Actions 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.

Promote dignity throughout the employee lifecycle


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.

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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.

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Performance 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.

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Recognition is a core element of workplace dignity. A dignity-centered promotion process empowers workers, advances inclusion, and demonstrates fairness.

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Separation 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.

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Establish 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.

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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.

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Promote economic dignity


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

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Thoughtful benefits reward contributions by employees; generate a sense of inclusion, recognition, fairness, and safety; and provide a crucial sense of well-being.

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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.

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Community 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.

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External 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.

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Analyze people metrics

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