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Session Focus: Embedding DE&I into Onboarding and Everyday Learning
Unfortunately, numerous companies don’t have a well-organized onboarding plan, but analytics can make onboarding easier and more effective.
To what degree have the goals for your onboarding program to be more inclusive changed since the declaration of the pandemic?
If your onboarding has changed, how has it changed? Are you rethinking traditional onboarding by embedding DEI Psychological Safety and eliminating bias to improve employee experience and engagement?
What tactic, tool, or process have you implemented successfully?
By pulling together data from the selection process and combining that with data about current employees, organizations can quickly identify key areas for development for new employees and match them with mentors who complement their skills. Doing so creates a positive experience for the new hire and the tenured employee, who are likely to feel a stronger connection to the company.
What commitment does your organization have for DE&I (Diversity, Equity, and Inclusion)? The present (and future) reality of work requires organizations to rethink traditional ways for embedding DEI programs and tactics as we focus on employee experience. It should start one day one when onboarding new employees.
What DEI measures are you looking at for the success of your onboarding program? Are you still using those measures?
What changes, if any, have you seen in your onboarding metrics? If you’ve had a significant change, how have you responded?
ELE’s Learning Circle helps members co-create forward-thinking Data-Driven Talent solutions as a community.
- How Do We in L&D Add Unexpected Value?
- Why does it matter?