Recruiting
Hiring is the first workplace dignity touch point. The element of inclusion should be factored in when looking for talent, planning outreach, reviewing applications, designing the interview and hiring processes, and more.
Learn MoreActions For Organizations
Organizational policies and processes shape workplace dignity in ways that affect everyone. We offer structural strategies designed to advance dignity, giving organizations the opportunity to prove that employees truly are their most prized asset.
Workplace dignity is not only influenced by day-to-day experiences and those in employees’ daily line of sight (thus, the practices outlined in “Actions for Managers”), it is also affected by organization-level systems and processes, often long in place, which structurally affect the employment experience. At each stage – from recruiting and onboarding to internal communications, from compensation and benefits to data and analytics, and beyond – there are opportunities to tangibly advance workplace dignity. And different teams with different functional responsibilities each have an opportunity to advance dignity at work as part of an overall commitment (it’s not just on Human Resources!).
So here we suggest some structural interventions and flag opportunity areas for consideration that can help honor dignity or, if not considered, can inadvertently lead to dignity violations. This is a non-exhaustive diagnostic, as many of these processes are deeply built out in organizations and might require more customized interventions. In addition, organizations of different sizes and states of maturity may not have all of these systems built out; however, where they are (even in part) opportunities for greater dignity centrality exist and where they are not reflecting now about how they might be constructed later will allow them to lift off, with strength.
At a fundamental level, dignity-centered organizations “recognize that talent is equally distributed, but opportunity is not. Above all, hold yourself accountable for the way things are, then work to improve." (Indeed.com)
For, “even when equal treatment is mandated by law, historical and ongoing discrimination against marginalized races, genders and abilities means the impact falls far short of the intent. Removing that systemic inequality means addressing it at the point of contact with people in those various systems — so, for many, ‘the conversation begins at the workplace.’”
By doing so, organizations put thoughtful, concerted action behind assertions that employees truly matter and drive organizational success.
Promote dignity throughout the employee lifecycle
Onboarding
In any workplace, the acclimation process for new employees matters. It must be consistent for all similarly situated employees. Across the entire organization, what is signaled as important during these initial days will shape new employees’ perceptions.
Learn MorePerformance Management
To meaningfully honor dignity and inspire continuous improvement (and to avoid year-end surprises), performance management should be part of a culture of ongoing feedback.
Learn MorePromotions
Recognition is a core element of workplace dignity. A dignity-centered promotion process empowers workers, advances inclusion, and demonstrates fairness.
Learn MoreSeparation of Employment
When employment ends, dignity should be honored through clear communications that prioritize empathy and appreciation, sensitivity to the remaining team, and exit processes that consider departing employees to be future ambassadors.
Learn MoreEstablish dignity-conscious working methods
Internal communications
Regular communication plays a central role in building employees’ trust in their employer. These communications drive workplace culture and influence employees’ attitudes and outlook.
Learn MorePolicy
Policies reflect what organizations reward and what they discourage. Because they may be dated or may have been drafted by teams that lacked diversity, ongoing review is critical to keep pace with changing cultural and workplace norms.
Learn MoreStrategic Values, Goals and Governance
Values, goals, and governance determine employees’ behavior and should be aligned with the principles of dignity.
Learn MoreGrassroots and Other Employee Efforts
Many employees lead external efforts that promote diversity or community engagement. In a dignity-centered organization, these efforts are rewarded, rather than dismissed or criticized.
Learn MoreCompliance and Other Training and Education
Workplace culture and conduct training is often required by law. This training can be adapted in creative ways to honor dignity, reflect diversity, and demonstrate stated values.
Learn MorePhysical, Remote and Virtual Workplaces
Where people work is central to their work experience. Both on-site and remote workplaces offer opportunities to honor dignity as well as potential dignity challenges
Promote economic dignity
Compensation
Fair, equitable, and sustainable compensation advances the dignity elements of recognition, inclusion, and fairness. Transparency and equal pay for equal work are touchstones, along with the ability to safely discuss compensation
Learn MoreBenefits
Thoughtful benefits reward contributions by employees; generate a sense of inclusion, recognition, fairness, and safety; and provide a crucial sense of well-being.
Align external engagement and the extended workplace with dignity best practices
Procurement and supply chain
Procurement and supply chain relationships involve workers who advance the retaining organization’s work. Treating contractor staff in a way that doesn’t align with organizational values can degrade trust. And having a dignity mindset when deciding what goods and services to purchase can deepen commitments to underserved communities.
Learn MoreCommunity Engagement, Public Policy and Philanthropy
It’s important to take stands and have hard conversations, but truly centering dignity means connecting with local communities and responding to urgencies that affect workers. When what’s presented externally and what employees experience internally are misaligned, trust breaks down and dignity is harmed.
Learn MoreExternal communications and data transparency
Public-facing communications should be inclusive, complement real actions, represent the workplace honestly, and be supported by transparently shared data and benchmarks (e.g. regarding diversity), otherwise the organization risks pushing away potential hires and diminishing employee trust.
Learn MoreAnalyze people metrics
Use people metrics to better understand the workforce and drive accountability
What’s measured matters. Encourage demographic self-identification by employees. Use data to better understand the workforce and people’s sentiments, and to thoughtfully develop people-related goals. Share the data to promote transparency and accountability.
Learn MoreHelp Us Protect Human Rights
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