As Singapore business continues to gain the spotlight on the worldstage, more opportunities for career development are making their way into the city-state. HR leaders are thinking about how to best support their employees while prioritizing diversity, equity, and inclusion (DEI) efforts within their organization. 

The People Collective (TPC)—a Slack community for HR professionals across Southeast Asia and beyond—recently hosted an in-person workshop in celebration of International Women’s Day for People leaders to discuss and learn strategies for empowering women to lead in Singapore (and across the region). Inspired by the insightful discussions and drawing on the experiences of our community, this blog explores the key strategies that can propel women leaders forward. 

As we heard from panelist Shree Chandramogan, APAC Publishing HRBP at Riot Games,

“It’s not just about gender, it could be about cultural differences, racial, any of these things. It always holds a narrative.”

By fostering an inclusive environment that celebrates diversity, we can unlock the full potential of Singapore’s workforce.

Building a Strong Foundation for Women Leaders

The conversation highlighted several key themes and factors to include in HR’s diversity management strategy that can empower women leaders in Singapore:

Put People First

Our discussion emphasized a core value we all share at TPC: prioritizing people. The more a leadership and HR team is supportive of people’s whole life, versus just their work life, the more it will help retention, productivity and morale. This sentiment shows up in several ways, from empathetic leadership to embracing flexibility and equity. Listening to your employees and advocating for their needs is paramount. This means designing working arrangements that consider varied preferences for remote, hybrid, or in-office work, prioritizing fringe benefits that support a balanced workforce such as flexible hours, mental health resources, or wellness stipends, and building a culture of open and continuous feedback.

Championing Sponsorship

Mentorship is valuable, but sponsorship takes championing women leaders a step further. Mentorship focuses on guidance and advice, whereas sponsorship is about advocacy and opportunity. A sponsor is someone who can use their influence to promote you and your work to others. They can recommend you for opportunities, introduce you to important people, and speak on your behalf.

As panelist VJ Posadas, Director of Corporate Partnerships Executive Education at INSEAD stressed,

“Women are over-mentored but under-sponsored. One way we can use our male privilege for allyship to make women’s work more visible is by getting men involved in being their sponsors.”

Of course, women leaders can and should continue to be coached and mentored by fellow women as their experiences are often relatable. Encouraging sponsorship programs can connect women leaders with influential advocates who can champion their advancement.

Tailor Skills Development Initiatives

Learning and development is a major factor in career growth and performance coaching, but not all skills development programs are created equal. When considering strategies to specifically champion women leaders, consider skills areas that have historically been pain points. For example, effective communication is essential for leadership success, and is often regarded with double standards for women and men. 

“Women leaders often downplay their accomplishments or hesitate to speak up in meetings. Developing strong communication skills is essential to project confidence and inspire your team.”

Kathy Teoh, Global Strategic DEI & Belonging Director at Arcadis

From strengthening communication and advocacy skills to addressing skill gaps in historically male-dominated industries such as programming and engineering, our panel discussions highlighted the importance of tailored skills development programs that equip women leaders with the confidence and skills to navigate challenging situations and inspire their teams. 

Supporting Individual Contributors

Leadership isn’t the only path to success, as panelist Wei Ching Ong, Founder of SELF, pointed out,

“Internally how are we promoting women? I’ve started to look at this collectively with other HR professionals, is the manager track really what women leaders want? Some women actually prefer the individual contributor track and that’s also worth nurturing. But has the organization designed programs that support growth as an individual contributor? You often hear the narrative that you have to be a manager to show that you are making progress, but that doesn’t have to be true.” 

Success looks different to everyone, and honoring your employee’s career aspirations is an excellent way to not only nurture them, but retain their talent. Organizations must value and design career paths for individual contributors, providing opportunities for growth and recognition outside of management roles.

Embracing Data-Driven Decisions

Quantitative metrics are important, but they don’t provide the whole picture. The panel emphasized the need for qualitative data, such as employee surveys and focus groups, to understand the lived experiences of women in the workplace.

Wei Ching wisely pointed out the need to, “dig deep into the metrics and get insights from your female workforce as well.” This includes questioning assumptions and having open conversations to understand the lived experiences of your employees.

One of the many examples covered was the assumption that women prefer a remote or hybrid set-up, as it may support them in obtaining a stronger work-life balance. Yet many women desire the opportunity to work in-office, presenting a much-needed separation from domestic work. 

Whereas other women may need additional support in addressing the challenges of balancing work and life, as Kathy Teoh suggests,

 “Many women leaders struggle to find a work-life balance. Organizations need to provide support systems, like flexible work arrangements and childcare options, to help women thrive in their careers.”

Gathering real-time data from your employees allows you to develop policies that will actually positively impact their working experience, whatever it may be.

Continuous Dialogue and Collective Action with TPC

HR professionals are setting the standard for championing women, and doing the hard work of navigating the way to successful advancement. Those are just some of the insights shared during a recent People Collective event.

 If you haven’t already, join our vibrant community of HR leaders that make up our Slack community. 

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What is diversity management?

Diversity management has become an essential aspect of effective organizational leadership in today’s globalized world. The practice of diversity management goes beyond simply having a diverse workforce; it’s about actively fostering an inclusive environment where individuals from various backgrounds, identities, races, sexual orientations, faiths and genders feel valued, respected, and empowered to contribute their unique perspectives and talents to your organization. 

Diversity management involves implementing various policies and strategies throughout your entire employee lifecycle, from recruitment and hiring practices to management development programs and ongoing training initiatives.

By embracing diversity management, organizations can unlock various benefits. A diverse and inclusive workplace not only promotes fairness and equality for all employees but also fosters greater creativity, innovation, and problem-solving capabilities. Additionally, it can enhance your organization’s employer brand, attracting and retaining top talent from a wider pool of qualified talent.

Why should HR leaders prioritize diversity management?

Aside from it being the right thing to do, diversity leads to stronger, more informed decision making and leads to more profitable outcomes for customers as well as the communities and customers they serve. By bringing a wider array of experiences into your organization, you welcome new perspectives and ways to approach problem solving. In an increasingly globalized world, diversity can help companies be more intune with the varied needs of their customers and thus lead to higher profitability.

The data agrees, research by Boston Consulting Group (BCG) found companies with more diverse management teams have 19% higher revenue due to innovation. And Harvard Business Review reports teams that mirror the diversity of their customers are better able to understand market needs and opportunities, leading to increased sales and customer loyalty.

Whatsmore, diversity management is a must for attracting and retaining talent. As Gen Z takes the workforce by storm, a commitment to DEI is a sure-fire way to pique their interest. In fact, a 2019 survey by Glassdoor found 67% of job seekers care about D&I, and 36% of employees aged 18-44 consider D&I important when determining where to work.

Learn more: The 4 Skills People Leaders Need For the Future of HR and the Gen Z Shift

Benefits of Diversity Management

It’s clear that diversity management is not just about doing the right thing; it’s about doing good business. By fostering a diverse and inclusive workplace, organizations can unlock innovative ideas, attract and retain top talent, better understand their customers, and ultimately, drive increased profitability. Let’s take a closer look at how diversity management in the workplace benefits both employees and organizations.

For employees

Empowerment and belonging

When individuals feel valued and respected for their unique perspectives and experiences, it fosters a sense of empowerment and belonging that benefits and compensation cannot provide. Being a part of a team where your experiences are celebrated and you feel welcome can lead to increased confidence and motivation to contribute their best work. 

Personal growth and development

Centering diversity management helps expose individuals to a wider range of ideas and perspectives, which can spark personal growth and development. This can take form in both big and small ways, from celebrating Lunar New Year at work or prioritizing International Women’s Day to committing to impactful DEI policies and leveraging local policies such as mental well-being programs. Diversity management in the workplace promoted opportunities for employees to learn about different cultures, experiences, and approaches to work.

Career advancement

Diverse workplaces often have more equitable promotion opportunities based on merit and performance, rather than biases or favoritism. When we welcome diversity into our organizations, particularly among leadership, we open up fairer pathways for career advancement for individuals from all backgrounds. In fact, BCG research found in companies with diverse leadership, employees are 45% more likely to report that they’ve had a pay raise or promotion in the past year. And a Women in the Workplace study by Leanin.org reports women are more likely to be promoted to manager when there are other women in senior positions. These numbers further highlight the importance of representation and diversity management.

For organizations

Talent acquisition and retention

A diverse and inclusive workplace is more attractive to top talent, as individuals from diverse backgrounds are more likely to see themselves represented and have a fulfilling career path. Diverse leadership signals that all employees have the potential for advancement. It can break down barriers and inspire individuals from underrepresented groups to pursue ambitious career goals. This leads to a stronger talent pool and reduced attrition rate.

Enhanced employee engagement and motivation

When employees feel valued and respected regardless of their background, they are more likely to be engaged and motivated in their work. According to McKinsey research, employees are three times more likely to be highly engaged when they work in diverse and inclusive teams. Employee engagement is directly linked to productivity, innovation, and creativity, which in turn drives revenue.

Reduced risk of discrimination and litigation

Creating a diverse and inclusive environment also helps to mitigate the risk of discrimination and legal issues related to bias or unfair treatment. Actively investing in diversity management initiatives will help your organization identify any discriminatory or unequal practices, and reduce the likelihood of future bias within your organization. This leads the way for a more equitable, positive, and productive work environment for everyone.

Diversity Management Challenges and Their Solutions

Diversity management in the workplace is a worthy effort to invest in, but it’s not without its challenges. It’s important for HR leaders to understand the potential risks and roadblocks that may arise when implementing diversity and inclusion management so you can overcome any challenges as they come.

Leadership commitment

Like most major initiatives, leadership buy-in is a must. “All the well intentions or great processes that you may have, if you want to implement it, you’ll always need leadership”, says Sara Fisher, Group Head of People & Culture at MoneySmart. 

But securing leadership buy-in isn’t always that simple. It’s important to know your audience when securing leadership buy-in, and you can do so by appealing to their interests. “It’s not one size fits all. It really depends on how they [leadership] communicate and what’s important to them. But from a practical standpoint, explain to them how an initiative contributes to the company bottom line and especially down to attrition, that resonates with their interests and helps to get their buy-in from there.” Fisher explains. 

Unconscious bias

Unconscious bias can be the enemy of diversity management. As it’s unconscious, many of us are often unaware of the biases we carry. To combat this, it’s important to educate ourselves and our peers and understand our own biases. What stereotypes do you have of people from different groups and how well they may perform on the job? What communication styles do you prefer? Sometimes what we consider to be appropriate or desirable qualities in a candidate may reflect more about our personal preferences than about the skills needed to perform the job.

Implement strategies to safeguard against unfair and biased practices. For example, implementing a panel interview format and ensuring that the committee is diverse, unit affiliation, job classification, length of service, variety of life experiences, etc. to represent different perspectives and to eliminate bias from the selection process can help mitigate bias in your recruitment efforts. 

Resistance to change

Change, even for the better, can be a challenging element to navigate when managing people. When introducing diversity management, employees may feel like they are being forced into something they don’t want to do, managers might feel threatened by changes in their roles or responsibilities as a result of new policies such as hiring quotas, and your organization may even experience resistance from customers who prefer dealing with people who look like them or have shared cultural experiences with them. Dealing with resistance to diversity management will require a tailored approach to each team and customer base, but some key strategies include:

• Develop clear expectations: Establishing clear expectations for performance evaluations and annual reviews as well as setting up processes for handling complaints about unfair treatment based on identity helps ensure fair and equitable treatment for all employees at every level. These policies should be communicated clearly throughout every level of your organization.
• Take a zero-tolerance approach: Putting your money where your mouth is, so to speak, is vital to upholding policies for diversity management in the workplace. Make sure employees know about your anti-discrimination policies as well as what constitutes harassment or discrimination. Develop and communicate clear instructions for how to report unfair practices within your organization to boost accountability and reduce instances of unfair practices.
• Instill accountability: Developing a system of accountability will help ensure that managers and employees are held accountable when they fail to meet diversity management expectations; this includes providing training opportunities to build awareness around bias, and handling situations of discrimination.

Tokenism

A misguided desire for workforce diversity can lead HR leaders down the path of “tokenism,” where hiring and promotions are based primarily on identity rather than merit. This approach undermines the true spirit of diversity management and should be avoided. Some of the key strategies to mitigate tokenism are:

• Focusing on systemic change: reframe goals away from quotas and targets, consider blind hiring practices, and create standardized promotion and development criteria that are consistently applied across the board. Remember, diversity management without equity and an inclusive culture is merely surface-level change
• Invest in education and awareness: unconscious bias training, education around tokenism, and DEI training bring awareness and accountability to the diversity management experience.
• Instill empowerment and accountability: Support the creation of employee resource groups (ERGs) where employees from underrepresented groups can find community, advocate for their needs, and contribute to company-wide DEI initiatives. Actively pair individuals from underrepresented groups with mentors and sponsors in senior leadership positions. And Track and analyze diversity statistics, including leadership demographics, pay equity, and representation across different departments. Hold leaders accountable for creating and maintaining an equitable and inclusive workplace.

Best Practices for Diversity Management

Establish a dedicated team or committee

Diversity management requires intentional action and dedicated programs to achieve true equity. Establishing a dedicated DEI team or committee helps ensure your diversity management goals get the support they need to flourish. Ensure the team itself is diverse in terms of backgrounds, experiences, and perspectives, and select passionate and knowledgeable individuals with a strong commitment to DEI to be involved.

Define clear goals, responsibilities, and accountability measures for the team and equip them with necessary resources, budget, and authority to implement initiatives effectively.

Gather and analyze data

Collect data on employee demographics such as age, gender, race/ethnicity, etc., hiring, promotion rates, compensation, and employee engagement across diverse groups. Ensure this data collection and storage is secure, complying with privacy regulations, and analyze the data by various demographic groups to identify potential disparities requiring attention such as pay parity. 

Data is a powerful tool as it’s not subject to bias, and can provide a clear picture and metric to your diversity management efforts. Regularly share your key findings and data insights with your organization in a clear and actionable format.

Develop clear policies and procedures

Clearly define what constitutes discrimination and harassment, outlining reporting and investigation procedures within your organization. Develop policies ensuring inclusivity and accessibility for individuals with disabilities in communication, physical workspaces, and technology. Establish clear policies promoting equal opportunity in recruitment, hiring, promotions, and career development. When it comes to recruitment practices, focus on the job requirements in your interview and assess experience but also consider transferable skills and demonstrated competencies, such as analytical, organizational, communication, coordination. Prior experience does not necessarily mean effectiveness or success on the job. 

Make these policies clear and known throughout your organization (be sure to add them as a part of your employee handbook.) And lastly, regularly review and update your policies to ensure they remain relevant and effective.

Additional reading: 10 DEI Policies Your Organization Needs and How to Implement Them

Unconscious bias training

Unconscious bias training is a huge first step in addressing and reducing bias, a key factor in diversity management. Utilize interactive and engaging training methods that encourage active participation and reflection. Train participants on practical strategies to identify and mitigate unconscious bias in decision-making and daily interactions.

Depending on your organization, it may be useful to cater training to different target audiences. Consider offering customized training sessions for different levels of employees, from managers to individual contributors.

As always, regularly evaluate the effectiveness of your training programs and update modules as needed based on employee feedback and changing DEI initiatives and trends.

Learning and development opportunities

Learning and development is a great way to keep employees engaged, and can promote a more equitable workforce when designed under diversity management initiatives.

Offer learning and development programs focused on cultural competency, diversity awareness, and inclusive leadership practices. Bring in a more personal element through mentorship; establish programs connecting diverse employees with mentors and sponsors who can offer guidance, support, and career development opportunities to further build a culture of belonging and advancement.

Lastly, provide access to professional development opportunities that cater to the diverse needs and interests of employees from various backgrounds. Ensure learning materials and resources are inclusive and reflect the diverse experiences, abilities, and perspectives of employees.

Open communication and feedback 

Diversity management and a truly equitable workplace hinge upon the ability to receive, digest, and implement employee feedback. This can be achieved by creating the proper channels and methods to collect employee feedback in a way that makes individuals feel safe and open to share their genuine opinions. To do so:

• Create multiple channels for employees to provide feedback, suggestions, and voice concerns related to diversity and inclusion. 
• Foster a safe and respectful environment where employees feel comfortable raising concerns about discrimination or bias.
• Actively listen to employee feedback and demonstrate a sincere commitment to addressing their concerns.
• Communicate back to employees about actions taken in response to feedback and how they contribute to overall DEI efforts.

Leveraging HR Tools to Champion Equity and Belonging

Undoubtedly, DEI policies are crucial for fostering a positive workplace culture and drive organizational success. HR Information Systems (HRIS) play an important role in supporting these policies by automating processes, encouraging transparency, and providing insights to help organizations effectively implement and reinforce their DEI policies. Omni can play a crucial role in tracking diversity management in the workplace by providing tools for tracking various identity metrics, helping shine a spotlight on gaps in your leadership and team make up. Real-time talent data helps identify areas for improvement, and implement policies that promote an equitable workforce. 

With modern HR automation tools like Omni, you gain access to data-driven insights that facilitate informed decision-making, as well as seamless integrations that effortlessly connect with your existing employee favored systems, making your entire engagement process more efficient and modern. 

Our performance management module provides you with instant reports to track diversity and inclusion goals, ensuring these initiatives are prioritized and progress is measurable. Furthermore, our employee self-service portals empower employees to access and understand DEI policies, fostering awareness and inclusivity. 

With a full suite of modules supporting every aspect of your business, Omni’s intuitive and customizable platform integrates with your team’s favorite systems for a seamless and timely adoption, ensuring diversity, equity and inclusion are adopted into your company’s culture.

If you’d like to learn more about how Omni’s all-in-one HR software can bring your DEI initiatives to the next level, book a demo with us today and start building a more diverse and equitable organization!

Pay disparity is an ongoing problem, with women earning 16% less than men on average. This problem affects workers across various industries and demographics. 

This guide aims to delve into the concept of pay parity, its advantages, and the strategies necessary to achieve it. It will distinguish between pay parity and pay equity while emphasizing the essential role that HR professionals play in closing the gap.

Understanding Pay Parity

Pay parity signifies a workplace where individuals are compensated equally for equal work, irrespective of characteristics. This means employees in the same or similar roles, possessing comparable skills, experience, and responsibilities, receive the same base salary, benefits, and opportunities for advancement.

In simpler terms, pay parity eliminates pay gaps based on self-identifying characteristics like gender, race, ethnicity, sexual orientation, or any other protected characteristic. It promotes fairness and equity in the workplace, ensuring everyone is valued and rewarded based on their contributions and performance, not their identity.

Importance of Pay Parity

In recent years, there has been a growing movement towards closing the gender pay gap. Many employers are actively transforming their workplaces to be fairer and more inclusive by addressing these gaps. 

This shift aligns with data from the U.S. Department of Labor, which reveals persistent pay disparities across industries and job titles, with women consistently earning less than men in comparable roles within the same organization. 

Read next: How to Eliminate Gender Discrimination in the Workplace

Pay disparities do not affect women alone, as minority groups also face pay discrimination at work. Employees might face pay discrimination based on other factors such as, race, ethnicity, religion, education levels, sexual orientation, disability, and any other unique identifiers. 

According to a recent government report, the gender pay gap worldwide is more significant for specific racial groups and also varies based on their education level. On average, women earn about 82 cents for every dollar earned by men. 

The report also showed that women faced pay discrimination based on educational levels; women earned significantly less than men in the workforce, with a pay gap of 34 cents on the dollar for those with less than a high school diploma and 30 cents on the dollar for those with a bachelor’s degree.

Companies who establish pay parity practices do so not for moral obligations but because it has a profound impact on business outcomes. Diversity across gender and ethnicity correlates with business performance. The most diverse companies are now more likely to outperform less diverse peers on profitability, according to a comparison study by McKinsey. 

Investors and consumers are increasingly looking to support companies that reflect their values and perspectives. HR teams must work together with business leaders to ensure that transparent and data-driven compensation practices are implemented, ensuring fairness and building trust among employees.

Difference between Pay Parity and Pay Equity

Pay parity and pay equity are often used interchangeably, but while they both aim to address inequality in the workplace, they have different approaches. 

Pay parity emphasizes achieving identical pay for the same work, regardless of any personal characteristics like gender, race, or any other protected class.

For instance, two employees in the same company, John and Mary, are doing the same job with the same qualifications and experience. An equitable workplace dictates that both John and Mary must receive the same salary without any difference based on their gender.

Pay equity focuses on fair and consistent pay across the entire workforce, considering relevant factors like job responsibilities, skills, experience, and performance. While striving to eliminate discrimination, it acknowledges that different jobs may have different values and require different skills, warranting potentially different pay scales.

Also, for instance, a company has two departments: engineering and customer service. Both departments are crucial for the company’s success, but they require different skill sets. Pay equity ensures that engineers and customer service representatives are paid fairly within their respective departments based on their qualifications and contributions, even if the average pay between the two departments might differ.

Benefits of Pay Parity

For individuals

Financial security and equality: When there is a significant pay gap in the general workplace, it directly affects the income of employees who are underpaid compared to their counterparts. By ensuring fair compensation, this allows employees to earn what they deserve based on their work, providing them with a stable income. This translates to greater financial security. 

Read next: What is Performance Based Pay? Pros and Cons Explained

Increased job satisfaction and motivation: Employees who receive fair pay are more likely to be satisfied and motivated in their job roles, leading to lower attrition rates. 

Reduced stress and anxiety: Financial insecurity and unfair treatment can be significant sources of stress and anxiety. Pay parity alleviates these concerns, contributing to better mental well-being and reduces employee burnout.

Career advancement opportunities: When pay is not based on discriminatory factors, individuals have an equal chance to compete for promotions and career advancement based on their merit and qualifications.

For organizations

Attract and retain top talent: Companies who establish fair compensation practices and policies in the workplace become a leading magnet for the best employees. Retaining top talents is easier when there is no pay disparity. In a Glassdoor survey, 58% said they would not be able to apply at a company where a pay gap existed. 

Increased productivity and efficiency: The feeling of being undervalued and unfairly compensated can negatively impact employee motivation and morale. Pay parity contributes to a boost in performance and productivity of teams which overall impacts the growth of the organization. 

Reduced legal risks and costs: Pay discrimination is illegal in many countries. For example, the Equal Remuneration Act of 1976 mandates equal pay for men and women for work of equal value. Failing to adhere to the laws can lead to costly lawsuits and reputation damages.

Boosted employee morale and collaboration: When employees feel valued and respected, they are more likely to be engaged in their work and collaborate effectively with colleagues. Pay parity leads to a more positive work environment and improved overall performance.

Improved innovation and creativity: Research has shown that engaged employees tend to work harder, stay longer, and contribute creative ideas. Diverse teams are more likely to share innovative ideas and solutions, which can help organizations stay ahead of their competition.

Strategies to Achieve Pay Parity in the Workplace

Transparent and fair compensation policies

Reviewing your organization’s compensation policies and practices can help reduce the pay gap. Define the company’s values regarding pay equity and establish clear principles for determining compensation, such as basing it on objective factors like job responsibilities, experience, performance, and market data. 

Implement inclusive recruitment practices

Unfair hiring practices also contribute to the pay discrimination employees face in the workplace. To address this issue, business leaders must ensure fairness in the recruitment and promotion process by removing identifying information from resumes during the initial screening process to reduce the influence of unconscious bias. Encourage diverse perspectives by actively soliciting input from all panel members during deliberations and avoiding groupthink.

Conduct regular pay audits

HR leaders shouldn’t just react to pay gaps with fair policies. They should take a proactive approach by investigating the root causes of these inequities. Conducting regular pay audits would be the right way to go about this. Through in-depth analysis of compensation data, pay audits help organizations identify any existing pay disparities. If discrepancies are found, investigate the root cause and take corrective action to adjust compensation accordingly. 

Standardize performance review practices

To ensure pay parity in the workplace, companies must adopt a fair and unbiased approach to reviewing employees’ performance. Managers should be trained on unconscious bias and must understand how to conduct objective and consistent evaluations. Define performance expectations and evaluation measures that are specific, measurable, achievable, relevant, and time-bound (SMART).

Foster an inclusive workplace culture

Create a company culture where pay transparency can be discussed among employees. To increase transparency, consider organizing company-wide town halls or Q&A sessions. These sessions can shed light on the company’s compensation philosophy and salary structures, allowing for open and honest discussions with employees.

Provide equal mentorship and professional development opportunities

The unconscious bias or the perception of being ‘less valuable’ due to lower pay can hinder employees’ advancement opportunities. Here’s how you can combat this: Encourage senior leaders to sponsor employees from underrepresented groups, providing them with guidance and support for career advancement. Additionally, offer all employees equal access to training programs, mentorship, and other opportunities for professional development. 

Impacts of HRIS on Pay Parity

Working towards creating a business environment where pay gaps are non-existent is a multi-pronged approach. According to the World Economic Forum, it could take another 151 years to close the gender pay gap. Here is how you can take advantage of HRIS (Human Resource Information Systems) to fast-track this process for your organization. 

Data analysis and reporting

HRIS streamlines this procedure by analyzing intricate data sets across various identifiers such as sex, race, ethnicity, and religion. There are advanced HRIS systems with built-in analytics features. Your HR teams can further identify discrepancies analyzed within the data sets, and instantly pull together a report, eliminating the need for manual manipulation. These reports provide stakeholders with clear insights into the extent of pay gaps, their root causes, and areas that require attention.

Transparency and communication

Promoting fair compensation practices requires pay transparency and communication. HRIS provides employees with easy access to information regarding their compensation, including salary, bonuses, benefits, and any other relevant components. This transparency helps build trust and reduces uncertainty among employees regarding their pay.

Objective performance management

Conducting fair and thorough employee performance reviews becomes easier with an HR system. HRIS can integrate performance data with compensation systems, ensuring that pay decisions are based on objective performance metrics rather than subjective factors.

Closing the Pay Gap with Omni

Achieving pay parity is crucial for fostering a fair and inclusive workplace environment. This guide has highlighted the importance of understanding pay parity, its benefits, and strategies for implementation. As mentioned, bridging the gap requires more than just awareness – it demands actionable steps and effective tools.

HRIS like Omni can play a crucial role in bridging the gap by providing tools for tracking gender diversity metrics, identifying areas for improvement, and implementing policies that promote work-life balance and gender equality. 

Our comprehensive payroll solution provides impactful insights to seamlessly review, address, and prevent pay parity issues. Advanced performance management modules provide real-time performance data, helping HR teams swiftly identify and address skill gaps, so you can provide your teams with the training and tools they need to help boost overall performance and nurture talent.

Join the 83% of Omni customers who have unlocked new, actionable insights after using our modern HR solution, book a demo with our team today.

With over 2 billion Muslims worldwide, representing diverse backgrounds and cultures, it is likely that a portion of your workforce observes Ramadan. As Ramadan holds great significance for Muslims, it is crucial for employers to consider how they can support their Muslim employees and  As such, the chances that a segment of your workforce observes Ramadan is high. Since the month is of very high regard to Muslims, it’s important for you, as an employer, to think about how to support your Muslim employees and how to celebrate Ramadan at work.

As Ramadan approaches, this guide provides strategies on how to celebrate Ramadan at work, ensuring that Muslim employees feel respected and included during this spiritual period.

What is Ramadan?

Ramadan is the ninth month of the Islamic calendar and is observed by Muslims worldwide as a month of fasting, spiritual reflection, and increased devotion to worship. It’s considered one of the Five Pillars of Islam and holds great significance for Muslims.

The reason behind its observance is to commemorate the revelation of the Quran to Prophet Muhammad, and it’s an opportunity for Muslims to strengthen their faith and improve themselves spiritually.

Ramadan involves abstaining from food and drink from sunrise to sunset every day for 29 or 30 days (depending on the lunar cycle), as well as engaging in increased acts of charity and prayer. The exact number of fasting hours varies depending on the location, but it can range from 11 to 18 hours a day.

It’s worth mentioning that not all Muslims are required to fast during Ramadan. Children, elderly individuals, pregnant or nursing women, and those with health conditions that may be worsened by fasting are exempted from the obligation. Menstruating women are also not required to fast.

However, all of these groups can still engage in other spiritual activities and are encouraged to do so through prayer, reflection, and participating in charitable deeds.

When does Ramadan start and end in 2024?

This year, Ramadan is expected to begin on the night of 10 March 2024 and end on the evening of 9 April 2024. However, the date is subject to change as the Islamic calendar is based on the lunar cycle, which means the beginning of a new month depends on the sighting of the crescent moon.

Ways to Support Employees During Ramadan

When considering ways to support your employees or how to celebrate Ramadan at work, it’s important to recognize that supporting your employees during Ramadan involves more than just greeting them with “Ramadan Kareem”.

As an inclusive employer, it’s important to think of how to celebrate Ramadan at work or how to support Ramadan at work by creating a supportive environment for your Muslim employees. That way, they can observe the holy month without experiencing additional stress or feelings of exclusion.

Now that you’ve understood the importance of Ramadan, let’s dive into the ways on how to celebrate Ramadan at work and how to support Ramadan at work to promote employee engagement and foster an inclusive culture.

Looking for more employee engagement ideas?

1. Working arrangements

When it comes to how to celebrate Ramadan at work, it’s important to understand the typical daily schedule of your Muslim employees. They will fast from dawn until sunset, refraining from food, drink, and certain activities. After sunset, they will break their fast and may engage in spiritual activities until sunrise. Understanding and accommodating these routines can help create a supportive environment during Ramadan.

Given the circumstances, two significant changes occur during Ramadan that you can help alleviate if you’re considering how to support Ramadan at work: fatigue and low energy levels due to fasting, and longer nights with less sleep due to nighttime prayers and spiritual activities. Here are some ways you can ease these issues for your employees:

Offer flexible working hours

Flexible working hours can help your employees manage their energy levels. For instance, they could start work earlier in the day to wrap up earlier in the afternoon when they need to break their fast and might be feeling fatigued. Alternatively, if they stay up late at night, they could start work later in the morning to get more sleep and remain productive.

Provide remote or hybrid work options

Remote or hybrid work model presents another option, particularly for those with lengthy commutes. By working from home, they can save time and energy that would otherwise be spent on commuting during the fasting hours.

Additionally, they’ll feel less pressured, knowing that they can make the most of their special evenings without the concern of a long journey to work the next morning.

Relevant reads: HR’s Guide to Remote Workforce Management

Fostering work-life balance

The final ten days of Ramadan are considered the most holy and spiritual, with many Muslim employees seeking time off work to focus on prayer and reflection.

While you don’t necessarily have to grant your employees the entire ten days off, part of understanding how to celebrate Ramadan at work involves respecting this aspect. Being flexible with approving time off requests during this period will make a huge difference to your Muslim employees, fostering a sense of inclusion and boosting employee motivation, which they will remember throughout the year.

Following Ramadan, Muslims celebrate Eid al-Fitr, a three-day festival marking its end. While the exact dates aren’t set in stone, it’s worth keeping an eye out and being aware of these celebrations just like learning how to celebrate Ramadan at work.

During this time, you should expect a relatively high volume of time off requests from your Muslim employees. These requests may also be on short notice, as the exact dates of Eid al-Fitr are determined only a few days in advance. Many companies offer time off for this holiday, at least for the first day, so it’s important to be prepared for this. Likewise, some APAC countries may declare these dates as public holidays.

2. Workplace Environment

In addition to considering work arrangements, understanding how to celebrate Ramadan at work involves creating a supportive and inclusive workplace environment.

Foster a culture of understanding and respect

It is important to educate all employees about the significance of Ramadan and its practices, fostering empathy and understanding. This can be done through workshops, presentations, or informational emails.

Encouraging open communication and empathy among colleagues is also key to creating a supportive environment where everyone feels valued and respected, regardless of their religious beliefs or practices.

Furthermore, simple gestures like being considerate of noise levels during prayer times and providing snacks such as dates, fruits, and water during Iftar (the breaking of the fast) can greatly contribute to making your employees feel appreciated and included.

Avoid offering food and drink during the day

Regarding food and drinks, an important aspect on how to celebrate Ramadan at work or how to support Ramadan at work is to avoid offering food and drinks throughout the day during Ramadan. Instead, consider planning team lunches or dinners closer to Iftar time. This not only respects their religious practices but also creates a sense of camaraderie and belonging among colleagues.

Decorating the office

Another great way on how to celebrate Ramadan at work and how to support Ramadan at work is by decorating the office for Ramadan. Similar to how you would decorate the office for holidays such as Christmas, consider celebrating Ramadan at work by adorning the office with lanterns, colorful lights, and banners that extend blessings to your Muslim colleagues for a blessed Ramadan.

3. Practical support

Finally, if you are seeking practical ways on how to celebrate Ramadan at work or how to support Ramadan at work, we have a few suggestions for you.

Providing dedicated prayer space

Muslim employees are required to pray five times a day, and two to three of these prayers may occur during work hours.

As an employer, part of how to celebrate Ramadan at work and how to support Ramadan at work is to provide a designated prayer space in the workplace. This could be a quiet room or even a converted unused office. That way, employees do not have to leave the office premises or feel uncomfortable praying in a public space.

Also, it’s not just about creating the space but also to be understanding of their prayer breaks. Employees should feel comfortable and encouraged to take breaks for prayer without feeling guilty, judged, or rushed. This is particularly important as praying on time is considered a religious obligation.

Organizing communal Iftar gatherings

Another way on how to celebrate Ramadan at work is by organizing communal Iftar gatherings. Allowing your Muslim employees to break their fast with their colleagues can create a sense of community and deepen relationships among team members.

These gatherings provide an opportunity for colleagues to share in the observance of Ramadan and enhance understanding and respect for different cultural and religious practices.

Establishing employee support groups 

Consider establishing employee support groups to assist those who may be struggling to balance work and fasting. These groups can provide a platform for employees to share their experiences, challenges, and tips on managing Ramadan at work.

Flexible meeting schedules and deadline extensions

Fasting during Ramadan can be physically and mentally taxing, potentially leading to tasks taking longer to complete unintentionally. Providing your employees with some flexibility during this time can significantly improve their productivity and well-being, reducing burnout.

As part of thinking about how to support Ramadan at work, you could also adjust meeting schedules to accommodate your fasting employees. This can mean avoiding scheduling meetings around prayer times, Iftar, and similar periods.

Another approach is to consult your employees on how to celebrate Ramadan at work or how to support Ramadan at work to determine the most suitable meeting times during this month. The key is to be understanding, flexible and communicate openly with your employees.

Demonstrating awareness of their religious obligations and a willingness to make their lives easier can greatly boost their morale and motivation.

Omni Tip on how to celebrate Ramadan at work:
During Ramadan, employees may hesitate to discuss their religious practices or concerns with supervisors in fear of being misunderstood. To avoid this, it is important to create a supportive environment where employees feel comfortable discussing their needs and concerns openly, without fear of judgment.

Frequently Asked Questions

1. How long is Ramadan?

Ramadan is typically a month-long Islamic holiday. However, because the Islamic calendar is based on lunar cycles, the exact number of days may vary from year to year. Typically, it lasts 29 to 30 days.

2. How do people fast during Ramadan?

During Ramadan, Muslims fast from dawn to sunset, refraining from eating, drinking (including water), smoking, and other activities. They also strive to avoid negative thoughts and behaviors, such as gossiping. The fast is broken at sunset with a meal called Iftar.

3. Can employees work during Ramadan?

Yes, employees observe Ramadan at work normally. However, it’s important for employers to be understanding and look into how to support Ramadan at work to accommodate their employees’ religious obligations during this time and also consider how to celebrate Ramadan at work to do their part in being inclusive.

4. How many hours shall employees work during Ramadan?

In many countries, there are specific regulations or guidelines revolving around how to celebrate Ramadan at work and how to support Ramadan at work. These include adjusting work hours for employees observing Ramadan to make provisions for their fast.

Generally, work hours are shortened to allow for more rest and to observe religious practices more comfortably. For instance, in the UAE, the workday is reduced by two hours.

It’s recommended that employers consult relevant legislation and guidelines to know how to celebrate Ramadan at work and how to support Ramadan at work. Employers can consider reducing work hours or implementing flexible scheduling for employees fasting during Ramadan. This not only supports their well-being but also helps in maintaining productivity levels during the fasting period.

5. What to greet colleagues during Ramadan?

When it comes to how to celebrate Ramadan at work, greeting colleagues is a great way to do it. It’s considerate and respectful to use the traditional greeting, “Ramadan Mubarak,” which means “Blessed Ramadan.” Another common phrase is “Ramadan Kareem,” translating to “Generous Ramadan.” “Happy Ramadan” is also widely accepted as a friendly and respectful greeting.

Also, part of knowing how to support Ramadan at work is to avoid making statements like “I’m sorry you have to fast” or “It must be hard not eating during the day.” These comments may come across as dismissive of an individual’s personal beliefs.

Most Muslims look forward to Ramadan and find it a spiritually uplifting month. So, focus on well-wishes and appreciation for their dedication to observing Ramadan.

Leverage HR Technology to Boost Employee Engagement

Dive into the Ramadan month with our tips on how to support Ramadan at work and how to celebrate Ramadan at work. Supporting your employees during the fasting month is not only a gesture of respect for their religious beliefs but also a way to foster a more inclusive and understanding workplace culture.

By being mindful of their needs, offering flexibility, and creating a supportive environment, you can help your Muslim employees observe Ramadan with ease, ensuring they feel valued and appreciated.

Stay on top of every upcoming festive celebration with Omni’s customizable dashboard which allows your teams to set and manage calendars pre-loaded with country or region specific holidays and timezones.

Our robust time off management capabilities allow HR teams to streamline the management process of leave requests during Ramadan period. Omni also seamlessly integrates with your team’s most loved work tools such as Slack, enabling managers to receive and manage time off approvals directly within the messaging platform, removing time-consuming steps from leave management with a quick push of a button. With automated calculations, employees and managers can easily view leave balances in real-time without the intervention of HR.

Book a demo with our team to learn more about how Omni can support your international workforce during the spiritual month of Ramadan.

It’s beyond question that diverse teams simply perform better than less diverse ones. Which makes sense—imagine you were only allowed to recruit from one specific pool of people. That would severely hinder your access to top talent and the varied experiences that spark creative brilliance.

That is why a Diversity, Equity and Inclusion (DEI) policy is so important. Such a policy not only states your organization’s commitment to diversity and inclusion (which helps the wellness of your employees and your business’ bottom line), but also outlines a strategy to enforce it.

In this article, we’ll be diving into the key elements of a great DEI policy, how you can incorporate them in your workplace, and strategies for communicating them to your team.

What is a Diversity, Equity and Inclusion (DEI) Policy?

A DEI policy is the official document outlining your organization’s commitment to encouraging diversity, equity, and inclusion in the workplace. It’s the guiding framework for creating a workplace environment where all your employees can feel valued, regardless of their background, identity, or experiences. DEI policies outline your organization’s stance on fostering diversity and combating discrimination, as well as how it plans to go about developing an inclusive culture.

At its core, an effective DEI policy communicates your organization’s commitment to creating a workplace culture that embraces and celebrates differences while striving for fairness and equality. By establishing clear expectations and standards, your DEI policy sets the tone for workplace culture and aligns the efforts of leaders, managers, and employees toward building a more inclusive workplace, where everyone has equal opportunities to contribute and thrive.

Why are DEI Policies Important?

While the value of diversity might seem obvious, there could be unconscious biases or outdated practices still in use that make true equity difficult to achieve. But with a DEI policy, you can tackle them head on. Here’s why that’s important:

Promoting fairness and equality: DEI policies help ensure that all your employees, regardless of their background, identity, or experiences, are treated fairly and have equal opportunities for advancement within your organization. By clearly laying out your organization’s commitment to equity and inclusion, these policies set clear expectations for behavior and decision-making that impacts individuals on the team.

Fostering a positive work environment: DEI policies are important for creating a workplace culture where all team members feel valued, respected, and included. By embracing diversity and encouraging inclusion, your organization can cultivate a sense of belonging among its employees, leading to higher morale, increased engagement, and improved overall well-being.

Enhancing organizational performance: Research has shown that diverse teams are more innovative, creative, and effective at problem-solving. By promoting diversity and inclusion through DEI policies, your organization can tap into the unique perspectives, skills, and experiences of its employees, leading to better decision-making and better business outcomes. In this case, employee well-being directly contributes to your organization’s bottom line.

Attracting and retaining talent: In today’s competitive job market, candidates (especially those in Gen Z and Gen Alpha) increasingly seek out employers that prioritize diversity, equity, and inclusion. Organizations with robust DEI policies are more likely to attract top talent from diverse backgrounds and retain employees over the long term by creating an environment where all individuals can thrive and grow.

Meeting legal and regulatory requirements: Implementing DEI policies will help your organization comply with legal and regulatory requirements related to discrimination, harassment, and equal employment opportunity. By establishing clear guidelines and procedures for addressing issues of discrimination and bias, your DEI policies help minimize legal risks and protect your organization from potential liabilities.

DEI policies are essential tools for creating a workplace culture that celebrates diversity, promotes equity, and encourages inclusion. By embedding these principles into official policies and practices, your organization can create an environment where all employees feel empowered and able to contribute their unique talents and perspectives to achieve common goals.

What Should a DEI Policy Include?

Comprehensive DEI policies should reflect your organization’s commitment to promoting diversity and creating an inclusive workplace culture. The key elements that your DEI policies needs to include are:

Mission statement and commitment: Begin the policy with a clear and concise mission statement that plainly states your organization’s commitment to diversity, equity, and inclusion. This statement should encompass your company values and emphasize the importance of creating a workplace where all team members are respected, valued, and empowered to succeed, regardless of background.

Definitions and terminology: Define key terms related to diversity, equity, and inclusion and how they relate to your workplace. This ensures clarity and understanding among your employees, and can be pointed to in case any policies are contested. Provide explanations of terms such as equity, inclusion, unconscious bias, microaggressions, and privilege to foster a shared understanding of these concepts within your organization.

Scope and applicability: Specify the scope and applicability of your DEI policies, including who is covered by the policy. Clarify whether it applies to all aspects of employment, including recruitment, hiring, promotion, compensation, training, and development.

Non-discrimination and anti-harassment policies: Outline policies prohibiting discrimination, harassment, and retaliation based on protected characteristics (like race, religion, or gender identity). Clearly identify prohibited conduct, reporting procedures for complaints or concerns, and your organization’s commitment to investigating and addressing any allegations of discrimination or harassment as soon as they’re made aware of them.

Accommodation for disabilities: Include provisions outlining your organization’s commitment to offering accommodations for employees with disabilities to ensure equal access to employment opportunities at your workplace. Describe the process for requesting accommodations and how your organization will help to provide access and opportunities for those who’ve made requests for accommodation.

Diversity and inclusion initiatives: Describe the specific initiatives, programs, and strategies your organization will use to promote diversity and foster inclusion within its workplace. This could include recruitment and employee retention programs aimed at increasing diversity, training and education opportunities to raise awareness of unconscious bias, or employee resource groups to support underrepresented communities.

Equity and fairness principles: State your organization’s commitment to promoting equity and fairness in all aspects of employment, including compensation, performance evaluation, and career advancement. Outline the policies and practices aimed at identifying and overcoming traditional barriers to equity.

Training and education: Highlight your organization’s commitment to providing training and education on diversity, equity, and inclusion topics for employees at all levels. Describe the content, format, and frequency of DEI training initiatives and expectations for employee participation.

Accountability and measurement: Establish mechanisms for holding leaders, managers, and employees accountable for upholding the principles outlined in your DEI policy. Make sure to include regular monitoring and assessment of DEI initiatives in your policy, as well as for collecting feedback and measuring progress toward your goals.

Examples of DEI Policy

The best way to understand how DEIs work is to consider them in practice. Here are 10 examples of DEI policies for you to consider including in your own:

1. Zero-Tolerance Policy for Discrimination and Harassment

Implement a clear and enforceable policy that prohibits discrimination, harassment, and retaliation based on protected characteristics such as race, gender, sexual orientation, religion, disability, and age. Make sure to outline procedures for reporting and investigating complaints and specify consequences for violations.

2. Inclusive Recruitment and Hiring Practices

Consider adopting blind recruitment practices, where identifying information is removed from the resumes of potential candidates. This helps mitigate unconscious bias and promote fair evaluation of candidates based on qualifications and experience.

You should also actively seek out and recruit candidates from underrepresented groups to increase diversity within the organization. Regardless of background, provide a comprehensive onboarding process that introduces new hires to the organization’s culture, values, and diversity initiatives.

Get inspired: Onboarding 10 Companies That Have the Best Employee Onboarding Experience
(and You Can Too)

3. Flexible Working Arrangements

Put in place policies that support flexible or hybrid work models such as remote work, flexible hours, or compressed workweeks to accommodate diverse needs and lifestyles. For instance, if you have employees with mobility limitations, allowing them to work more frequently from home could greatly improve their workplace comfort and effectiveness.

4. Inclusive Language and Communication

Promote the use of inclusive language in all communications, including job postings, internal communications, and external messaging. Provide training and guidelines to educate your employees on the importance of inclusive language and respectful communication.

5. Accessibility and Accommodations

Ensure that your workplace facilities, technologies, and communication channels are accessible to employees with disabilities. Provide reasonable accommodations, such as modifying facilities (e.g. reorganizing the workplace layout to facilitate wheelchair access) or providing assistive technologies to create equal access to employment opportunities and the workplace.

6. Inclusive Benefits and Wellness Programs

Offer benefits and wellness programs that address the diverse needs of your employees, including parental policies, mental health resources, and accommodations for religious observances and holidays. A comprehensive and flexible wellness program allows for greater diversity and appeals to a greater talent pool.

7. Performance Evaluations and Feedback

Implement fair and objective performance evaluation processes that are free from bias and discrimination. Provide regular feedback and coaching to support your employees’ professional growth and development. Training to overcome unconscious performance appraisal biases will offer value as leaders approach key performance review seasons.

Read more: A Guide to Mastering Performance Management

8. Professional Development and Advancement

Pair employees from underrepresented groups with mentors or sponsors who can provide guidance, support, and advocacy in their career development. You should also provide training programs for leaders and managers to increase awareness of diversity and inclusion issues and develop inclusive leadership skills.

Offer training and development opportunities that address the specific needs and career aspirations of diverse employee groups. Talk to your employees directly and get a sense of their ambitions and goals, and shape your training opportunities accordingly.

9. Company Culture and Engagement

Create a policy that firmly codifies an inclusive company culture where all employees feel valued, respected, and included. Promote diversity and inclusion initiatives, celebrate diverse perspectives and contributions, and create opportunities for employee engagement and collaboration.

10. Unconscious Bias Training

Provide training to educate employees on unconscious bias and its impact on decision-making processes. Offer practical tools (like the Implicit Association Test) and strategies to help your employees recognize and mitigate bias in their interactions and decision-making. Remember—unconscious bias is subtle and affects everyone, even if they don’t recognize it. Combating unconscious bias through education should be a cornerstone of successful DEI policies.

How to Communicate Your DEI Policies? 

Creating a DEI policy is insufficient; it needs to be effectively communicated and consistently reinforced to ensure its impact. Here are some tactics you can employ to ensure your whole team is aware of your DEI policy:

Clear and transparent communication: Make sure that your DEI policy is clearly articulated in writing and easily accessible to all members of your workforce. Consider creating a dedicated section on your company intranet or website where your employees can easily access and reference the policy.

Employee training and workshops: Conduct training sessions and workshops to educate employees about your DEI policy, its importance, and their role in supporting diversity and inclusion efforts. Provide examples and case studies to illustrate key concepts and encourage interactive discussions.

Leadership endorsement: Demonstrate visible support for the DEI policy by having senior leaders and executives endorse it publicly. Encourage leaders to communicate your organization’s commitment to diversity and inclusion in company-wide meetings, emails, and other internal communications.

Regular communication: Incorporate messages about diversity and inclusion into regular communication channels such as newsletters, internal memos, and team meetings. Use these opportunities to reinforce your organization’s values and highlight initiatives that promote diversity and inclusion.

Feedback opportunities: Create regular feedback opportunities to allow employees to provide input and share their experiences related to diversity and inclusion in the workplace. Encourage open and honest communication and assure employees that their feedback will be valued and acted upon.

Employee Resource Groups (ERGs): Encourage the formation of ERGs or affinity groups focused on promoting diversity and inclusion. These groups can act like forums for your employees to discuss DEI-related topics, share best practices, and organize events and initiatives, or even as solidarity groups for underrepresented communities within your workforce.

External communication: Communicate your organization’s commitment to diversity and inclusion to external stakeholders, including clients, customers, partners, and the broader community. Highlight initiatives and partnerships that support diversity and inclusion efforts and demonstrate your organization’s values.

Fostering Inclusivity with Omni

Undoubtedly, DEI policies are crucial for fostering a positive workplace culture and drive organizational success. HR Information Systems (HRIS) play an important role in supporting these policies by automating processes, encouraging transparency, and providing insights to help organizations effectively implement and reinforce their DEI policies.

With modern HR automation tools like Omni, you gain access to data-driven insights that facilitate informed decision-making, as well as seamless integrations that effortlessly connect with your existing employee favored systems, making your entire engagement process more efficient and modern.

Our performance management module provides you with instant reports to track diversity and inclusion goals, ensuring these initiatives are prioritized and progress is measurable. Furthermore, our employee self-service portals empower employees to access and understand DEI policies, fostering awareness and inclusivity.

With a full suite of modules supporting every aspect of your business, Omni’s intuitive and customizable platform integrates with your team’s favorite systems for a seamless and timely adoption, ensuring diversity, equity and inclusion are adopted into your company’s culture.

If you’d like to learn more about how Omni’s all-in-one HR software can bring your DEI initiatives to the next level, book a demo with us today and start building a more diverse and equitable organization!