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Diversity, inclusion and belonging in action at LinkedIn
Encouraging diversity in senior leadership roles, the Women’s Initiative (WiN) programme pairs LinkedIn colleagues with an executive sponsor, a senior manager who acts as a voice for them within the organisation, and advocates on their behalf when a new role comes up.
The ReturnIn programme is designed to help people who took a career break to look after children or acted as a carer for a family member in the past 10 years to come back into the workforce. Ten jobs have been made available as part of the pilot programme and participants will receive training, an extended induction period and ongoing mentoring.
PerkUp! is a reimbursable allowance to let staff choose the perks that matter to them. Parents can use this against childcare or an emergency babysitter to help achieve better work life balance.
A culture important. I don’t
of belonging is extremely think you can have
diversity, inclusion and belonging without a good workplace
culture. Diversity is
inviting you to a dance, inclusion is asking you to dance, and belonging is where they are playing your music. They are extremely important so that you can bring your whole self to work. LinkedIn Dublin has a gender balanced workforce and we see the outputs of having that gender diverse workforce: high engagement, high retention and happy teams.
ROLE MODELS That
belonging is the culture piece,
ensuring that you can have your voice heard, that people see and meet people like themselves
in the workplace. From an
LGBT perspective, it’s seeing others like you doing well. Role models are extremely
important from a female perspective, that they see other females in leadership roles. I didn’t have a mentor who was female and senior and I think that is a fantastic change nowadays, that I can do that for others, and that
there are lots of ‘me’ around now.
Louise Phelan from PayPal is a great supporter of her female colleagues in the technology marketplace, she’ll always take your calls.
GIVING PEOPLE CHOICES Any initiative that can bring flexibility and choice to people helps, and the fact that companies are
actively involved in
initiatives–that’s what talent looks at. We have parental leave as well as maternity leave and it’s important that we flex our company’s benefits to make sure that men and women are able to be part of family life. I think it was a historic thing that it was
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LinkedIn has developed a range of internal employee-led resource groups such as the Out@In Employee Resource Group for LGBT staff and their families to provide an inclusive support network within the business.
LinkedIn brings in experts from Mumager to provides training to help new mums cope better with returning to work after maternity leave.
only ever women who took that time off and I see that changing. There are a lot of new parents at LinkedIn and all of the men are taking their paternity leave and that’s not something I have seen in prior generations, having that courage to take the time and helping their better half, to spread the leave, and spend time with their child in their first year of life, it’s great to see that happening.
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