Identifying the (Benefits) Gaps
London-based diversity and inclusivity consulting firm, All of Us, is rethinking the relationship between employee benefits and workplace experience.
Using an employee-driven social networking platform, data is generated around how workers approach their jobs, share their beliefs, and interact with coworkers. In part one of a three-part series, Andrew Phillips, founder of All of Us, dives into what’s most important for employers to consider when deciding how to drive cultural change.
1. Make sure the company CEO is an active voice and participant in initiatives
2. Don’t tell staff what to do, involve them in deciding what to do
3. Document activity and engagement to share with staff, potential recruits and the investor community. People need to see evidence.
When it comes to the insurance industry, it has been traditionally male dominated with very few opportunities for women or women in leadership positions. Whilst the industry is taking steps to change this, perceptions still remain that hinder the recruitment of top female talent in the industry.
Our platform provides access to employees and a straightforward way to revitalize efforts, ask for opinions, share insights and breathe new life into initiatives that may have stalled. Social media is a great way to engage and communicate with staff in a way that comes naturally to them. By using a platform tailored to your company, you can post, comment, like and share about important topics in a way that is instantly familiar and uses content that is bitesize and engaging so encourages learning naturally, not in a somewhat forced learning and development environment which staff are reluctant to participate in.