Over the last few years, we have worked with over 40 employers in Greater Cincinnati that are committed to improving the world of work for everyone. We are humbled that the region’s leaders have invited us to be partners in their diversity, equity, and inclusion journeys. Together, we have conducted equity-centered assessments of workplace policy and culture, developed action plans that deliver tangible results, and recognized and celebrated employers that are walking the talk.
It’s no secret that employee burnout is on the rise. The global pandemic has taken a toll on caregivers and set back women’s progress in the workforce by decades. Of course, burnout doesn’t happen overnight—it’s a culmination of triggers that cause an employee to be disengaged. There are a number of warning signs that an employee is likely burnt out, including detachment from workplace culture, lack of motivation, decreased productivity, increased mistakes, irritability and sensitivity, and absenteeism. In a recent survey conducted by Indeed, over 52% of respondents have experienced burnout in 2021 and 80% believe the pandemic contributed to workplace burnout. However, according to Gallup’s The Wellbeing-Engagement Paradox of 2020, as employees become more engaged, burnout decreases and productivity increases. As we navigate unprecedented changes in the workplace, consider taking these four steps to ensure your employees feel supported and engaged.
As Cincinnati’s oldest law firm, Graydon is dedicated to providing clients with top-notch legal services in a wide variety of areas—connecting with clients, colleagues, and their community. Understanding that the world is constantly changing, Graydon aims to be a leader in innovation—and this includes prioritizing diversity, equity, and inclusion initiatives. While gender disparities in leadership and attrition are industry-wide challenges, the firm is committed to addressing them head-on.
Before joining a Queen City Certified cohort, they knew that women were leaving as they approached more senior roles, yet had limited data to understand the root cause of the talent loss. Graydon was committed to reconceptualizing their company’s culture and was ready to partner with Queen City Certified.
Corporate America has played an important role in advancing LGBTQ+ rights over the past two decades. Many organizations have supported, attended, and hosted Pride events across the country, executive trailblazers have spearheaded important changes and expansions to workplace policies, and in 2020, 206 corporations signed an amicus brief to be filed with the US Supreme Court to protect LGBTQ+ employees from discrimination. Although there has been great progress made in recent years, there is still work to be done. At least 20% of LGBTQ+ Americans report being discriminated against because of their sexual orientation or gender identity when applying for jobs and 22% report that they have not been paid equally or considered for promotion.
Here are 6 ways your organization can help create a safe and inclusive workplace for LGBTQ+ employees this Pride month and all year long.
Did you know 67% of job seekers consider diversity when assessing a job offer? The hiring process is a pivotal first step in finding and retaining diverse talent. According to Francesca Gina, a professor at Harvard Business School, our unconscious biases “cause us to make decisions in favor of one person or group to the detriment of others.” Unstructured interviews, although common, are not a good predictor of a candidate’s success—they are subjective, often providing irrelevant information that can impact our decision-making. In fact, the University of Texas compared the performance of medical students that were initially rejected from their program but later admitted, to those that had been top-ranked. 72% of the difference in the initial student ranking was related to the Admissions Committee interviews. After one year of postgraduate training, they found no meaningful differences between the performance or attrition of the groups. It turns out, structured interviews are a much better predictor of performance and can lead to far more equitable outcomes.
