• Addressing Race in the Workplace: Advancing Diversity, Equity, and Inclusion

      DiMillo, Victoria; Brown, Alexis; Harrington, Brad (Boston College Center for Work and Family, 2021-05)
      Global companies realize the strength that comes from recruiting and retaining a diverse workforce and creating an inclusive workplace. Diversity encompasses many visible and invisible aspects of identity, but in 2021, it is clear that race continues to be an issue of particular concern. While many White Americans believe the United States to be a post-racial society, citing such events as the Civil Rights Movement of the 1960’s or the election of the first African-American president in 2008, tensions and inequalities persist. The events of 2020 made clear what people of color have always known; society has not come as far as many Americans believe. Recent events have highlighted the ways that centuries of systemic racism continue to shape our society, from our schools to our neighborhoods to our workplaces. At the end of 2018, less than half of the companies in the S&P 500 had a Chief Diversity Officer or similar position, according to a study by Russell Reynolds. With the economy in flux and the future unknown, many companies are struggling to stay afloat and may not have the financial or management resources necessary to dedicate to diversity programs. And yet, most recognize that diversity and inclusion efforts must remain a business imperative. This paper focuses on the state of diversity in the workplace, the organizational impediments to implementing inclusive policies, and suggestions for building and maintaining diverse, equitable, and inclusive workplaces.
    • Benchmarking Summary: COVID-19 Crisis for Working Parents

      Boston College Center for Work & Family (Boston College Center for Work & Family, 2020-11)
      COVID-19 has presented a dramatic challenge for working parents and caregivers. Women’s careers, family stability, the economic recovery, and our efforts to make organizations more equitable and inclusive are all at risk. We wanted to collect information from our members to evaluate how the COVID-19 crisis has impacted working parents, and especially working mothers, and what approaches these organization have taken or plan to take to mitigate these challenges. Boston College's Center for Work & Family has a Workforce Round-table that meets 3x/year to discuss these types of issues and concerns. This brief study was to procure their reactions to the issues of working women and their challenges during this COVID Crisis.
    • Construction and Validation of a Short Inclusion Scale

      Lennox, Richard; Herlihy, Patricia A.; Sharar, David A., 1961-; Robey, Molly (WorldatWork, 2022-03)
      Despite a substantial interest in the effects of diversity and inclusion in the workplace, little attention has been paid to the scientific assessment of inclusion at work. This study designed and validated a new eight-item inclusion scale for use in a diversity and inclusion Audit. Following the work of Person et al. (2018) and April and Blass (2010), we started with a multidimensional structure containing from eight to 10 sub-scales (factors) and used Person et al.'s Diversity Engagement Scale (DES) as a starting point for our tool. Since the DES was designed for use within a large teaching hospital, many of the items were not considered appropriate for a broad workplace population. After constructing a new questionnaire with eight factors built from two main studies, we collected 258 responses in a convenience sample to create a new inclusion scale. A principal components analysis of the dimensions showed there is only one component underlying the eights factors. This analysis allowed us to create an eight-item scale based on an effect indicator model (Bollen and Lennox 1991) to measure the entire inclusion construct with a single score. Correlations with the validity questions provided some limited support for construct validity for the total scale score. The results of the study provide sound empirical evidence that the construct can be reliably assessed (α =.91) using a short unidimensional measure. The Workplace Inclusion Scale (WIS) is offered as a tool to establish a systematic and rigorous basis for conducting diversity and inclusion audits for a wide range of corporate organizations.
    • Creating space for difficult conversations

      Perspectives, 2020
      Conversations around diversity and inclusion have been happening in and around workplaces for years. Starting conversations on racism, discrimination, and how your coworkers feel about how they are being treated can be challenging and uncomfortable-- but they are necessary. If your employees do not feel safe, they will most likely not share their true experiences and feelings. Whether you are a leader or a colleague, consider how your actions could lead someone to believe you are insensitive to their struggles. An employee or coworker not expressing their feelings and fears does not mean they do not exist.
    • Diversity, Equity and Inclusion: How you can get your organization headed in the right direction

      Thompson, Sunette; Eisler, Jonathan; Haywood, Stephanie; Calderon, Kellie (Perspectives, Ltd., 2020-09-03)
      This webinar was offered by Perspectives, Ltd. and focused on diversity, equity and inclusion and how to get your organization headed in the right direction. From webinar: "It is 2020, but 85% of executive positions in the U.S. are still held by whites. Only 3% are Hispanic and 2% are Black. What's more, women and minorities continue to under-earn white male colleagues. For those leading change at their organization, our panel of account managers shared 12 steps to creating a successful DEI initiative, as well as best practices and examples of some companies that are getting it right. We covered: • Where do things stand in the U.S. today? • Why launch a DEI initiative? • What steps should you take? • What are some best practices? • Who is getting this right? • Questions and answers In response, some of the questions we received were: "How do you get more employee participation in voluntary D&I training?" "Can you talk about some best practices when it comes to inclusive interviewing?" "Given these highly divided times in our country whether politically or otherwise, Are people really willing to address these issues without the fear of reprisal, layoffs, etc.?" To explore virtual sessions like these for your organization, contact jeisler@perspectivesltd.com.
    • Employee Resource Groups: A Strategic Business Resource for Today’s Workplace

      Casey, Judith C. (Boston College Center for Work & Family, 2021-11)
      Employee Resource Groups (ERGs) have existed in organizations for more than 40 years. In the past 5 years, however, ERGs have evolved from network- ing groups that promote diversity and inclusion to become key contributors to business strategy and operations. In our current global economy, multicultural competency and understanding is critical for business success. ERGs can utilize employee knowledge and expertise for talent management (recruitment/retention of diverse employees); to create culturally sensitive product development, marketing, and customer service as well as supplier diversity; and for building an inclusive and engaged workforce. ERGs are known by various names including affinity groups, employee networks and diversity councils. DiversityInc found that organizations often use the word “resource” to reflect the benefits of ERGs to the business mission, approach and outcomes. Welbourne, Rolf & Schlachter (2015) suggest that the term “business resource group” will be used more in the future to emphasize the benefits of ERGs to both employees and organizations. In this Executive Briefing Series, we will use the term Employee Resource Groups (ERGs). A 2011 Mercer report of 64 employers found that the average membership rate for ERGs was approximately 8% of the total global employee population ranging from less than 1% to over 20%, depending on the organization. The Employer Assistance and Resource Network on Disability Inclusion (EARN) indicates that 90% of Fortune 500 companies have ERGs.
    • Use Data to Improve DEI Performance Through an EAP Lens

      Sharar, David A., 1961-; Herlihy, Patricia A. (World at Work, 2021-12-07)
      A prevailing discussion in today’s workplace is the dialogue around diversity, equity and inclusion programs (DEI). Joan Williams and David White’s article in the Harvard Business Review suggested that past efforts to deal with these issues have basically failed. “White Americans are finally starting to understand that racism is structural,” wrote Williams and White. “The problem is not just a matter of a few bad apples, and it certainly won’t be solved by a few good conversations. To dismantle structural racism in our organizations, we must change our cultures.” The question is whether programs have actually stalled or has the “playing field” shifted and changed? The 2020 deaths of unarmed Black Americans, including Ahmaud Arbery, George Floyd, and Breonna Taylor, generated widespread agitation and protests across the United States. In the aftermath of the violence and unrest, many Americans have come to believe that the country needs to pass new civil rights laws to counter racial discrimination. This realization has also spilled over into private sector employee recruitment and retention practices. A majority of Americans believe private sector organizations bear responsibility for helping to create a more equitable and just society. As a result, a renewed urgency is being seen within workplaces to revise diversity policies and foster inclusion. A recent Fortune/Deloitte Survey found that 96% of CEOs agree that DEI is a strategic priority for their companies.
    • Women's Career Advancement Programs: Optimizing Efforts for Better Results

      Viñas, Keila L.; McHugh, Tina Lawler (Boston College Center for Work & Family, 2020-11)
      Long a key component of corporate America's Leadership development and diversity, equity and inclusion efforts, women's career advancement programs have proliferated in various forms over the years. These efforts include, for example, mentoring programs, accelerate leadership development training and a variety of work-life supports. Thee initiatives have been developed to address the existing gender imbalance in the workplace and to cultivate women in leadership roles.
    • The Workplace Inclusion Scale - Another Tool for EAPs

      Herlihy, Patricia A.; Sharar, David A., 1961-; Robey, Molly (EAPA, 2022-01)
      Chestnut Health Systems, the parent company of CGP, recently created a new psychometrically informed instrument to help the EAP field integrate inclusion into its services: the Workplace Inclusion Scale (WIS). The WIS is a tool that organizations can use to quickly assess the impact of diversity and inclusion efforts as perceived by those employees working within one or more departments and regional offices of an organization. Specifically, it is a method for EAPs, as management consultants, to offer HR, ben- efit departments, and diversity, equity, and inclusion (DEI) programs a unique lens to assess the perceived level of employee inclusion.
    • Workplace of the Future - HubSpot: Hybrid Work and Remote Inclusion

      Boston College Center for Work & Family (Boston College Center for Work and Family, 2021-09)
      We want to build a company where people can do their best work. Some people work best in an office, while others work best from a home office. And we heard this feedback from our employees. In April 2020, we sent a pulse out to our employees to get a sense of what they were thinking and feeling. The data showed that 61% of HubSpot employees are more likely to work remotely after COVID 19, and around 16% are interested in working remotely full time. They want flexibility and the ability to choose how they do their best work. That' s what helped guide this new vision. In 2021, 39% of our employees prefer to work from home, 18% in the office and 43% selected the @flex option. With increasingly distributed workforce, we like to say that our values live in our hearts, not in our hallways.