FEATURE
Alex Pusenjak , VP People & Culture at Fluent Commerce start somewhere . What helps is to take a barometer reading of where the organisation is in relation to DEIB ,” he continued . Pusenjak explains how global employee engagement surveys can be utilised to seek feedback on an organisation ’ s DEIB programme , and then targeted action can be taken while benchmarking progress .
He added : “ HR teams need to educate their leadership teams , making the ‘ business case ’ for DEIB so that it is baked into everything from the beginning . That way the accountability lies with everyone , rather than trying to create a programme and implementing it on your own . DEIB isn ’ t an ‘ issue ’ for the CEO or the senior leadership team to ‘ resolve ’ – it ’ s everyone ’ s responsibility . Strategic , impactful DEIB programmes that focus on belonging will develop far more results than any single HR programme , finding a way to inspire and retain employees throughout the year .”
The benefits of flexible working
Flexible and hybrid work models are still prevalent across many industries , and these can actually have a positive impact on women in the workplace . Brendan Noud , CEO at LearnUpon , said : “ Flexible work structures have been instrumental in attracting and retaining women in the technology industry , providing the opportunity for working mothers to better manage family responsibilities alongside career commitments . Return to office ( RTO ) mandates could turn back the clock on this progress , leaving many with no choice but to reduce hours or give up their career entirely .
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