Recommendations

Commit to true inclusion →
Build transparency into company culture →
Prioritize a strong work/life balance for all employees →
Base your culture on true inclusion and not on avoiding legal risk →
Use a team to build culture →
Staff for building inclusion →
Hire an experienced HR person →
Hire and empower a D&I lead to execute the CEO’s vision for inclusivity →
Encourage and support employee resource groups →
Develop effective codes of conduct →
Develop effective, integrated policies →
Develop an effective employee handbook →
Make your code of conduct comprehensive and visible →
Craft a statement of values in your code of conduct →
Specify who is covered →
Specify a process for reporting complaints →
Cover what happens outside the workplace →
Write and communicate a clear anti-harassment policy →
Monitor, audit, and survey the results of your code of conduct →
Use inclusive and transparent hiring practices →
Make onboarding ongoing during the employee’s first year →
Be thoughtful about inclusion when building teams →
Use sponsorships to promote D&I →
Share feedback regularly with help from inclusive performance reviews →
Use a broad range of recruiting sources →
Write inclusive job descriptions →
Evaluate and communicate expectations for working conditions →
Eliminate bias in resume evaluation →
Rethink traditional interview practices →
Use an inclusive interview process →
Use two-on-one interview panels →
Train employees who interview on how to interview →
Develop a consistent interview feedback process →
Standardize your decision-making process →
Train new hires from day one on the company’s code of conduct →
Set and communicate performance goals from the start →
Use a buddy system to onboard new employees →
Encourage shared values while also respecting individual experiences →
Use benefits to shape company culture and scale them with your company. →
Decide whether, and how, to allow compensation negotiation →