Breaking Barriers: How HR Can Infuse Inclusion Across the Employee Life Cycle

As companies increasingly prioritize diversity, equity, inclusion and the most recent addition belonging (DEI&B) initiatives, it is important as an HR professional to think about how these efforts can be integrated across the employee life cycle.

The employee life cycle is the model that outlines the various stages that an employee goes through during their tenure with an organization. These stages typically include recruitment, onboarding, development, retention, and exit.

From recruitment and onboarding to performance management and development, there are opportunities at every stage to create a more inclusive and equitable workplace. It's not just about meeting legal requirements or keeping up with trends. It's about creating a workplace where all employees feel supported throughout their entire career journey.

Each stage presents an opportunity for you as HR professionals to enhance inclusion across the employee life cycle, by ensuring that all employees feel valued and supported regardless of their background, experience, or identity.

In this article you get a chance to take a pick into our conversations with fellow HR professionals in our training programs, exploring the key areas of the employee life cycle where inclusion can be enhanced, and discovering practical strategies to build a more inclusive workplace.

Strategies for Inclusion Across the Employee Life Cycle

1. Recruitment and Onboarding

The first step in creating a more inclusive workplace is to ensure that your recruitment and onboarding processes are designed with diversity and inclusion in mind. Recruitment is the first stage and it's where the foundation for inclusion across the employee life cycle can be laid.

This means taking a critical look at your job descriptions, candidate sourcing strategies, and interview processes to identify any potential biases and make necessary adjustments. To attract a diverse pool of candidates, it is important to use inclusive language in job descriptions and actively seek out candidates from underrepresented groups.

During the interview process, you can use structured interviews and blind resume reviews to mitigate bias and ensure that candidates are evaluated based on their qualifications rather than unconscious biases.

Onboarding is the next stage, where new hires are welcomed into the organization and provided with the tools and resources they need to succeed. This is an important opportunity to build a sense of belonging and establish a supportive culture.

This can include training on DEI&B topics and connecting new employees with employee resource groups (ERGs) or mentors from underrepresented groups.

2. Performance Management

Performance management is another area where you as HR professionals can promote inclusion. This starts with setting clear and objective performance metrics that are tied to the employee’s role and responsibilities, rather than subjective assessments based on personal biases.

It is also important to provide regular feedback and coaching to all employees, and to ensure that the feedback is delivered in an inclusive and constructive manner. You can provide training on giving and receiving feedback, and encourage managers to seek out feedback from diverse perspectives to ensure that their assessments are fair and unbiased.

Finally, it is important to have a process in place for addressing any performance issues that may arise. This process should be fair and consistent, and provide employees with the opportunity to address any concerns or challenges they may be facing.

3. Development and Advancement

Development is the stage where employees are supported to grow and develop their skills and capabilities. In order to create a more inclusive workplace as HR professionals you must also ensure that all employees have access to development and advancement opportunities.

This means identifying potential biases in promotion and development processes, and taking steps to mitigate those biases.

One way to promote inclusion in development and advancement opportunities is to provide regular training and development programs for all employees, rather than relying solely on high-potential programs. These programs should be accessible to all employees and provide a clear path for advancement.

You can also work with managers to identify potential biases in the promotion process and ensure that all employees have a fair and equal opportunity to advance. This can include providing training on unconscious bias and establishing clear criteria for promotion.

4. Retention

Retention is the stage where you work to retain your top talent.

You can enhance inclusion across the employee life cycle by creating a supportive work environment that promotes work-life balance and total well-being, offers opportunities for flexible working, and recognizes the contributions of all employees.

5. Exit

Finally, the exit stage is where employees leave the organization, either through retirement, resignation, or termination. Do not underestimate this stage in the context of fostering inclusion across the employee life cycle.

As HR professionals, you can ensure that this stage is handled in an inclusive manner by conducting exit interviews and using feedback to improve policies and practices. You can also maintain connections with former employees and leverage their skills and experience in the future.

Create a Workplace Where Everyone Thrives

In today's business world, creating a workplace that champions diversity and inclusivity is not just a nice-to-have, it's a must-have. And it's not just about checking boxes, it's about building a workplace where everyone can bring their whole selves to work.

As an HR professional, it's up to you to make sure that inclusion across the employee life cycle is cultivated. From the moment a candidate applies to their last day on the job, you have the power to create an environment that values and embraces differences.

By doing so, you can attract and retain the best and brightest talent, while creating a culture that inspires innovation, collaboration, and creativity. It's not always easy, but it's always worth it!