Chapter 2

Onboarding New Hires

  • Meet the ADP Expert

    Heather Bussing
    Employment Attorney and ADP Consultant

    How can we build a more diverse and open workplace from day one?

    “Representation matters. Make sure that women, people of color, and people with disabilities are leaders and speakers for the onboarding program.”

    Start by keeping track of your demographics and doing outreach to find diverse candidates for available roles. If you can't find qualified candidates, train them.

    Representation matters. Make sure that women, people of color, and people with disabilities are leaders and speakers for the onboarding program.

    Talk about your employee resource groups. Make sure that employees know the organization values these groups, wants their input, and that employees can start a new one. Being able to connect with someone who is like you to learn the inside scoop makes a big difference whether you are a new parent, LBGTQIA, a veteran, or anyone who faces challenges or potential bias at work.

    Make sure there are opportunities for growth and development for everyone. If your leaders all look alike, coach and train a more diverse management team to move up the ranks.

    What can we learn from the #MeToo movement?

    “Organizations should treat discrimination and harassment as a health and safety issue.”

    We need better systems in place. Ones that doesn’t rely on victims having to be brave enough to come forward and say when there's a problem. Instead, it's time to take a proactive approach to providing a harassment-free workplace.

    It's clear that training and policies are not enough. Organizations should treat discrimination and harassment as a health and safety issue. Just like we make sure our air and water are clean and our equipment is safe, we need to provide a culture that supports people to be who they are and offers real opportunities to everyone to contribute and lead.

    This approach should be emphasized from a new employee's very first day.

    Dig into your data to see where there may be issues. Look at the data on engagement, absences, gender and racial pay equity, promotion rates, and turnover. Addressing harassment and discrimination should be a constant practice of checking in with people and taking it seriously when issues arise.

    Example of Excellence

    To see how to onboard people in the way that best sets them (and you) up for success, check out our video A Compliant Onboarding Process.