How can you foster a sense of belonging and inclusion for new hires during onboarding?

This is an area where big multinationals, in particular, are not "walking the talk". I don't think I've ever entered the lobby of a big Pharma HQ/office/plant/site and not seen Organisational Values and Beliefs, or their "Mission", emblazoned on every wall. Undeniably, over the years, these have become more about how critical their values of diversity, equality, & inclusion are. However, nothing has really changed. There was a sizeable gap then, between what was carved into those marble walls, and, unfortunately, the gap remains. I'm not cynical, quite the opposite, but we are nowhere near where we should be when it comes to having truly diverse & inclusive workplaces. *If anyone disagrees, please say so, and we can discuss it.

Consider incorporating opportunities for new hires to actively engage with and contribute to your organization's culture. Provide avenues for them to participate in diversity and inclusion initiatives, volunteer programs, or community outreach efforts that align with your values and mission. Encourage open dialogue and feedback channels to ensure that new hires feel heard, valued, and empowered to make meaningful contributions from the outset. By fostering a sense of belonging and purpose early on, you can strengthen employee engagement, retention, and overall organizational performance.

Aligning your onboarding program with your organization's values and diversity goals is crucial for fostering an inclusive culture. Highlighting the benefits of diversity from the start can set a positive tone and help new hires understand their role in contributing to a diverse and inclusive workplace. This approach can also help attract and retain talent from diverse backgrounds.

Not necessarily "inclusion stories" would work in any context. Inclusions stories would backfire if they don't actually represent the way the organization operates. Also, there is public debate on which policies works better for the inclusion of diverse people, and some new employees might even feel less attachment to the company if they feel their political ideas contrast too much. Rather than generally talking about inclusion, the company should really stand for what it stands for and communicate in a transparent way. The mission statement of my first employer was simply: - Create smart products - Make money -and Have fun Not necessarily in this order. The message was honest and embodied the values of the company.

In addition to these, consider incorporating feedback loops into your onboarding process to continuously improve and refine the experience. Solicit feedback from new hires, mentors, managers, and other stakeholders at various stages of the onboarding journey to gather insights into what is working well and areas for enhancement. Utilize this feedback to iteratively enhance your onboarding program, addressing pain points, and optimizing effectiveness. By actively seeking input from those involved in the onboarding process, you demonstrate a commitment to creating a supportive and inclusive environment that fosters growth and development for all employees.

Just provide opportunities for new hires to set personalized goals and development plans aligned with their career aspirations and organizational objectives. Encourage them to articulate their short-term and long-term goals during onboarding, and provide support and resources to help them achieve these goals. This could include access to mentorship programs, skill development workshops, or networking opportunities tailored to their individual interests and ambitions. By empowering new hires to take ownership of their professional growth from the outset, you foster a sense of ownership, engagement, and commitment to their roles and the organization.

Tailoring the onboarding process to individual new hires' needs and preferences can make them feel valued and supported from the start. By offering choices and flexibility, you empower them to take ownership of their learning and integration into the company. This approach can lead to higher engagement, retention, and satisfaction among new hires.

In addition to providing feedback and recognition, foster a culture of continuous learning and development by offering ongoing support and resources beyond the initial onboarding period. Encourage new hires to pursue opportunities for further skill development, training, and career advancement through mentorship programs, internal job rotations, or educational reimbursements. Create channels for them to share their feedback and suggestions for improving the onboarding process, demonstrating a commitment to their growth and success within the organization. By nurturing a culture of learning and feedback, you empower new hires to thrive in their roles and contribute effectively to the organization's goals.

Recognizing and giving feedback to new hires helps them feel valued and motivated. It also helps them understand their progress and areas for improvement. Providing frequent feedback and recognition can boost their confidence and engagement during the onboarding process.

Prioritize ongoing efforts to foster diversity, equity, and inclusion (DEI) throughout the employee lifecycle. Implement initiatives such as unconscious bias training, diversity recruitment programs, and inclusive leadership development to ensure that diversity and inclusion are embedded into all aspects of your organization's culture and practices. Provide resources and support for employee-led affinity groups and diversity councils to drive meaningful change and cultivate a sense of belonging for all employees. Regularly assess and measure the effectiveness of your DEI efforts, and make adjustments as needed to create a workplace where every individual feels valued, respected, and empowered to bring their authentic selves to work.