Driekwart van de werknemers zegt dat het beleid voor raciale gelijkheid niet oprecht is

23-06-2022 19:32 | 5 dagen geleden Economie

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Nieuw onderzoek door Catalyst toont aan dat 68% van de werknemers ook zegt dat het Covid-gerelateerde beleid van hun werkgevers niet oprecht is.

NEW YORK, 23 juni 2022 /PRNewswire/ -- In 2020, toen werkgevers met de pandemie en hernieuwde nieuwe oproepen tot raciale gerechtigheid worstelden, reageerden velen met nieuwe beleidsmaatregelen en uitspraken. Maar volgens een onderzoek onder bijna 7000 werknemers in 14 landen over de hele wereld, uitgevoerd door Catalyst, zijn meer dan twee van de drie werknemers (68%) van mening dat het coronavirus-gerelateerde beleid van hun organisatie voor de zorg en veiligheid van hun werknemers niet oprecht was. In landen met een witte meerderheid meldde driekwart van de werknemers dat het beleid van hun organisatie op het gebied van raciale gelijkheid niet oprecht was.

Het rapport Words Aren't Enough: The Risks of Performative Policies toont aan dat het niet genoeg is om beleid aan te kondigen of verklaringen af te geven. Organisaties dienen zich te ontwikkelen en belangrijke acties te ondernemen. De gegevens tonen aan dat werknemers hun gezond verstand gebruiken en herkennen wanneer het bedrijfsbeleid slechts presterend is. En als dat hun conclusie is, zijn er gevolgen voor organisaties, waaronder minder betrokkenheid en het voornemen om onder werknemers te blijven.

"Dit rapport schudt CEO's en andere bestuurders wakker op een moment dat werkgevers nog steeds te maken hebben met een hoog verloop als gevolg van The Great Resignation", aldus Lorraine Hariton, directeur en CEO van Catalyst. "Als leiders te maken krijgen met de volgende ongekende ontwrichting, moeten ze het met empathische en authentieke, betekenisvolle acties aan de orde kunnen stellen."

De meeste medewerkers zien Covid-19-beleid niet als oprecht, maar hebben betere ervaringen op het werk op het moment dat ze dat doen. Belangrijke bevindingen:

-- Meer dan twee op de drie werknemers (68%) gaven aan dat het Covid-19-beleid van hun organisatie niet echt was. -- Medewerkers die vonden dat het Covid-19-beleid van hun organisatie oprecht was, ervoeren meer inclusie, betrokkenheid, respect en waarde voor hun levenssituatie, de mogelijkheid om werk en privé met elkaar in evenwicht te brengen en de intentie om bij hun huidige werkgever te blijven. -- Onder medewerkers die het Covid-19-beleid van hun organisatie als echt beschouwden en die empathische managers hadden, kwam burn-out minder vaak voor dan onder anderen. De meeste medewerkers zien raciaal beleid niet als oprecht, maar hebben betere ervaringen op het werk op het moment dat ze dat doen. Belangrijke bevindingen:

-- Driekwart (75%) van de werknemers meldde dat het beleid van hun organisatie op het gebied van raciale gelijkheid niet oprecht was. -- Werknemers van gemarginaliseerde raciale en etnische groepen beschouwden dit beleid minder waarschijnlijk als oprecht (23%) dan witte werknemers (29%). Werknemers van gemarginaliseerde raciale en etnische groepen die het gevoel hadden dat het beleid van hun organisatie op het gebied van raciale gelijkheid oprecht was, ervoeren meer inclusie, betrokkenheid, respect en waarde voor hun levenssituatie, de mogelijkheid om werk en privé in evenwicht te houden en de intentie om bij hun huidige werkgever te blijven. -- Meer empathie door managers werd geassocieerd met een grotere perceptie van het raciale gelijkheidsbeleid van hun organisatie als oprecht, wat leidde tot meer ervaring van inclusie onder werknemers van gemarginaliseerde rassen en etnische groepen en een grotere betrokkenheid van vrouwen. Verslaggevers Tara Van Bommel (PhD) Kathrina Robotham (PhD) en Danielle M. Jackson (PhD) noemen empathie onder leidinggevenden als belangrijke bepalende factor bij de vraag of medewerkers het Covid-gerelateerde en raciale gelijkheidsbeleid als positief hebben ervaren. Leidinggevenden die hun empathische vaardigheden inzetten, zijn beter in staat om een authentieke, eerlijke visie voor de toekomst te creëren en te communiceren en hun werknemers en organisatorische voordelen te benutten, aldus het onderzoek.

"We bevinden ons in een belangrijke verandering die bedrijven en leiders dwingt om een standpunt in te nemen over de essentiële sociale en milieukwesties van onze tijd", vertelt auteur van het rapport Van Bommel, die leiding geeft aan het onderzoek van Catalyst naar vrouwen en de toekomst van werk. "Empathie is een belangrijke vaardigheid die kan worden geleerd, ontwikkeld en versterkt, en wanneer CEO's en andere bestuurders empathisch omgaan met werknemers, zijn ze in staat om de prioriteiten van werknemers vorm te geven in een visie die zal leiden tot diepgaande verandering en succes voor iedereen."

Dit rapport, het derde in de serie van Catalyst over het inzetten van verstoringen voor gelijkheid, bevat specifieke stappen die CEO's en andere bestuurders kunnen zetten om met behulp van empathische vaardigheden authentiek en oprecht te zijn.

Methodologie Catalyst heeft 6975 werknemers in 14 landen ondervraagd. De respondenten zijn geworven via een panelservicebedrijf. Op het moment van het onderzoek waren alle respondenten fulltime werknemers. Na het verkrijgen van geïnformeerde toestemming hebben de respondenten een online enquête over 'technologie en werk- en levenservaringen' ingevuld. Het invullen van het onderzoek kostte ongeveer 20 minuten en het omvatte vragen over hun ervaringen op het werk en een sectie over demografie. Catalyst heeft een aantal statistische analyses gebruikt om de relaties te begrijpen tussen de percepties van respondenten over Covid-19 en het beleid voor raciale gelijkheid, empathie onder managers en de uitkomsten voor medewerkers.

Over Catalyst Catalyst is een wereldwijde non-profitorganisatie die wordt gesteund door veel van 's werelds machtigste CEO's en toonaangevende bedrijven om werkplekken helpen op te bouwen die voor vrouwen werken. Het in 1962 opgerichte Catalyst brengt verandering teweeg met prominent kennisleiderschap, bruikbare oplossingen en een gestimuleerde gemeenschap van multinationale ondernemingen om vrouwen sneller in een leiderschapsfunctie te helpen. Vooruitgang voor vrouwen is tenslotte vooruitgang voor iedereen.

Contactpersonen

Erin Souza-Rezendes Senior Director, Global Communications Catalyst erezendes@catalyst.org

Stephanie Wolf US Communications Consultant Catalyst stephanie@stephaniewolfpr.com

Ted Bravakis Canada Communications Consultant Catalyst tbravakis@bravacomm.com

Frances Knox EMEA Communications Consultant Catalyst frances@frankly-pr.co.uk

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Images: Product photos and usage

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5G uses radio waves of two frequency bands, Sub-6 (under 6 GHz) and millimeter wave (28 GHz). To achieve high-speed communication, it is necessary to use the millimeter-wave band, which can secure a wide bandwidth. However, millimeter waves are significantly attenuated in the atmosphere. Due to strong linearity of propagation, they do not diffract behind obstacles. To cover a wide area, a mechanism to resolve these issues is required.

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Coalition Government Urged to [https://2fast4buds.com/news/germany-future-coalition-government-urged-to-legalize-cannabis]Legalize Cannabis

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