Natasha Nicholson

Post-pandemic, mental health in the workplace has become a priority as never before—and preventing harassment is at the heart of the issue. One community-based mental health organization puts it this way, “When you are harassed at the workplace, this makes more room for anxiety to appear.”

Did you know that anyone can be an active bystander? The city of Chicago believes in this so strongly that they have recently mandated organizations to provide bystander training for all employees. And we at Kantola are responding.

What does it take for managers to leverage the power of these diverse teams? And, how can you ensure they get the support they need to create an environment that makes employees want to stay? The answer is in cultivating inclusive management practices throughout your organization.

A job description and the hiring process are often the first opportunities a prospective employee will have to glimpse your company culture and the emphasis you place on diversity, equity and inclusion (DEI).

To be effective, diversity, equity and inclusion (DEI) starts with creating awareness and establishing a broad understanding of how employees can help cultivate a more inclusive work environment.

While many of your employees will embrace the idea of diversity, equity and inclusion (DEI), it’s not unusual for even the most inclusive organizations to face some pockets of resistance.

Organizations must take concrete steps to establish the culture, processes and systems that enable the kind of authentic inclusivity and equity that stakeholders expect. When striving to create a culture of inclusivity, employee advancement is one critical piece of the puzzle that can truly demonstrate a company’s commitment to DEI.

When you think of diversity, equity and inclusion, does socioeconomic class come to mind? Probably not. And you are not alone. As an awakening on the importance of DEI has blossomed, the idea that economically disadvantaged people should be the beneficiaries of DEI has slipped by most of us. It’s time to change that mindset.

Disruption. It’s the only real certainty in today’s shifting business environment. From a pandemic to a labor shortage to a pressing inflation problem, organizations are grappling with a lot. To cope with what they have in front of them, and what may be ahead, they need to be resilient and nimble—which is only possible with an innovative, productive, and collaborative workforce.

In an era where many states and organizations are committed to eliminating workplace harassment, companies across the nation have put the focus on creating a better work environment for their employees.