www.hrexchangenetwork.com Open in urlscan Pro
3.33.153.161  Public Scan

Form analysis
3 forms found in the DOM

GET https://www.hrexchangenetwork.com/search

<form method="GET" action="https://www.hrexchangenetwork.com/search">
  <div class="input-group col-md-12 pr-0">
    <input id="query-input" name="q" type="text" class="search-query form-control" placeholder="Search..." style="padding: 0.375rem 0.75rem;">
    <span class="input-group-btn">
      <button class="input-group-text" style="background: none; border: none; padding: 0.375rem 0.75rem;" id="searchPrepend"><i class="fas fa-search"></i></button>
    </span>
  </div>
</form>

GET https://www.hrexchangenetwork.com/search

<form method="GET" action="https://www.hrexchangenetwork.com/search">
  <div class="input-group col-md-12 pr-0">
    <input id="query-input" name="q" type="text" class="search-query form-control" placeholder="Search..." style="padding: 0.375rem 0.75rem;">
    <span class="input-group-btn mt-2">
      <button class="input-group-text" style="background: none; border: none; padding: 0.375rem 0.75rem;" id="searchPrepend"><i class="fas fa-search"></i></button>
    </span>
  </div>
</form>

POST https://www.hrexchangenetwork.com/register/email?ty-pej

<form action="https://www.hrexchangenetwork.com/register/email?ty-pej" method="post">
  <input type="hidden" name="_token" value="KTFe9M37O3GtZe8g5GJZdmoMhgBWx2e3MeJcCI07">
  <div class="form-group col-12 mb-1">
    <input type="text" name="email" class="form-control text-center rounded-0" placeholder="Business Email" required="" value="">
  </div>
  <div class="form-group col-12">
    <button type="submit" class="btn btn-info btn-block rounded-0 text-uppercase">Subscribe</button>
  </div>
</form>

Text Content

×
HR Exchange Network
IQPC Digital
Get - On the Play Store
INSTALL

Keeping HR professionals at the forefront of industry change

 * Content
   Articles Case Studies Columns Infographics Interviews News Online Events
   Podcasts Reports Tech Demos Videos Webinars Whitepapers
 * Events
   Conferences Exchanges Free Online Events Webinars
 * About Us
   Advisory Board About HR Exchange Network Contributors Advertise With Us
   Contact Us Become a Member
 * 
 * Sign In
 * Sign Up

 * Content
   Articles
   Case Studies
   Columns
   Infographics
   Interviews
   News
   Online Events
   Podcasts
   Reports
   Tech Demos
   Videos
   Webinars
   Whitepapers
 * Events
   Conferences
   Exchanges
   Free Online Events
   Webinars
 * My Network
 * About Us
   Advisory Board
   About HR Exchange Network
   Contributors
   Advertise With Us
   Contact Us
   Become a Member
 * Sign In
 * Sign Up


Compensation & Benefits DEI Employee Engagement & Experience Employment Law HR
Technology Learning Mental Health and Wellness People Analytics Recruitment &
Talent Acquisition Shared Services Talent Management
Filter Categories
Compensation & Benefits DEI Employee Engagement & Experience Employment Law HR
Technology Learning Mental Health and Wellness People Analytics Recruitment &
Talent Acquisition Shared Services Talent Management


5 WAYS TO MAKE THE WORKPLACE MORE INCLUSIVE

Add bookmark

--------------------------------------------------------------------------------

Tags: diversity equity inclusion gail manley fidelity investments Column article
DEI belonging teamwork teams accessibility neurodiversity affinity groups
Employee Resource Groups sense of belonging diversity and inclusion D&I

--------------------------------------------------------------------------------

Gail Manley
01/12/2023


--------------------------------------------------------------------------------



It seems like so long ago when we all packed up our desks and went home thinking
we’d be working remotely for just a few days or weeks at most. Those weeks
turned into months, and here we are nearly three years later. What I remember
most about those early days was the discomfort many felt about this “new normal”
working from a kitchen counter, corner of the bedroom, or for the lucky ones, a
home office.

> WATCH: Recruiting and Talent Acquisition

The beauty of that time was that everyone was in the same boat – home. We were
all figuring it out, most of us working in more casual clothing, children and
pets climbing onto laps, cameras and microphones that sometimes didn’t work. We
muddled through collectively until it did, in fact, become “the norm.” The
bright spot of a workforce that went 100% remote during the pandemic is that it
became a great equalizer in many ways. As we see more companies moving to hybrid
and returning to in-office work, here’s how we can bring inclusive best
practices from remote work into our future.

> WATCH: HR and Future of Work
> 
> Advertisement


INCLUSIVE SPACES

When hosting hybrid meetings, inclusivity starts with eliminating multi-tasking,
side conversations and for those joining remotely, turning on video cameras and
being fully present and engaged. On a Zoom call, everyone takes up the same
physical amount of space in a single square box. At Fidelity, we encourage
people to include their pronouns in their Zoom name, so we could share our
identity and encourage others to do the same.

As we shift to more in-person work, we’ll need to be more intentional about the
visibility of our pronouns and use them as part of our introductions. When
holding a hybrid meeting, introduce yourself by name, title, and pronoun to
provide context and introductions to those in the group. Being referred to by
the correct pronoun and having your name pronounced correctly is one simple way
we can respect and celebrate our unique identities.

Another tool we can use to be more inclusive is closed captioning. It should be
enabled consistently and for those joining remotely, encourage the use of emojis
to express emotions and body language. Hybrid meetings can create different
experiences for those inside and outside of the room.  The camera may not pick
up everyone, and for those joining virtually, it can be hard to decipher who is
speaking. For this reason, encouraging all meeting participants to stay on
camera, even in the room, is an important component of successful hybrid
collaboration.

Advertisement


Documents should be shared ahead of time to ensure everyone has access to the
materials and has time to process the information, particularly for those who
have longer processing and sensory needs. These actions take additional time and
may feel like an extra step at first, but just as we moved into remote working,
the more we work this way, the sooner it will feel like second nature.

> READ: HR Guide to DEI: Diversity, Equity, and Inclusion


FEELING SEEN

Building awareness in the workplace fosters a greater sense of belonging and
creates a more positive environment. One small example of how this can work is
through the ability to change skin tones in digital tools like Zoom, Yammer,
Microsoft Teams, and other digital applications.

Advertisement


Another is the acknowledgement by managers and colleagues of days that matter in
the diverse communities that your workforce represents. These days may not
necessarily be identified as paid company holidays but are still important and
impactful days that connect back to culture and appreciating differences. For
example, Yom Kippur, a very holy day celebrated in Jewish communities across the
globe, and Diwali, one of the most important Hindu festivals may not be company
holidays but can carry personal significance and religious duties. Creating a
calendar of days that are considered significant helps when planning meetings.

Feeling seen can also be as simple as finding a place to connect with colleagues
about what’s most important in your life. Fidelity has employee-led communities
where people can celebrate diversity, share experiences, network, and bring to
light important conversations. One such group supports working parents and
caregivers. This group holds weekly coffee hours on Fridays for parents and
caregivers in all different stages, including those struggling with fertility,
adoptive parents, stepparents, and those caring for aging loved ones.  

> WATCH: Paving the Road to Self-Care


THE SPACE AND PLACE TO SHARE

While our affinity groups are a great place for employees to share experiences
and stories, another place is on internal social channels. We use an intranet
site to highlight employee stories, and we have internal social media
communities where employees can engage directly with one another. One Fidelity
associate recently shared his experience with autism. He shared personal details
about how he navigates the workplace, and in doing so he opened a dialogue that
led to hundreds of comments creating support and awareness around the topic of
cognitive diversity and unseen differences.


INNOVATION AS A TOOL FOR ACCESSIBILITY

Technology is a wonderful thing. Not only did it allow the entire world to work
remotely during a global pandemic, but it continues to provide new tools and
improvements that increases accessibility. Going beyond Zoom, we have focused on
ways to use commonly used programs such as Microsoft Word, PowerPoint, and Adobe
InDesign, to create accessible documents.

Also, we’ve made it easier for our managers and associates to create accessible
documents with step-by-step instructions. Using a Microsoft Teams bot, our
employees can learn how to make their Microsoft experience more accessible by
simply asking questions. It addresses a range of needs, including hearing,
mental health, mobility, neurodiversity, and vision, all within the application.
By exploring the latest add-ons and innovations, we can help ensure that
everyone has accessibility and the autonomy to work effectively to be
successful.


BENEFITS SUPPORTING DIVERSITY

Employers should continuously and consciously expand employee benefits and
design them to meet the needs of a modern, diverse workforce. Emotional
well-being support programs can help all employees manage the complexities of
work and life. We should consider parental leave and support for not only the
birth of a child, but for the many ways children join families including
adoption, fostering or surrogacy. Providing support for that beautiful, yet
challenging time is critical to ensuring that the individual can return to work
feeling encouraged and seen by their employer.

As we move forward, it’s important to remember that historically, discussions
about building awareness and inclusivity have been about physical or known
differences. We’re all unique, and our differences may not always be visible. We
must be aware of the differences that are unseen.

> REPORT: Employee Benefits Trends to Shape Your HR Strategy

A successful workplace of the future embraces diversity and prioritizes
inclusion as key areas of focus. We can all do the work to ensure that our
employees and coworkers feel seen, heard, included, and valued. That means being
deliberate about making steady progress and open about our areas of opportunity.
Driving sustainable improvements in diversity and inclusion—like any undertaking
of significance— requires time, a listening and learning posture, persistence,
humility, and an ongoing commitment to change.



JOIN THE GLOBAL HUMAN RESOURCES ONLINE COMMUNITY

Join HR Exchange Network today and interact with a vibrant network of
professionals, keeping up to date with the industry by accessing our wealth of
articles, videos, live conferences and more.

Join Now



The third-party trademarks and service marks appearing herein are the property
of their respective owners. Fidelity is not affiliated with the parties listed.

eReview: 1065655.1.0

Photo by Yan Krukau for Pexels

 

 


COMMENTS

You must Login or Subscribe to comment.


RECOMMENDED

Why Is It Important for HR to Hire Disabled People?
2023-01-24
By Kevin Grubb
DEI: 4 Best Practices for Organizing Effective Employee Resource Groups
2022-11-30
By Francesca Di Meglio
Business Case for Diversity, equity, and inclusion (DEI)
2022-10-14
By HR Exchange Network Editorial Team
Equality Day: Women Work More, Get Paid Less
2022-08-25
By Francesca Di Meglio
5 Key Takeaways from Diversity, Equity, and Inclusion Leaders
2022-07-18
By Francesca Di Meglio
5 Reasons to Join Diversity, Equity, and Inclusion
2022-07-11
By Francesca Di Meglio
Generations in the Workplace: Understanding Ageism
2022-06-29
By Francesca Di Meglio
How to Make the Workplace Friendly for the Neurodiverse
2022-06-27
By Claira Flores
PRIDE Month: 6 Ways to Show Up for LGBTQ+ Colleagues
2022-06-07
By Francesca Di Meglio
Common DEI Practices in HR
2022-04-13
By Francesca Di Meglio
International Women’s Day Series: Women Leaders in HR
2022-03-07
By Francesca Di Meglio
DEI: How to Ensure a More Inclusive Workplace
2022-01-31
By Francesca Di Meglio
MLK Center Promotes Diversity and Inclusion in the Workplace
2023-01-27
By Francesca Di Meglio
DEI: 6 Ways to Avoid Bias in Hiring
2023-01-11
By Francesca Di Meglio
DEI: Gain Perspective from a Disabilities Inclusion Influencer
2022-11-23
By Francesca Di Meglio
4 Reasons Elon Musk Will Regret Shutting Down Employee Resource Groups
2022-11-08
By Francesca Di Meglio
A Guide for Fostering Belonging & Inclusion at Work -- And Why it Matters
2022-09-16
By HR Exchange Network Editorial Team
The Business Case for DEI
2022-09-08
By HR Exchange Network Editorial Team
What Is the Difference Between FMLA and Paid Family Leave?
2022-07-19
By Francesca Di Meglio
< >


FIND CONTENT BY TYPE

 * News
 * Articles
 * Videos
 * Interviews
 * Podcasts
 * Webinars
 * White Papers
 * Infographics
 * Reports
 * Columns

HR EXCHANGE NETWORK COMMUNITY

 * Contact Us
 * User Agreement
 * Advertise with us
 * Cookie Policy
 * About Us
 * Become a Member Today
 * Sponsorship - Online Events
 * Media Kit

ADVERTISE WITH US

Reach HR professionals through cost-effective marketing opportunities to deliver
your message, position yourself as a thought leader, and introduce new products,
techniques and strategies to the market.

LEARN MORE

JOIN THE HR EXCHANGE NETWORK COMMUNITY

Join HR Exchange Network today and interact with a vibrant network of
professionals, keeping up to date with the industry by accessing our wealth of
articles, videos, live conferences and more.

SIGN UP TODAY!

HR Exchange Network, a division of IQPC


© 2023 All rights reserved. Use of this site constitutes acceptance of our User
Agreement, Privacy Policy and Cookie Preferences.



Careers With IQPC| Contact Us | About Us | Cookie Policy

 *  
 *  
 *  
 *  
 *  
 *  


×


Become a Member today!

PLEASE ENTER YOUR EMAIL TO JOIN FOR FREE

Subscribe

Already an IQPC Community Member?
Sign in Here or Forgot Password
Sign up now and get FREE access to our extensive library of reports,
infographics, whitepapers, webinars and online events from the world’s foremost
thought leaders.

We respect your privacy, by clicking 'Subscribe' you will receive our
e-newsletter, including information on Podcasts, Webinars, event discounts,
online learning opportunities and agree to our User Agreement. You have the
right to object. For further information on how we process and monitor your
personal data click here. You can unsubscribe at any time.




By clicking “Accept All Cookies”, you agree to the storing of cookies on your
device to enhance site navigation, analyze site usage, and assist in our
marketing efforts. To learn more about cookies view our Cookie Policy

Cookies Settings Accept All Cookies



PRIVACY PREFERENCE CENTER

When you visit any website, it may store or retrieve information on your
browser, mostly in the form of cookies. This information might be about you,
your preferences or your device and is mostly used to make the site work as you
expect it to. The information does not usually directly identify you, but it can
give you a more personalized web experience. Because we respect your right to
privacy, you can choose not to allow some types of cookies. Click on the
different category headings to find out more and change our default settings.
However, blocking some types of cookies may impact your experience of the site
and the services we are able to offer.
More information
Allow All


MANAGE CONSENT PREFERENCES

STRICTLY NECESSARY COOKIES

Always Active

These cookies are necessary for the website to function and cannot be switched
off in our systems. They are usually only set in response to actions made by you
which amount to a request for services, such as setting your privacy
preferences, logging in or filling in forms. You can set your browser to block
or alert you about these cookies, but some parts of the site will not then work.
These cookies do not store any personally identifiable information.

PERFORMANCE COOKIES

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and
improve the performance of our site. They help us to know which pages are the
most and least popular and see how visitors move around the site. All
information these cookies collect is aggregated and therefore anonymous. If you
do not allow these cookies we will not know when you have visited our site, and
will not be able to monitor its performance.

FUNCTIONAL COOKIES

Functional Cookies

These cookies enable the website to provide enhanced functionality and
personalisation. They may be set by us or by third party providers whose
services we have added to our pages. If you do not allow these cookies then some
or all of these services may not function properly.

TARGETING COOKIES

Targeting Cookies

These cookies may be set through our site by our advertising partners. They may
be used by those companies to build a profile of your interests and show you
relevant adverts on other sites. They do not store directly personal
information, but are based on uniquely identifying your browser and internet
device. If you do not allow these cookies, you will experience less targeted
advertising.

Back Button


BACK



Search Icon
Filter Icon

Clear
checkbox label label
Apply Cancel
Consent Leg.Interest
checkbox label label
checkbox label label
checkbox label label

Reject All Confirm My Choices