The data clearly supports what every HR manager instinctively knows: that greater diversity is better for their company’s culture and financial success. Excuse us for diving headfirst into math hour, but you can’t blame us for being excited… read on for some mighty powerful statistics!
Companies that rank in the top quartile for ethnic and cultural diversity arewhen compared to organizations with low diversity, while organizations that are gender diverse are 15% more likely to be profitable. Even funner fact: have demonstrated that diverse workforces lead to better decision-making and .
Still, even the most prestigious organizations still struggle to attract and retain a diverse workforce. On average, across UK companies. Hiring for variety isn’t enough; HR managers must adapt their onboarding processes to diversity hires in order to retain a varied workforce that promotes equality.
Just one in 30 C-suite leaders is a woman of color, according to ainvolving more than 200 American companies collectively employing more than 12 million professionals. Yikes! That means the board room can be a lonely place for female executives and minorities joining your company.
Females are reported to over-prepare and underestimate their abilities - use onboarding to create competitive advantages for your female hires and close that. Confidence at work can and should start before the work does - when creating your onboarding journey and material, think like a woman - include as many helpful manuals and provide opportunities for new hires to level with existing employees on the knowledge and confidence fronts.
Combine this with the additional pressure to perform at the highest level and manage unfamiliar teams of employees, and you can see why proper onboarding for these new hires from day one is essential for. Don’t let your #girlbosses feel like Tom Hanks in Castaway. Keep them from isolation island:
Bonjour, hola, halla! When saying “hello” to employees transferring from other parts of the world, consider proactively addressing the questions that they probably have but might be afraid to ask:
Keep in mind that these international employees may come from radically different cultures and work environments. What you consider to be common information may not be so commonplace to them, so feel free to share your knowledge!
Bonus Tip for Your #Internationalteam: Try these suggestions to make your office!
Let’s all say it together: parenting is a full-time job. In fact, a study of more than 1,800 working parents with children younger than 18 found that more than 50% struggle to. Now imagine navigating those challenges as a single mother or father... also known as the Olympics of parenting. Help your single parent new hires “go for the gold” (and ) by working with them during the onboarding process to create an adaptable schedule that meets their needs.
For example, arrange flexible hours or offer a work-from-home schedule at least part time (offering these twomay actually help you attract a more engaged and diverse workforce in the first place, in addition to retaining these top performers after day one).
Explaining family-related employee benefits—paid parental leave, flexible hours, health care benefits, vacation time, and tuition and student loan assistance—is particularly important when onboarding this type of new hire, and ensuring that you create a workplace that is welcoming to employees of all backgrounds and family structures.
Have you already created the perfect onboarding content for your diversity hires?
With Talmundo, you can make sure it’s delivered to your new star hire right when they need it most.