4 ways to support employees in a politically charged environment

June 30, 2023 11:51 AM

At the close of Pride month and a week that saw the Supreme Court dismantle university affirmative action policies, employers may find themselves needing to take a stronger stance on inclusion in the workplace.

SCOTUS's Thursday ruling that race-conscious admissions programs are unconstitutional at both Harvard and the University of North Carolina could have longer-term ramifications for employers' DEI efforts and recruiting strategies. Employers may have to be careful to not use race quotas in hiring practices, while also expanding their efforts to support diverse talent through mentorship.

"Many of us anticipate that the ruling will have significant practical implications for employers because it will inform how much scrutiny they will face with respect to their diversity, equity and inclusion programs," says Krissy Katzenstein, a partner in the employment and compensation practice group at law firm Baker McKenzie. "Make it clear your initiatives are intended to foster great diversity, equity and inclusion."

Those same efforts can be applied to the LGBTQ community beyond Pride month. Fostering safe and supportive environments for all employees comes down to good leadership paired with supportive benefits and culture. Here are four ways to make sure your organization is heading in the right direction:

Review and rethink DEI strategies

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How the Supreme Court's decision on affirmative action will impact employers

While the Supreme Court's ruling against affirmative action is focused on the university level, employers should be prepared for it to have a far wider impact. Employers should exercise caution and make sure they are not using individual race or quotas as a determining factor in employment decisions. On the other hand, employers can use this ruling as a chance to reevaluate their DEI programs and take their efforts beyond hiring.

"Employers can respond to the ruling proactively by focusing their initiatives on building relationships with diverse talent and supporting them through mentorship programs and other initiatives that are not directly related to hiring," says Amy Kim, president of PowerToFly, a talent hiring and management platform. "Policies focused on mentorship and outreach to specific diverse pools should not be impacted by the ruling."

Be explicit with your support

Read:

The workplace as a safe space: 5 ways to help LGBTQ employees thrive

In a 2022 survey from American Progress, more than half of LGBTQ adults said that recent rhetoric around their community's rights has moderately or significantly affected their mental health or made them feel less safe. With the inescapable publicity around LGBTQ rights, employers can show support by being intentional with their response and making employees feel good about their role within the company.

"People have actually taken a step back, which creates a massive amount of conflict in the mind of any LGBTQ [person]," says Dave Wilkin, co-founder and CEO of talent experience platform Ten Thousand Coffees. "Until there is explicit advocacy or sponsorship or allyship, they're wondering whether they're actually accepted or valued, or whether they have a chance for success."

Build trust in leadership

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3 leaders share the secret to good management

Leaders cannot build a strong foundation without prioritizing trust and transparency in professional relationships. Constantly communicate with team members to cultivate an environment where employees feel comfortable sharing concerns or ideas. In order to do so, it takes a level of adaptability and vulnerability.

"I don't rely on one approach but tailor my communication to the team members to ensure I'm not over- or under-connecting," says Kals Subramanian, chief technology officer for auto parts marketplace CarParts.com. "All good relationships are predicated on trust. The best way to build trust and credibility is through communication.

Walk the talk with benefits

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10 most wanted employee benefits of 2023

Workplaces have been working hard to boost their retention strategies and create work environments that satisfy their employee base. But there are still a few demands employees want that companies have yet to meet.

Online job search platform Lensa analyzed Google search data to research the top demands employees are expecting from their workplaces. Menopause leave came in first place, followed by more comprehensive mental health support and 4-day workweek.