Creating safe and inclusive spaces that welcome diverse backgrounds, thoughts, and opinions continues to be top of mind here at Humi.
From the first moment Newmigos interact with Humi right through to their departure, we want our people to feel (and reflect) the values we live and breathe. We don’t just talk the talk – we… well, you know the rest. So, here are six ways Humi has made Humigos feel more included throughout their employee journey.
Reminder: you’re doing great
Before we dive in, quick reminder that we’re all working hard to create the best possible work environment for our people. But like all good things, building that culture worth raving about takes time. What we’re saying is it’s okay to be where you’re at.
Here at Humi, we’re always trying out new ways to engage our people, learning how we can do better, and continuing making improvements based on Humigos’ feedback. And pro tip: you can get a pulse on your team right within Humi using our survey tool.
Six ways we’ve made Humigos feel more included
1. Developing our EDI strategy
Equity, diversity, and inclusion (EDI) isn’t a one-and-done deal – they're an essential component of developing a lasting workplace culture of acceptance and belonging. But when asking our clients about their own EDI strategies, only 50.7% of our respondents said they had an EDI policy in place in 2021.
At Humi, the need to create an EDI strategy was identified by our co-CEO, Simon Bourgeois, with the support of our three other co-founders. With guidance from our consultant, Entelechy Consulting, and the hard work of Sneha Deokie, our People & Culture Manager, and Humi’s EDI committee, we’re thrilled to be carrying out our EDI strategy in 2021. More info on the whats and hows coming soon, so keep an eye out.
If you’re interested in creating your EDI strategy but don't know where to begin, check out workplace equity, diversity, and inclusion (EDI) are important to my company. Where do I start? for helpful tips and guidance. We’ll also link other helpful resources at the end of this blog.
2. Becoming remote-first
It was important for Humi to make the decision to become remote-first in 2022, but what does that mean?
Remote-first is employees getting to work from home (or wherever) is the default way of working in a remote-first workplace. Here, it’s possible that not all employees work in the same time zone, and the company can source talent from just about anywhere.
Our Director of People Operations, Andrea Bartlett wanted to ensure Humigos who continue working from home post-pandemic aren’t at a disadvantage to their in-office colleagues, and feel included and supported as transitions are made.
Once we made the decision to become remote-first, we emphasized Humi’s remote-first policy in our job descriptions, and reevaluated our policies that support work-life boundaries. It was important to us to support our people’s growth, development, and mental health in this change, which led us to introducing long(er) weekends.
Click to learn how you can create your remote work policy from Andrea herself.
3. Introducing long(er) weekends
At Humi, we understand that 9-5 might not work for everyone all the time. That’s why we’re flexible with our start and end times so Humigos can get their work done when they are most productive.
And like most of us, the pandemic changed the way we think about work at Humi, and we knew the 40 hour work week wasn’t cutting it anymore. The decision to introduce long(er) weekends was our solution. What does that mean? Every Friday, we close our computers at 1:00 PM, allowing our people more time to focus on what matters most to them.
If you’re interested in joining the future of work with us, we put together an e-book to help you launch the four day work week at your company (checklist included).
4. Rolling out ‘Humi Cares’
Our goal is to be the best at building systems that support people, and that starts with building an internal system to support our very own. Especially in the new world of work, we want our people to feel not only included, but celebrated. Humi Cares is a program built to recognize all life moments and support a variety of areas in our Humigos lives.
This program encompasses a variety of different pillars including virtual engagement/experience, equity, diversity, and inclusion (EDI), mental health and wellness, employee recognition, and life moments. In addition to our slack channel highlighting special life moments and other pillars of our program, ‘Humi Cares’ will explore events and initiatives to better care for and engage with Humigos. Oh, and humble brag but Humigos also get goodies delivered to them on their birthday!
5. Killer onboarding packages
69% of employees are more likely to stay with a company for three years if they had a good onboarding experience. That’s why our People Operations team works hard to help Newmigos feel valued and welcomed from the very beginning.
All Newmigos receive a welcome box with their favourite treats, a laptop, and Humi swag prior to their first day. When it’s time to jump in, they are given a strategic onboarding plan mapped out by critical touch points over their first 30, 60, 90, and 120 days. By the end of the onboarding process, Newmigos are turned Humigos and are well equipped to do incredible things here at Humi.
6. Practicing what we preach
Ask any Humigo – what we do matters to us. We care about people’s happiness, we’re honest and have integrity, we respect people’s individuality, we always strive to improve, and we take ownership seriously. Even if we haven’t had the chance to meet everyone on the team, when we do meet someone new, it’s always an instant connection.
From long(er) weekends to managers that feel like friends, we’re proud of the culture we’ve built at Humi. We work really hard, but we know how to have fun. (This is the part where you wonder if we’re hiring, and we are. Click here to check out our open roles and come be a part of something amazing.)
Learn more with Humi
Did you know you can add pronouns to your Humi profile? It’s just one small way we’re helping you improve inclusivity and belonging at your company. Speak with our team to learn more.
We have plenty of resources to help you foster a workplace of inclusivity and belonging. Check them out here:
- To learn more about why an EDI strategy is good for you and good for business, watch our recent webinar, Workplace equity, diversity, and inclusion. Where do I get started?
- Prioritizing ongoing feedback is key in creating and maintaining high-performing teams. The importance of a feedback culture in this blog
- To learn how you can keep EDI a top priority in your workplace, read four ways to create and maintain an inclusive workplace
- Culture experts are sweeping the market right now. What does that mean and should you prioritize this people superstar for your own HR team? Read why we hired a People & Culture Specialist (and why you should too) to learn
- One way to keep your people satisfied and committed to the success of your company long-term is through supporting employee growth and professional development initiatives. Let us tell you how in this blog