4 Ways Digital Communication Can Impact DE&I

Employee expectations have changed a lot in recent years. The moral code of employers has come under increasing scrutiny. Job seekers are attracted to organizations with a culture of diversity, equity and inclusion (DE&I), where personal values ​​are respected and valued.

Unfortunately, too often, employees seduced by great words and proclaimed policies of diversity, ethnicity and inclusion quickly move on because of the contrast between expectations and reality. This is especially true when declared values ​​are ignored and individual values ​​are ignored.

A recent survey by WorkJam, a leader in frontline digital workplaces, shows that the most common reason given by Gen Z employees looking for a new job is a lack of appreciation or a sense of be underestimated (36%).

This begs the question: how can employers better demonstrate that the DE&I policies they are so proud to display are indeed part of their corporate culture?

The answer lies in digital communication.

How digital communication can improve your DE&I processes

The importance of DE&I has grown exponentially over the past two years. As awareness and attention increases on this important subject, it becomes necessary for companies to show that there are real teeth behind the right words in documents describing their corporate culture. Faced with the real threat of being called upon to wash away diversity when DE&I theory and practice do not match, it is up to companies to prove to their employees and customers that they can do more than talk about integration. .

Why is this important? This is important because in order to be inclusive, head office first needs a way to connect with its employees, especially frontline workers who often don’t have an email address. ‘company. This is where a frontline digital workplace comes in.

Four ways digital communication can turn enterprise DE&I into action

  1. Give your employees a voice

Corporate communication has historically relied on the “we talk while you listen” managerial approach. Frontline workers often feel marginalized. Not just because they don’t have a say, but because it might seem like no one would be interested in hearing their views, even if there was an easy way to communicate them. Integrating a frontline digital workplace that includes digital communication can provide a solution – creating a two-way communication flow that fuels an open communication culture where every team member has a voice – regardless of role , gender, ethnicity, age or orientation. This puts the potential for fundamental change within everyone’s reach.

2. Transforming learning and development

Learning and Development (L&D) opportunities are more essential than ever. In the context of a global skills shortage, companies are facing increasing pressure to create their own talent at all organizational levels. For frontline workers, this means increased opportunity for career development. Help more employees who started out at the coal face advance to leadership positions by building knowledge and understanding of the business. Unfortunately, L&D showed enormous potential for bias. Managers nominate their preferred candidates. Opportunities are mentioned in one team briefing but missed in another. Individuals are neglected because they do not fit the established “form”.

Digital communication channels can not only ensure that every employee has access to every piece of information, they can also change the way training and development is delivered. This gives employees access to the training and development tools they need when they need them. This automatically takes DE&I to higher levels in your organization through career development. The benefits are countless, including ensuring that no one is overlooked and no one is given preferential treatment – ​​opening up every opportunity for career development to every employee.

3. Enable Accessibility

True diversity and inclusion means that all opportunities are accessible to all and not just encouraging employees of all ethnicities to engage in training and development. On the contrary, it ensures that accidental exclusion becomes impossible. A frontline digital workplace that includes a powerful digital communication tool also overcomes language barriers with online translations.

Digital tools can also make learning more engaging through different types of media in your training programs. People learn differently, and by including various types of media such as videos, PowerPoint presentations, PDFs, and SCORM files, companies have a better chance of enriching their diverse workforce.

4. Focus on employee retention and advancement

Along with feeling a lack of appreciation, a lack of commitment is one of the most common reasons for employee turnover. Employees who don’t feel heard and appreciated don’t feel connected to their company. And it happens so easily among front-line workers, who are usually a long way from headquarters. Encouraging employees to build relationships with their colleagues creates a sense of community that builds loyalty. You can build team cohesion and support career progression by facilitating open, real-time communication. This ensures that you integrate diversity into your business from the bottom up.

True digital communication also allows for greater working flexibility. With digital tools such as Shift Swap, where frontline employees can communicate about their shift changes not only with colleagues at their location but with others in their area, it allows employees to have a better work-life balance, which is essential for employee retention. Digital tools like shift swapping also eliminate the need for manual coordination. This means frontline workers have equal access to shifts as long as they have the right qualifications and meet scheduling requirements.

As mentioned earlier, above all else, digital communication has the power to make your team members heard. If you have any desire to embed inclusivity into the heart of your business, it is essential to listen to the views of your employees and allow them to easily share ideas and concerns.

Whether it’s digital HR processes that allow employees to address their concerns without also generating tons of red tape and annoyance or the creation of forums or micro-communities where employees can socially interact, collaborate or share ideas, digital communication helps all employees be heard effectively. .

For example, DE&I matters. And not just because it’s “the right thing to do” – although that should be reason enough. But because the expectations of your frontline staff have evolved. Employees expect more from the companies they work for. They demand moral standards and increasingly demand that those standards be taken far beyond lip service. Integrating a frontline digital workplace with two-way communication that allows frontline workers to answer and ask questions goes a long way in changing the status quo.

By Mark Williams, Managing Director EMEA at WorkJam.

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