Recognition - The key to elevating your workplace inclusion program

Recognition goes beyond acknowledging individual achievements; it is crucial in shaping critical people initiatives, including DEIB (diversity, equity, inclusion and belonging) programs. When used strategically in programs, recognition can help organizations look at workplace inclusion on a more personal level. Furthermore, Achievers Workforce Institute (AWI) data finds that companies that interweave recognition into core people initiatives (such as DEIB programs) can accelerate their growth and provoke lasting change.??

Don't know where to start? Leverage the three ways below to make your DEIB program more meaningful and impactful with employee recognition:??

1. Recognize actions that align with DEIB goals: It's important to recognize behaviors outside employees' usual roles and responsibilities - especially those that align with your company's core values - like your organization's DEIB goals. Remember, what gets recognized gets repeated! So, be sure to acknowledge behaviors and actions that promote diversity, equity and inclusion to reinforce their importance. Example? If an employee leads a discussion on their family's customs during their cultural holiday and encourages others to share their unique traditions, praise this individual for fostering a space that embraces diverse experiences.??
2. Make recognition inclusive: Ensure that recognition efforts themselves are inclusive. Recognize contributions from diverse groups within the organization, including different genders, races, ethnicities, abilities and backgrounds. Introduce DEIB best practices into recognition training, such as inclusive language, equitable recognition metrics, and personalization to ensure every recognition sent is creating a culture of belonging in your company. One tech hack? Consider adopting a recognition platform that makes employees aware of their biases. For example, a recognition platform that nudges an employee if they only recognize men and encourages them to praise employees of other genders.??
3. Tap into data with 'praise profiles': Our research found that 42% of HR leaders use recognition data to shape their DEIB strategies. Luckily for the other 58%, there is an easy way to tap into this data fast. By integrating recognition data into HCM platforms, companies can create a "praise profile" that gives a comprehensive overview of every recognition an employee received from every peer and manager over time. This can help spot any recognition inequities quickly. For instance, if a manager recognizes the men that they work with monthly but rarely praises two women on their team who typically receive great feedback from colleagues, the company has real-time insight into this trend and can remediate it quickly. Integrating HCM and recognition can also allow employers to see if there are high rates of under-recognition among employees from historically marginalized groups and use these insights to inform diversity training.???

By recognizing and celebrating diverse contributions, organizations foster an inclusive environment and inspire trust and loyalty among their employees, encouraging individuals from all backgrounds to feel empowered and have a strong sense of belonging. Ultimately, by making recognition a cornerstone of their DEIB strategy, companies can cultivate a workplace where every employee feels seen, valued, respected and motivated to contribute their best - every day.?

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