Diversity, Equity, Inclusion & Belonging Briefs

At the outset of the pandemic, employees were the top priority of boards, second only to continued liquidity. That focus intensified during the social unrest following the death of George Floyd. Now, the SEC’s new disclosure rules on human capital management (HCM) could further reinforce the focus on workers — at least temporarily.

Effective DEI strategies and initiatives often require changes in norms, talent processes, and leadership styles, all of which may encounter resistance. Change is difficult. Hence, this period of turmoil constitutes both an ideal and a challenging time for human capital leaders to take action and strengthen DEI within their organizations.

Labor shortages are becoming one of the main barriers for sustaining a healthy US economy, especially in industries that hire many blue-collar and manual service workers. Is this a passing phase or a long-lasting problem?

Because mental health is very individualized, it remains a challenge to create a realistic mental health culture that satisfies all employees’ needs. As with communication tactics, mental health programs must be diversified and measured in order to generate positive change.

There is much we can learn from other fields and sectors to inform and advance our D&I work. Restorative Justice offers a compelling way of thinking about and managing differences in ways that resonate with D&I principles. By working together, with our differences, we can collectively build stronger organizations and communities.

What principles, priorities and desired outcomes should inform the design and implementation of a corporate mental health policy – specifically one that is created to respond to episodes of mental illness experienced by employees rather than just addressing more generally mental health and wellbeing?