Since 2020, a light has shined brightly on companies’ diversity, equity and inclusion (DEI) efforts. In this day and age, it’s no longer optional for companies to be diverse and inclusive. If they’re not, they risk their reputation and potential revenue intake.
Create an Employee Check-In Survey
Knowing how each member of a market research team is faring shouldn’t be a guessing game. Getting their firsthand feedback is how holes and inequities in their employee experience can be detected and mitigated. Conducting an employee check-in survey ensures all team members’ concerns are heard and allows leaders to make changes where needed.
Encourage Guided and People-Led Discussions on Important Topics
Supplement formal DEI initiatives with informal opportunities, such as guided discussions within an employee online community. These discussions can begin with a question or prompt, with team members responding to the question/prompt or other comments.
While guided discussions are important, team members should also have a space where they can take the initiative, freely converse about DEI topics and share their ideas and experiences. These discussions often result in more organic dialogue about a team’s culture, which gives another perspective that some might not have been aware of otherwise.
Form an Internal Committee
Establishing a dedicated DEI action group composed of diverse employees can have a lasting impact on a company’s culture, as these team members share a common goal of spreading awareness and spearheading change across the organization. Committee members can brainstorm ways to improve DEI efforts, develop specific initiatives and research resources, such as podcasts, articles and organizations, that should be on a market research team’s radar.
Hold Focus Groups
The most direct way to understand how team members feel is to run a focus group. While check-in surveys provide quantitative data, focus groups can supplement that information with deep qualitative analysis. This gives employees a voice, allowing them to take the conversation into their own hands and discuss trends in the data. Employees can also provide context to specific survey answers and help brainstorm solutions.
Host Training Sessions with DEI Experts and Online Training
Improving DEI within a team’s culture starts with uniting everyone under the mission. Training sessions with experts in DEI are an efficient way to align all team members on how to create an inclusive workplace. These training sessions can help teams recognize the importance of language, use privilege to practice allyship and interrupt bias when it appears. One can also have all new hires take unconscious bias training during onboarding to set expectations upfront.
To Know More, Visit @ https://hrtechcube.com/5-ways-to-bring-dei-to-the-forefront-of-market-research-teams/
The pandemic has completely changed employee expectations and it’s important for employers to take note of this shift.
Why?Because, according to the Thrive XM Index 2020 report, companies that prioritised employee experience not only performed better once COVID hit, but grew.
This supports the idea that a better employee experience yields better results overall.A Towers Watson study was also able to find a link between employee experience (EX) and financial performance.This points towards the fundamental belief that a good employee experience is at the heart of financial success.
But, how can companies enhance employee experience in this new normal?The Fundamentals of Employee ExperienceConnection and contribution are the fundamentals of employee experience.
Employees need to be able to connect with their colleagues and organisational purpose as well as feel they are contributing to the business and are being rewarded accordingly.Here are ways that you can enhance employee experience in your organisation:Read more
