain points are, nothing excites my team and I more at Alchemy Consulting Group than giving organizations tailored tools to build capacity and manage resources for mission and people-driven results. Diversity is more than demographic numbers and filled seats. In order to thrive in this area, companies need innovative perspectives to think and talk about diversity, while equipping employees at every level with proven skills to foster equity and inclusion in the workplace, effectively.

For over 25 years, I’ve partnered with corporate, government and nonprofit entities bridging the gap between objectives and execution through robust coaching experiences that drive workforce transformation. Focus areas include DE&I, unconscious biases, leadership & team development, and communications. Each area is approached with real-time data assessment for custom solutions built to last. The process is facilitated transparently, involving people from across organizations to help identify strengths, development needs and issues. 

Communication, consultation and education is key to developing clear and concise solutions from a straightforward approach.

remote working

How to Build Unity in Remote Work Teams

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Over the last two years, many companies transitioned to remote and hybrid work modes during the global COVID pandemic. For large tech companies seasoned in driving high-performance remote teams, this conversion has been another day at the office. Other organizations whose employees once thrived on in-person communication and interactions are now experiencing some negative impacts of remote work arrangements. 

One of the significant concerns leaders have faced during this shift is maintaining a healthy and unified work culture where trust, accountability, and ownership are still the foundation and fabric. Many want to know how to keep their employees engaged with one another and the work, and it’s not impossible! However, it does require intention, strategy, and commitment from leaders and employees.

Whether in-person or remote, it’s important to remember that authentic workplace relationships don’t happen overnight. They are cultivated through genuine experiences that take place over time. Below are three powerful ways to strengthen employees’ unity, trust, and productivity in any remote workforce. 

  1. Host routine video calls. Encourage real-time team transparency and interaction just as you would in a traditional office setting. Videos are a great way to do that. Relax if you hear a baby crying or a dog barking in the background for a few moments. It’s not the end of the world. Be empathetic, kind, and patient with one another. After all, you’re in this together, right?

  2. Create shared habits. Employees are people, not robots, and remote work experiences must be humanized to the best of a leader’s ability. Get your team’s ideas and feedback on this! Ways to facilitate shared rituals include virtual coffee hours, weekly discussions on the most exciting projects, orchestrating a virtual watercooler, etc.

  3. Implement collaborative software. “Companies that utilize team collaboration applications report significantly increased group and personal productivity, have a faster time to market, and execute projects [quicker],” suggests Wayne Kurtzman, research director at the International Data Corporation (IDC). 
mental health workplace

Mental Health Awareness: 3 Ways HR & Workplace Leaders Can Help

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Since the onset of the Covid-19 pandemic, studies have shown that over 46% of global employees experienced a decline in mental health. Further data depicts that 83% of American workers experience mental health challenges and often feel their mental health needs are inadequately acknowledged or supported by their employers. Given the facts, many employees are window shopping for employment opportunities within inclusive work cultures, demonstrating equity and genuine care and concern. 

Employers and HR Leaders must understand that mental health is a real issue affecting millions of workers. That said, mental health isn’t a topic we should be afraid of or avoid addressing. If anything, work cultures should actively engage in professional training and dialogue to eliminate surrounding stigmas and be there for hard-working employees when they need us the most.

Outward productivity begins within. The highest-performing employees know they are valued for the person they are, not just their work. 

Below are three simple and practical ways employers can create an inclusive culture for employees with mental health challenges. 

  1. Promote professional education and awareness. Employees are worth the investment of an experienced consultant. Offer training, classes, and/or workshops that eliminate misconceptions, revealing the facts vs. myths.

  2. Provide safe spaces. Employers must intentionally cultivate safe and trustworthy cultures where all employees are respected and given the freedom to be open, honest, and talk things out confidentiality. Having vetted resources on hand is another great way to show empathy and inclusion.

  3. Regularly evaluate workplace stress. Employers should always see how their staff is managing heavy workloads. Constant stress and burnout can negatively impact mental health and overall performance. The work will always be there, but people won’t. Check-in on your people and take the time to see how they’re doing.