At CWC HR, we emphasize understanding our team's diverse backgrounds and experiences by monitoring workforce demographics. All too often, the data behind DEI goes unexamined, missing out on insights about who's in our workforce and what makes a difference for them. By studying our demographics, we get a clearer picture of the actual needs of our workforce and avoid making assumptions or stereotypes about the different groups represented. One of the most effective ways to measure DEI efforts is by tracking retention. Research shows DEI impacts retention significantly, with companies that prioritize inclusion seeing more than 5 times higher employee retention rates (Source: Great Place to Work). This gives us valuable insight into what's working and helps us create a better, more inclusive environment for everyone. By using both demographic and retention data, we keep our DEI strategies relevant and impactful for our entire team at CWC HR and the clients we serve.
Our company ensures that DEI efforts align with the needs and perspectives of our diverse workforce by creating employee resource groups (ERGs) and conducting regular listening sessions. One effective method we use to gather feedback is through quarterly DEI-focused surveys. These surveys invite employees to share their thoughts on inclusion, representation, and areas for improvement within the company. For example, we recently ran a survey that asked employees about their experiences with mentorship and career growth opportunities. We collected feedback on whether they felt supported and heard, and if they saw equitable pathways to advancement. Based on this feedback, we identified a need for a more structured mentorship program tailored to underrepresented groups, which we then developed and launched. By combining data from surveys with feedback from ERGs and listening sessions, we ensure that our DEI initiatives are not only relevant but also evolving with the real needs of our workforce. This approach allows us to make informed, employee-driven decisions that strengthen inclusivity and support across the organization.
At Software House, aligning our Diversity, Equity, and Inclusion (DEI) efforts with the needs and perspectives of our diverse workforce is a top priority. One effective method we use to gather feedback is through regular anonymous employee surveys. These surveys are designed to assess employee sentiments regarding our DEI initiatives, workplace culture, and areas where they feel improvements are necessary. By allowing employees to share their experiences and suggestions anonymously, we create a safe space for honest feedback, which is crucial for understanding the unique challenges and perspectives within our team. Additionally, we conduct focus groups that include representatives from various backgrounds and roles within the company. This qualitative approach allows for deeper discussions and insights beyond what surveys can capture. The feedback collected from these initiatives directly informs our DEI strategies, ensuring that our efforts resonate with our team members and drive meaningful change. By actively listening to our employees, we not only enhance our DEI initiatives but also foster a more inclusive and supportive workplace culture that reflects the values and needs of our diverse workforce.
Hi there (not sure who to address), I'm Skyler Khan, Forbes 30 Under 30 honoree, CEO of STAFT, and founder of a $100 million company with over 2,000 employees. Here's the truth: most DEI initiatives fail because leadership assumes they know what their employees need without actually asking. At STAFT, we don't make that mistake. We conduct anonymous, quarterly DEI-specific surveys that directly ask employees how inclusive they feel our workplace is and what changes they'd like to see. And we don't stop at gathering feedback-we act on it, fast. If you're not willing to let employees call out blind spots and then make immediate changes, your DEI efforts are just lip service. Best, Skyler Khan
At The Alignment Studio, we are committed to ensuring that our DEI efforts genuinely reflect the needs and perspectives of our team. With over 30 years of experience working across diverse settings in healthcare, I've seen firsthand the importance of fostering an inclusive environment where each voice is valued. To achieve this, we use a structured feedback system called "open forums" where our team members gather monthly to discuss challenges, share insights, and suggest improvements related to both their roles and the clinic's culture. This setting creates a comfortable space for our diverse team including physiotherapists, Pilates instructors, massage therapists, and allied health specialists to express their experiences without fear of judgment or reprisal. By encouraging open dialogue and actively listening, we gain a clear understanding of what's working and where adjustments are needed to better support everyone. One example of this process in action occurred when our team raised concerns about work life balance during the height of the pandemic, especially regarding flexibility in scheduling. As a leader with years of experience in balancing patient needs with clinician well being, I saw this as an opportunity to build a more flexible work structure without compromising our high level of care. After several discussions in these open forums, we implemented staggered shifts and telehealth options that allowed clinicians to work in ways that better suited their personal needs. This approach not only boosted team morale but also increased our team's ability to provide consistent care to patients, reflecting how our DEI efforts are rooted in practical, responsive action that benefits both our staff and clients.
We make DEI a priority by actively listening to our team's needs through regular, anonymous surveys that invite honest feedback. This approach helps us understand the unique perspectives of our diverse workforce and shape initiatives that truly resonate. Additionally, we hold open forums where team members can share their experiences and ideas directly, ensuring everyone feels heard and valued.