How confident are you that your employees are safe and being treated fairly? Here are questions to ask your leaders.
When an employee comes forward to let us know something is wrong, do we have a required, standard process for investigating the allegation? How do we know that our process is working?
How many bias, discrimination and/or harassment allegations do we have today? How does that compare to last year? To our peers? What can we learn from this—and more important, what are we doing about it?
We know we are going to have issues, but do we have a way to pinpoint where they are coming from and why? Is it a specific leader or region? Do they seem to be correlated to an event or a new practice? What predictive indicators are we tracking to stop an incident before it happens— and keep our employees safe?
Are there parts of the organization where there are no complaints being brought forward? (Hint: That’s usually not good…)
How do we measure and build employee trust—just like we do with our customers? How likely is an employee to recommend a colleague go to HR with an issue? Do we ask employees to rate how they were treated when something went wrong?
Do we drive transparency by sharing metrics with our employees on how we have handled aggregate issues across the company, such as number of harassment complaints and their substantiation rates?
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