By Nicole Martin

Having worked together for the last two years, Lisa couldn’t help but notice the change in Christine over the past few weeks. Always friendly and upbeat, Christine had become quiet and withdrawn. She was frequently making mistakes and had missed an important deadline. Lisa was quite concerned, but wasn’t sure what to do as they were colleagues, but not close friends. She doesn’t want to embarrass Christine, but she doesn’t want to ignore the warning signs either. Should she ask Christine if something is wrong? Mention her concerns to her manager?

Working day in and day out with your coworkers, you likely know their routines and personalities. You have a front row seat to their ups and downs, noticing when their moods shift. Given this relationship, you can recognize when they may be struggling with something. And, you are in a position to help.

Getting Colleagues the Help They Need

Physical and mental health challenges can impact your coworker’s life and work performance, along with your own, so it’s important that you find some way to help them – whether you directly speak with them or report your concerns to HR. Here are some ways to offer support.

Providing Support Services

If you have a good relationship with the colleague, you might want to talk to them privately about what you have observed. For example, say something like, “I noticed that you missed the X deadline, which is so not like you.” Give them the opportunity to respond. If they confirm your suspicions, don’t feel you need to provide a solution, but do offer a supportive ear and resources. Before you speak with them, gather information on the type of support your company offers. 

An Employee Assistance Program (EAP) may be the first line of help. This is a workplace program that offers free – and confidential – counseling, referrals and follow up services for employees who are having some personal and/or work related problems. Suggest to your coworker that they speak to human resources who could provide some more information on the free support services available.

If your coworker doesn’t want to connect, simply say something like, “OK, but I’m here if you need to talk.”

Assist Them in Other Ways

Your coworker might not want to talk about what’s bothering them, but they may be willing to accept your support with work tasks. Don’t ask them what they need help with, but rather ask more proactive questions, like, “Is there anything I can take off your plate at the moment?” or “Anything I can do to help you meet the upcoming X deadline?” 

When it comes to mental health, many of us are worried that we won’t say the right thing. But more often than not, offering support is more than enough. When I notice that a colleague is struggling, I do not always ask for details. However, I will let them know what I am observing and then make an offer to help. For example, “You seem overwhelmed today. What can I do to help?” Or, “That was a rough meeting and you look stressed. I am here to listen, even if you just need to vent.” This not only validates the other person’s feelings, but also gives them an opportunity to talk if they are comfortable doing so.

Learn How to Support Someone Struggling with their Mental Health

So many of us have been faced with mental health challenges over the last few years. And as we re-enter the workplace, new challenges may arise. If you want to learn how to help, there is a new initiative by Jack.org in partnership with Born This Way Foundation. It is a free, self-directed online course that provides individuals with the knowledge, skills and confidence to support someone who may be struggling with their mental health. It can help you recognize warning signs, your role in supporting them, and how to connect them to help. It’s less than two hours and well worth the time spent.

By Kimberly Kafafian

Later this month we will be celebrating Hire a Veteran day. Because hiring from this group brings so much to the table, I want to expand the spotlight to shine on more than a single day on the calendar. I think it’s so important to share with employers the benefits leveraging this talent pool offers their organizations every day.

Improving the Bottom Line

Wise business leaders recognize the value of having veterans in their workforce. So much so, that 250+ companies joined the Veterans Jobs Mission coalition, which is committed to hiring 1 million veterans by 2025. These businesses, which represent virtually every industry in the U.S. economy, include companies like Amazon, American Express, Hershey’s, Johnson & Johnson, JP Morgan and Home Depot. The list goes on and on, underscoring the benefits that come from hiring those in the military. Plus there are many other businesses that are not part of the coalition, which have their own initiatives for hiring and supporting veterans, such as Walmart and Starbucks. 

Let’s explore why these businesses are making veteran hiring practices a priority. 

Productivity and Performance

The skills and attributes veterans developed during their time in service increase performance and productivity. How? Well for starters, their military experiences have already provided these men and women with real-life leadership skills. Additionally, veterans are used to working in teams to achieve a common goal, and they understand how multiple teams work together towards an overarching objective. And, because they are trained to analyze all information before making a decision, veterans are capable of making the best choice available when looking at the options. These skills and attributes – in addition to any technical abilities mastered – go a long way in boosting productivity and performance.

Brand Reputation

There’s a lot of goodwill that goes along with hiring veterans. A survey from Just Capital and The Harris Poll found that 87% of respondents believe companies have a role to play in actively recruiting veterans to their workforces. And it seems, according to the survey results, that veteran hiring initiatives also impacts purchasing decisions. 

Diversity

A diverse workforce boosts creativity and innovation. Having teams of individuals of varying backgrounds, perspectives and experiences expands the opportunity for new ideas and processes. Studies show that organizations with a diverse workforce enjoy higher revenues.

Cost Savings

Hiring veterans can also save businesses money. One study from the CEB Corporate Leadership Council found that, on average, veterans perform at higher levels and are less likely to leave a company. According to the study “for a company of 1,000 employees with 25 percent military veteran new hires, cost savings amounted to a whopping $325,000 per year.”   

Filling Talent Needs

Hiring overall is a top challenge for businesses in today’s climate. With nearly 200,000 transitioning service members entering civilian life each year, veterans are an untapped source. Organizations just need to read between the lines on the resume to see how military service experience can translate into valuable business skills and attributes.

Additional Financial Incentives

While all of the above benefits work to boost performance and productivity for financial gains, there are also some tax incentives that businesses may be eligible for when they hire veterans. The Work Opportunity Tax Credits provides up to $5,600 for each unemployed veteran hired, and up to $9,600 for each veteran with a service-related disability hired.

Let me sum up this business case for hiring veterans with a quote from Jamie Dimon, Chairman and CEO, JPMorgan Chase & Co.:

“We have to compete for workers. The military is a great place to find talent. [In the military] they learn how to show up. How to be a team. How to respond. If they don’t do their job, someone could be seriously injured. They learn logistics, communication, sharing ideas, analyzing reports, cybersecurity. Give them a chance.”

By Nicole Martin

When it comes to DEI&B, so much focus is put on the first three aspects: diversity, equity and inclusion. But the B – belonging – is the secret sauce for making the DEI initiatives work. While the D, E and I are critical, they simply aren’t enough on their own. If your teams don’t feel like they belong, then your DEI initiatives will fall flat. My favorite way to approach DEI&B is this quote from Verna Myers: “Diversity is being invited to the dance. Inclusion is being asked to dance. Belonging is when the DJ plays your song request.” 

To drive innovation, boost productivity and attract/retain the talent you need, prioritizing the B is a must! Leading organizations create cultures where people are comfortable disagreeing with an idea and willingly share their perspectives; this is what drives creativity. And when people believe they work for companies whose values and missions align with their own, they’re more productive. 

According to a study by BetterUp, “high belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days.”

These findings are bolstered by the 2022 Workplace Belonging Survey, which found that 88% of respondents strongly or somewhat agree that a sense of belonging leads to higher productivity at work.

The lesson to be learned: a positive culture that is welcoming to everyone has a positive effect on the bottom line. When employees feel they belong, they are more productive, motivated and engaged.

But What Does a Sense of Belonging Actually Mean? 

Based on the Workplace Belonging Survey responses, workers say it means “having their perspective and/or contributions valued by their colleagues and superiors (64%) and working in an environment where they feel accepted (64%).”

The BetterUp data revealed belonging is related to mattering, identification, and social connection. 

In a nutshell, belonging is the feeling of being valued, accepted and included.

Building a Culture of Belonging

I help companies create better workplaces by building and enhancing DEIB initiatives, in essence weaving them into the fabric of their cultures. While adding the B to the acronym is something new, creating a sense of belonging is far from it. Over the course of my career, even before the B was formally added to the acronym, I have strategized with leadership on creating welcoming environments for all workers. Here are the actions I have found effective.

1. Implement Diversity Training

Create a training program that educates your workforce on differences (ethnic, gender, neurodiverse, etc.). I find it’s important to tailor the programs to employees and leadership so you can effectively address the issues specific to them.

2. Use Inclusive Language

So that everyone feels included, shift from using he/she to they in your workplace. Inclusive language helps workers feel safe and accepted.

3. Involve Leadership

Culture flows from the top down, so it’s important to make sure leaders are walking the walk and not just talking the talk. They need to ensure that employees feel seen, valued, understood and welcome. 

4. Create an Environment of Open Communication

You want your employees to feel secure enough to share ideas and perspectives, let leadership know how they are doing, and call attention to diversity issues so that they can be addressed.

5. Create networks.

Demonstrate recognition and support of differences by welcoming interest groups. Creating these groups also provides opportunities to identify ways to improve your inclusive initiatives. 

Don’t neglect the need of your employees to feel included. Take action now.

By Kimberly Kafafian

You may have heard about certification programs for small businesses, as well as for businesses owned by minorities, women and veterans. But there is also a lesser known certification that we are excited to bring to your attention: LGBTQ+ owned businesses. 

This certification was first created by the National Gay and Lesbian Chamber of Commerce (NGLCC) back in 2004 as a way to improve the economic equality of LGBT business owners. And since then, the number of certified businesses has truly grown. The Certified LGBTQ2+ Business Enterprise® (Certified LGBTQ2+BE®) certification is now used by over 1/3 of Fortune 500 and federal, state, and local government supply chains nationwide. 

Criteria for Becoming a Certified LGBTBE

The requirements for becoming certified are pretty straightforward:

1. The business is at least 51% owned, operated, managed and controlled by a person or persons who identify as part of the LGBTQ+ community and are U.S. citizens or lawful permanent residents.
2. The business is independent of any non-LGBTQ+ enterprise.
3. The business is headquartered in the United States.
4. The business is a for-profit organization.

Jurisdictions Recognizing LGBTQ+ Owned Businesses in Pool of Suppliers

The NGLCC, which is a third party certification body, is the main source for businesses wishing to be certified. Their designation helps businesses stand out to those organizations looking to increase their diversity initiatives. The NGLCC even has its own group of corporate partners seeking to work with LGBT businesses.

Some jurisdictions are also establishing their own LGBTQ+ certifications. In my home state of New Jersey, Governor Murphy recently signed an executive order instructing the New Jersey Department of the Treasury to create a state-backed certification program for LGBTQ+-owned businesses. This certification, which will be free of charge, will expand public and private contracting opportunities.

New York City has also taken moves to promote LGBTQ+ businesses. It invites LGBTE’s certified with the NGLCC to apply for the Minority and Women-owned Business Enterprise and the Emerging Business Enterprise certification programs. LGBTQ-owned businesses that aren’t already NGLCC certified may also apply for NYC certification through the standard application on the city’s Small Business Services Connect website.

LGBTQ+ owned businesses are also specifically recognized by the city of Baltimore, which provides for a certification. 

While the number of jurisdictions with their own certification is certainly small, New Jersey’s latest move may propel other states to follow suit.

The Benefits of Being LGBTQ Certified

Just as being a certified women-owned and minority-owned business brings new opportunities and access, so too does being LGBTQ certified. With diversity and inclusion initiatives topping corporate agendas today, many organizations are looking to do business with LGBTQ+-owned companies. Being designated such a business will make companies stand out from among the competition. 

Holding a NGLCC designation also opens a host of other doors:

• Access to their network of 200+ corporate and government partners who are looking to support LGBTQ+ businesses.
• B2B opportunities – NGLCC has 1000+ LGBTBEs across all industries, expanding networking capabilities.
• Educational programs and mentorship opportunities.
• Networking and scholarship opportunities.

If you’re a certified LGBTQ+ business, I would love to hear about your certification experience.

By Kimberly Kafafian

If I had to pick one HR topic for organizations to focus on in 2022, it would likely be employee wellness. The pandemic has shown us just how important it is to focus on the physical and mental health of the workforce. While doing so is obviously key for the employees themselves, it is also necessary for companies to survive and thrive in our new work world.

The scares and challenges of the last two years have changed how employees view their jobs. Not only are they demanding a better work-life balance, they are also looking to align themselves with organizations that value them and genuinely consider their wants and needs. One way for employers to demonstrate that they see and hear them is through wellness programs. 

As an HR professional, I am often asked by leadership and CFO’s as to whether the benefits are worth the investment. My answer: unequivocally, yes! 

A Cost Benefit Analysis

By creating wellness programs, organizations reap a variety of benefits making it well worth the investment, such as:

1. Providing a competitive edge in a tight labor market. Today’s job seekers expect health and wellness benefits from employers. They want more than just a good salary. In fact, candidates often include wellness programs on their list of job benefits that are important to them. 
2. Retaining and engaging existing talent. Employee wellness goes hand-in-hand with employee engagement. Offering initiatives that are focused on an individual’s wellbeing lets workers know that they are not just another number or cog in the wheel. This helps employees feel they play an important part in the function of the organization and provides greater job satisfaction.
3. Creating a positive corporate culture. When a company has a genuine concern for the workforce’s wellbeing, it fosters a culture of trust and respect, which in turn boosts morale and a feeling of belonging. A positive culture is not only important for engagement, but also for recruiting. 
4. Lowering absenteeism and turnover. Initiatives that improve employee health and reduce stress levels in turn tend to decrease sick days and resignations. Employees who are healthy, well-rested and energized are more motivated to complete their work and perform their best – and are less likely to start job hunting.
5. Reducing healthcare costs. When the workforce’s health improves, they are less likely to get sick saving the organization in healthcare expenses. Studies show that for every dollar an employer spends on wellness programs, the company saves an average of $3.27 in health care costs.
6. Decreasing losses. The American Institute of Stress found that job stress costs the US industry more than $300 billion in losses due to absenteeism, diminished productivity, and accidents. 

The benefits employers gain from offering employee wellness programs are definitely worth the investment. 

Not sure what types of offerings to include in your wellness program? Read our blog Employee Health and Wellness Program Ideas.