Antoine Andrews is the Chief Diversity & Social Impact Officer at SurveyMonkey.
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I've discussed before how addressing social issues can positively impact your diversity, equity and inclusion (DEI) strategy. I’ve also touched on the transformational value of both DEI and social impact efforts on recruitment, retention and employee satisfaction—key elements that help build a culture that delivers on its values. But how can values drive meaningful change?
Through action.
It starts with people, and it takes everyone. Moving the needle on social issues is not up to certain functional leaders, specific groups or even individuals. It takes a collective and unified ecosystem of contributors working toward a common goal. Let’s take a look at how weaving participation into the heart of your DEI and social impact strategy can help your organization boost social change.
Foster a unified ecosystem.
Many business and HR leaders strive to build diverse, equitable and inclusive workforces that empower employees to make a difference (if they choose to). More than half of organizations aspire to create greater societal connections, and more than 80% say purpose, DEI, sustainability and trust are top focus areas.
We need to address social impact topics as a collective, unified group—one that is open to new experiences, working relationships, responsibilities and ownership models. To better understand what personal, social and public policy issues are top of mind for your employees, simply ask. What are their priorities? What can your organization do to help support them? Do they want to engage in groups or programs related to personal resources or social issues? If so, how involved do they want to be?
Having timely data makes all the difference because it can help you make more informed decisions about how to effectively implement and cultivate social support within your organization. The feedback you gather can be one of your greatest tools in progressing your DEI and social impact goals—especially when it's gathered consistently and evaluated regularly.
Of course, it's important to recognize that social issues are often highly personal and emotionally charged, so not everyone may want to participate. And that’s okay. Non-participants are still part of the ecosystem, even if they don’t want a seat at the table.
Champion grassroots efforts.
Companies with higher worker involvement in organizational change efforts are more likely to have positive results. Further, leaders who co-create with employees see improved engagement, innovation and change management. Being engaged in workplace social impact efforts can also have a profound personal impact. Our research shows it’s becoming increasingly important to employees, with 67% of U.S. workers desiring to work somewhere that supports social and environmental causes.
Social impact groups can provide a space to bond over shared experiences and help build relationships with community organizations that further social impact efforts. Here are a few types of groups that can help employees flourish.
• Location-Based Diversity, Inclusion And Impact Groups (DIGs): DIGs are an excellent way for employees to drive social impact efforts from the ground up. Offering a forum for discussion and action around the social issues employees care about, based on a geographic location, boosts engagement and enthusiasm.
• Affinity-Based Employee Resource Groups (ERGs): ERGs help strengthen the advancement of commonly underrepresented groups, such as women, Black employees, Asians and Pacific Islanders, LGBTQ+ employees and neurodivergent individuals. These groups can also provide resources, insights and support for those with specific circumstances impacting their work-life balance, such as caregivers and those with chronic health conditions.
• Social Impact Advisory Or Diversity Councils: Many organizations have a larger council that provides additional perspective on the topics that social impact teams are addressing. These are most successful when participants span job functions, locations and work levels to cast a wide net around both input and topics.
Social impact groups can offer opportunities and resources like inclusive learning, leadership development workshops, volunteerism and outreach. But more than anything, they demonstrate that, through community, we can build bridges that extend beyond workplace walls.
Develop leaders who listen and speak up.
As employees assume greater accountability for driving social impact efforts, they naturally become stewards for impactful change. Their success requires a supportive executive leadership team that provides the time, resources and inclusive spaces needed for teams to connect, learn and grow.
Thus, leadership needs to step up and demonstrate that purported organizational values are more than just fluff. Keep in mind, most individuals involved in social impact efforts work a regular day job. It’s up to us, as leaders, to make their involvement seamless and meaningful.
Social impact groups are an important place for current and future leaders to experience building teams, advocating for a cause, communicating, engaging participants, leading by example and empathetically serving others. These are critical elements of successful leadership.
Focusing on social impact strengthens the workplace community.
Social impact teams are an excellent way to forge personal connections and drive positive change. But the work these teams do serves a greater purpose than simply checking a box on a DEI metrics chart. When passionate, purpose-driven individuals are empowered to build relationships through shared experiences and further their social causes outside organizations, DEI programs advance. We can ensure social issues progress, workplaces become more equitable and communities grow stronger—proving, beyond a shadow of a doubt, that putting values into action takes many hands and lots of heart.
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