Tag Archives: Prompta

“Prompta Retention” is Empowering Diversity, Equity, Accessibility, and Inclusion (DEAI)

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Prompta has been one of my affiliate business partners the past several years, and I do partner with them particularly when my clients need a robust employee engagement survey with a focus around diversity, equity and inclusion.  Now they have launched a new offering around retention of talent.

In the pursuit of fostering an inclusive and equitable work environment, organizations are increasingly turning to innovative solutions like Prompta Retention, which is part of the Prompta AI platform suite. This powerful tool is revolutionizing how companies address diversity, equity, accessibility, and inclusion (DEAI) by providing insights, strategies, and interventions to support the retention of diverse talent.

Comprehensive Data Analysis. Prompta Retention leverages advanced data analytics to identify patterns, trends, and potential challenges related to DEAI. By analyzing diverse data sets, including demographic information, employee feedback, performance metrics, and engagement surveys, Prompta Retention provides a comprehensive view of the organization’s DEAI landscape. This data-driven approach enables organizations to make informed decisions and target areas requiring attention. Focusing efforts on real problems not perceived issues.

Uncovering Disparities and Biases. Prompta Retention helps uncover disparities and biases that may exist within an organization culture. By identifying factors such as pay gaps, promotional imbalances, or disparities in opportunities for professional growth, Prompta Retention enables organizations to proactively address these issues. This empowers leaders to create and sustain more equitable and inclusive teams and corporate environments that value and support all employees, regardless of their background and intersectionality.

Personalized Retention Strategies. Based on the data analysis, Prompta Retention generates tailor-made retention strategies for organizations. These strategies consider the unique challenges faced by underrepresented groups and provide tailored interventions to mitigate barriers to success. By addressing the specific needs and concerns of diverse employees, Prompta Retention helps organizations create an environment where everyone feels valued, supported, and empowered to thrive.

Mitigating Unconscious Bias. Unconscious biases can hinder DEAI efforts within organizations. Prompta Retention raises awareness of these biases by providing insights into the employee lifecycle, including hiring, promotion, performance evaluations, succession planning and other HR related decision-making processes. By highlighting potential areas of bias, organizations can implement targeted programs and interventions to promote fair and objective practices, fostering a more inclusive workplace culture.

Enhancing Managerial Support. Prompta Retention offers tools and resources to enhance managerial support for diverse employees. It provides managers with insights into the lived experiences, needs, and challenges faced by their team members. This enables managers to proactively address concerns, provide personalized support, and create an inclusive work environment where every employee feels valued and supported.

Employee Engagement and Development. Prompta Retention promotes employee engagement and development by identifying opportunities for growth and advancement. It helps organizations recognize high-potential talent, foster mentorship programs, and implement career development initiatives that promote equitable opportunities for all employees. This focus on development and growth creates a more inclusive environment and supports the retention of diverse talent.

Measuring Progress and Accountability. Prompta Retention enables organizations to measure their progress in DEAI efforts over time. By tracking key metrics and analyzing the impact of interventions, organizations can hold themselves accountable for creating and sustaining positive DEIA culture change. These data-driven approaches allow organizations to continually assess and refine their DEAI goals, strategies and plans ensuring ongoing progress towards a more inclusive and equitable workplace.

Prompta Retention is a powerful tool that positively impacts DEAI efforts within organizations of all sizes. By leveraging data analytics, uncovering disparities, providing personalized strategies, mitigating biases, enhancing managerial support, and promoting employee engagement, Prompta Retention empowers organizations to foster inclusive and equitable work environments. With this innovative solution, organizations can not only attract diverse talent but also retain and support their employees, creating a culture where everyone can thrive and contribute to their fullest potential.

Neurodiversity is an asset in the Workplace

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A guest blog courtesy of Logan Wong (MSW, RSW) of one of my business partners Prompta, who I team with to offer best-in-class DEI focused employee engagement surveys.

What is neurodiversity?  Neurodiversity is the idea that all brains are diverse in how they work – no two brains or nervous systems are the same. This concept or term originated from Autistic communities, who have also welcomed folks with other neurodivergent brains into a strength-based mindset that neurodiversity is an asset in the workplace and everyday life.

How is neurodiversity an asset?  Diversity, equity, and inclusion is not just about people of colour, race, gender, age, ethnicity, sexual orientation, and ability, it includes neurodiversity. Taking into account that roughly 10%–20% of the global population is considered neurodivergent, what deters employers from believing that neurodiversity is an asset in the workplace? The behaviours of many neurodiverse people run counter to common notions of what makes a good employee—solid communication skills, being a team player, emotional intelligence, persuasiveness, the ability to network, and the ability to conform to standard social practices deterring most employers from hiring neurodivergent people. When in reality neurodiverse people offer different perspectives and skills including better processing of information, productivity, work quality, and attention to detail.

Considerations for an accessible workplace for all. Individuals who are neurodivergent, including those on the autism spectrum, are often stigmatized or considered underqualified based on how they identify. These biases contribute to non-inclusive workplace cultures and create psychological and physical barriers, leading to high turnover.

Given that 86% of neurodiverse adults in Canada are unemployed, it’s vital for employers to understand the ways they can embrace neurodiversity by adopting a strength-based mindset to the different ways people work and communicate. (Note from Stan: In the USA, unemployment for neurodivergent adults runs at least as high as 30-40% which is three times the rate for people with disability, and eight times the rate for people without disabilities…reference: https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/ )

Unfortunately, due to inaccessible workplace environments and implicit hiring biases, many of these valuable persons will never bring their skills and passion to your team. These suggested strategies, (in the chart above), can help organizations not only capture the full potential of neurodivergent professionals but also better leverage the value of the overall workforce and create a better workplace for all.

Supporting the creation, implementation, and sustainability of diverse, equitable and inclusive workplace cultures where employees feel open and comfortable is key to maintaining a happy and successful workforce and will keep positive workplace culture alive long term. There will never be a one-size-fits-all approach to accommodate neurodiversity. Everyone has different needs, strengths, and talents that should be celebrated.

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I, Stan Kimer, is appreciative of Logan Wong of Prompta providing this blog in an area I am not an expert in.  My areas of expertise include overall DEI strategy and planning, ERG (Employee Resource Group) launch and effectiveness, DEI Council formation and planning, Personal and Organizational Unconscious Bias, Inclusive Recruiting and LGTBQ+ diversity including use of pronouns.

References
https://www.autismontario.com/programs-services/autism-career-connections/employers

https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/02/15/neurodiversity-and-the-workplace/?sh=464266f42a22

https://www.cbc.ca/news/canada/toronto/86-of-adults-with-autism-are-unemployed-this-job-fair-aims-to-change-that-1.5089780

https://www.theceowithin.me/adhd/neurodiversity-a-workplace-asset-how-expert-diversity-inclusion-consultants-can-help/

https://www2.deloitte.com/us/en/insights/topics/talent/neurodiversity-in-the-workplace.html

https://icandreamcenter.com/uncommon-viewing-neurodiversity-as-an-asset-at-work/?utm_source=rss&utm_medium=rss&utm_campaign=uncommon-viewing-neurodiversity-as-an-asset-at-work