Bailey Edgell Senior Customer Success Coach at Culture Amp specializes in helping organizations use employee feedback to support diversity, inclusion and intersectionality initiatives at Culture Amp. At the 2019 Sapling Connect Summit, she spoke about ways to include these initiatives in your onboarding program. You can watch her session here.
Diversity – the range of human differences including race, ethnicity, gender, sexual orientation, age, social class, and others.
Inclusion – the act of making a person part of a group or collective where each is afforded the same rights and opportunities.
Intersectionality – considers different systems of oppression, specifically how they overlap and are compounded. It aims to understand how various aspects of a person’s identity can impact their living experience.
It is common for organizations to begin focusing specifically on diversity. They may begin by working to increase diversity in the hiring pipeline or for internal promotions by trying to attract under-represented minorities. These are good ways to start but focusing on diversity alone will not work if you do not have an inclusive culture. Diverse talent requires an inclusive environment that acknowledges their intersectional identities to thrive.
Onboarding is your first opportunity to show employees that they can bring their full selves to work and they are welcome, regardless of identity. Onboarding is also an opportunity to show others how they can be a contributing part of that inclusive environment.
Onboarding surveys are great measurement tools to see if a company’s diversity and inclusion initiatives are giving the expected outcomes. By using the initial survey as a baseline, we can track development over time and determine if our diversity and inclusion programs are successful.
Bailey recommends adding the following questions to your onboarding surveys:
Use demographic data to study and examine intersectionality results, because different individuals will have different experiences. This will give you more fine-tuned analytics.
In closing, Bailey encourages you to go beyond just diversity in your onboarding programs. Build an inclusive environment that acknowledges intersectional identities and embeds D&I concepts into your onboarding experience. You can measure your impact in an onboarding survey with questions focused on diversity and inclusion. If you include these concepts in your onboarding process, your efforts will speak to your employees of your dedication to not only diversity but also inclusion and intersectionality across your organization.
Need help building diversity, inclusion, and intersectionality in your onboarding programs? Sapling can help! Get your free demo today.