Imagine stepping into a new role at an organization. You are eager but anxious, ready to contribute yet unsure where to begin. This scenario is common in today’s workplaces, where a diverse range of backgrounds and experiences converge. However, harnessing this diversity’s full potential hinges on effective onboarding and inclusion strategies. With an average cost of over $1,500 to onboard a new hire, and strong onboarding processes boosting new hire retention by 82%, the stakes are high. Yet, a staggering 88% of employees feel their organization falters in effective onboarding. Let’s dive into inclusive onboarding best practices.

Essence of Inclusive Onboarding

Inclusive onboarding, as emphasized by Asana, is crucial in cultivating a diverse and welcoming workplace. It ensures that all employees, irrespective of their background, feel valued and comfortable from their very first day. This approach significantly boosts retention and employee engagement, as employees feel more connected to the organization’s culture and values.

A strategic onboarding process begins from day one, setting a positive tone for the employee’s journey with the organization. It’s more than just a routine introduction; it integrates new hires into the organization’s fabric, giving them a clear understanding of their roles, the organizational culture, and expectations.

Inclusive onboarding involves regular check-ins and feedback opportunities, allowing new hires to feel supported and heard. By doing so, organizations create an environment that not only welcomes diversity but also nurtures it, leading to a workforce that is engaged, productive, and aligned with the organization’s goals.

Case Study: Accenture’s Success Story

In 2022, global technology firm Accenture faced a significant challenge: a high turnover rate among new hires, with 25% leaving within their first year. This concerning trend was partly attributed to a sense of disconnection, as revealed by an internal survey. Many new employees reported feeling alienated and unsupported, leading to dissatisfaction with the organization’s culture and approach to inclusion. In response, Accenture embarked on a comprehensive overhaul of its onboarding process, aiming to create a more inclusive and structured approach for integrating new employees.

The newly devised onboarding process at Accenture encompassed several key elements, all geared towards fostering a more inclusive environment. The pre-boarding phase initiated by the Human Resources team (HR) included sending welcome packages to new hires two weeks before their start dates, containing personalized messages and comprehensive organizational information. This early engagement aimed to establish a sense of belonging before their first day of work.

On their arrival, new employees were immersed in a full-day orientation session, acquainting them with the organization’s history, values, and organizational structure. This was a crucial step in embedding them into Accenture’s inclusive culture. Additionally, each new hire was assigned an experienced mentor, providing them with ongoing guidance and a personal connection within the organization.

Accenture also developed tailored training plans for each new employee, addressing specific role requirements and broader organizational competencies, ensuring that everyone felt equipped and competent in their new roles. To further the sense of inclusion and team integration, new hires were actively involved in team-building events and departmental meetings, nurturing a sense of belonging and connection with their colleagues.

Regular check-ins by HR at 30-, 60-, and 90-day intervals were instrumental in tracking each new hire’s progress and addressing any concerns, further reinforcing the inclusive environment.

The results of these strategic enhancements were substantial. Within a year, the turnover rate among new hires decreased from 25% to 15%. Employee engagement scores improved by 25%, and the time for new hires to reach full productivity was reduced from 4 months to 2.5 months. Overall employee satisfaction surged from 60% to 85%. This case study exemplifies how a focused and well-structured onboarding process, with an emphasis on inclusivity, can significantly enhance employee retention, engagement, and overall satisfaction.

Best Practices for Inclusive Onboarding

Creating an inclusive onboarding experience is a multifaceted process. It involves not only introducing new hires to the organization but also ensuring they feel welcomed and valued. Here are some key practices to achieve this:

• Emphasize Diversity and Inclusion: Highlight the organization’s commitment to diversity and inclusion during onboarding.
• Provide Comprehensive Information: Give new hires a complete picture of the organization’s goals, strategies, and structure.
• Prepare the Team: Ensure the existing team is ready to integrate new hires, with a focus on inclusivity.
• Facilitate Understanding of Organizational Language: Assist new hires in grasping organization-specific terms and jargon.
• Establish a Buddy System: Pair new hires with experienced employees for guidance and support.

The integration of industry-leading best practices extend beyond mere introductory sessions. A strategic, extended onboarding process is needed for a comprehensive approach. Onboarding is a crucial element in the employee lifecycle, integral to cultivating a culture of diversity and belonging.

By implementing these best practices, organizations can ensure that new hires are not only seamlessly integrated but also feel genuinely valued and understood from day one. This approach lays the groundwork for a more inclusive and productive workplace, optimizing both employee satisfaction and overall organizational performance.

How does your current onboarding process create an inclusive onboarding experience? Where are the gaps, and what improvements can be made? Beyond the initial onboarding phase, what strategies do you employ to ensure continuous integration and engagement of new hires? Leave a comment below, send us an email, or find us on Twitter.