Even under the best of circumstances, employees can engage in disruptive and inappropriate behaviors. This year, with its evolving uncertainties and stresses, it’s especially critical that managers know how to recognize and handle difficult employee behaviors and limit their harmful impact on the work environment and culture.
Like many industry events this year, the Society for Human Resource Management’s (SHRM) Inclusion 2020 conference this week was virtual. Covering a wide range of diversity and inclusiontopics, the three-day online gathering centered on strategies and actions to make workplace cultures more inclusive.
Traliant, an innovator in online sexual harassment training and diversity training, today announced new episodes to the Traliant Sparks video series, covering timely issues such as keeping political conversations civil and avoiding COVID-19 bias.
Designed to raise awareness and spark conversations about relevant workplace topics, Traliant Sparks are under 3 minutes long and provide a compelling way to engage employees and reinforce positive behaviors throughout the year.
There is growing evidence that workplace diversity promotes productivity, innovation, employee job satisfaction and an organization’s financial performance. Creating a diverse and inclusive workforce, however, means more than simply hiring employees of different backgrounds, races and genders. Rather, it requires a culture that consistently fosters inclusion, making employees feel accepted and encouraged to participate fully in the organization. One of the fundamental ways employers can create and maintain such a culture is through a Code of Conduct.
Organizations that demonstrate a commitment to diversity and inclusion are more likely to attract qualified job seekers and retain employees, highlighting one of the key benefits of embedding D&I in recruiting and hiring and other business policies and practices.