intelligent

Data is everywhere in today ’ s workplace , from payroll to performance reviews and when analysed can shine a light on invaluable information , patterns and trends that can help leaders make informed and more holistic decisions when it comes to the likes of promotion or pay rise .

For organisations that have reward and recognition programmes , they have even more data at their fingertips to analyse and gain a more well-rounded view of employees . It can , for example , reveal hidden unconscious bias in the workplace .

Workhuman research into reward programmes for instance found that women received awards that were about 12 % less in value compared to men , including from other women .

THERE ARE

THREE KEY FACTORS FOR SUCCESS : GATHERING AND ACTING ON DATA , CULTIVATING PURPOSE-DRIVEN LEADERS AND DEVELOPING EMPLOYEE NETWORKS .

By looking at this data then and by also analysing how people communicate within an employee recognition programme to spot any areas of unconscious bias in written communication , leaders can set about creating an action plan and setting targeted goals to combat any issues .

An organisation also can ’ t have a strong culture of DE & I unless its leaders embrace its value . Leaders who genuinely make DE & I a priority and of organisational value will be the ones to thrive in the modern workplace .

These purpose-driven leaders will help drive DE & I throughout an organisation as a whole and have a knock-on effect for future leaders by imparting these values from the get-go .

As well as getting buy-in from leaders , developing employee-led networks and a strong community within a workplace are crucial factors in creating a more inclusive , diverse and equitable working environment . Without an employee community , there is no human connection – and in today ’ s hybrid working environment , this human touchpoint has never been so important , especially when it comes to representation , retention and advancement .

Of major importance here is psychological safety , a state where employees feel safe to be their full , true selves at work without fear of recrimination .

This is hugely important to creating a strong DE & I strategy and ensuring its culture flourishes , as when people are confident and comfortable being themselves at work , organisations will see a greater diversity of thought and input as well as a strong , inclusive workplace . �

LEADERS WHO GENUINELY MAKE DE & I A PRIORITY AND OF ORGANISATIONAL VALUE WILL BE THE ONES TO THRIVE IN THE MODERN WORKPLACE .