Affecting Machines

INCLUSIVE ONBOARDING

Recent research underscores the benefits of a well-structured onboarding program, with outcomes such as increased employee retention and heightened productivity. Despite these findings, a large portion of organizations overlook its significance. This negligence, combined with historically male-dominated cultures in sectors like tech, necessitates a reevaluation of onboarding procedures, particularly to promote gender equity. 

[Inclusive] Onboarding serves as the foundation for a diverse workplace, ensuring that new hires, regardless of their gender or sexual orientation, feel acknowledged, valued, and supported. However, for inclusive onboarding to be effective, it must dovetail with other gender-focused initiatives. 

3-Step Inclusive Onboarding: 

1. ORIENTATION [WEEKS 1-3]

Overview: A period to acquaint new hires with organizational ethos, teams, and essential policies. 

GOOD PRACTICES: 

  • Prepare teams for new members. 
  • Offer a holistic view of the organization. 
  • Prioritize gender equity transparency. 
  • Aid in city adaptation for relocated employees. 
  • Provide office maps with inclusive spaces highlighted. 
  • Promote Employee Resource Groups (ERGs) from day one. 
  • Recognize names and gender pronouns. 
  • Launch a gender-centric mentorship program. 

2. ROLE TRAINING & TRANSITION [MONTHS 1-3]

Overview: Train the new hire for their specific role and help them understand their duties and the organization’s expectations.

GOOD PRACTICES: 

  • Offer comprehensive workplace inclusion training.
  • Establish a clear discrimination reporting mechanism.. 
  • Facilitate partner and family integration. 

3. ONGOING DEVELOPMENT & RETENTION [MONTH 3 & BEYOND]

Overview: Draft a long-term developmental blueprint for the employee’s professional journey. 

GOOD PRACTICES: 

  • Initiate a reverse mentorship scheme. 
  • Engage with external communities and organizations. 
  • Lay the foundation for effective career planning. 

CONTINUAL CONSIDERATIONS

For an inclusive onboarding process to be effective, constant introspection and an openness to address inherent biases are imperative. 

GOOD PRACTICES: 

  • Elicit feedback regularly.
  • Afford adequate time for acclimation. 
  • Avoid burdening 2SLGBTQAI+ and women staff unduly. 
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