Microsoft has partnered with PowerToFly to present a one-night-only evening for women in tech. The night will include discussions with several of Microsoft's leaders, many of whom are Modern Apps Consultants, Secure Infrastructure Consultants, and Premiere Field Engineers. There will also be time to network with Microsoft leaders and top women in your field.
The event will take place on Thursday, December 13th from 5:30pm to 7:30pm at Microsoft Reactor, 680 Folsom Street, Suite 145, San Francisco.
Agenda (Subject to Change)
5:30pm - Check-In and Networking over Food & Drinks
6:10pm - Introduction by PowerToFly
6:15pm - Keynote Address by Shelley DeBardelaben - Director, Global Capacity Management at Microsoft
6:25pm - Panel Discussion featuring from Microsoft:
Luci Gomes - Global Director of Talent Acquisition Americas, Services, Commercial, Marketing & Consumer Teams
Shelly DeBardelaben - Director, Global Capacity Management
Beth MacAlarney - Technical Delivery Manager
Erin Jacobsen - Director of Technical Delivery
6:35pm - Audience Q&A
6:45pm - Networking Continues
Microsoft is invested in women-focused organizations and providing support to women once they are employees at Microsoft. Their employee network Women@Microsoft reaches over twenty thousand people worldwide. Microsoft's ongoing diversity partnerships include the Anita Borg Institute, National Center for Women & Information Technology (NCWIT), and MentorNet.
About our Events: All RSVP'd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require assistance to fully participate in this event, please email firstname.lastname@example.org, and we will contact you to discuss your specific needs.
Unfortunately, PowerToFly and Microsoft cannot admit outside recruiters to this particular event. Please email email@example.com if you have any questions about this policy.
What exactly is employee experience, and how does it differ from employee engagement? Find the answers to these questions as well as some key EX examples.
A LinkedIn report found that 61% of U.S. workers are thinking about quitting their jobs in 2023. That number jumps up to 72% for Gen Z employees.
Ensuring a positive employee experience is critical for your company’s bottom line. While the rate of employees quitting their jobs in the U.S. has returned to pre-Great Resignation levels (2.4% now versus 2.6% then), employee expectations for working hours, benefits, and DEIB policies have changed for good. But these expectations aren’t being met by some employers, as workplaces struggle to continually adopt change at the same pace that workers have. Post-pandemic, strict return-to-office mandates, for instance, led to the highest levels of work-related stress and anxiety in workers since 2020.
So, what can employers do to promote a positive employee experience at work?
Work-life balance, flexibility, and psychological safety are just a few of the eight key factors usually present in workplaces that score high for employee experience. Let’s read through our collected employee experience examples from insiders at top companies to demonstrate how each factor contributes to employee happiness.
What is employee experience?
Employee experience describes how a company functions through the employee perspective. Employee experience is a holistic, worker-centered approach to looking at a business. It encompasses all aspects of an organization such as its physical environment, technology, processes, and workplace culture.
Employee experience means that leadership puts themselves in their teams’ shoes. When employers consider employee experience, they ask themselves, “How will our people feel about this decision?”
Why does employee experience matter?
A company is only as good as its people. Employee experience reaches across all touchpoints in the entire employee life cycle, from recruitment to retirement. When workers don’t feel equipped to do their best at work, it shows up in a number of ways. To look at some employee experience examples, impacts of a negative employee experience include:
Improving employee experience reduces these negative outcomes.
Employee experience vs employee engagement
Employee experience and employee engagement are often used interchangeably. The truth is that they’re not the same, but they are related. Employee experience is a means to achieving employee engagement. Both are important and impact your bottom line.
Employee engagement is a measure of how connected employees are to their work and organization, and how much they’re motivated by both. Promoting employee engagement means ensuring that the right set of conditions exist for employees to feel motivated to bring their best to work everyday.
Employee experienceis the whole of an employee’s impressions about their organization, informed by smaller, day-to-day moments. Much like customer experience, employee experience begins even before there’s a formal relationship between them and an organization. It occurs with every small interaction that a person has with an organization, starting with the hiring process.
Employee experience frameworks
There are different ways to approach forming an employee experience strategy. First, consider the employee life cycle and what touchpoints exist:
The right employee experience model for your company should focus on a combination of factors that are social, psychological, and physical. Before developing an employee experience strategy, take stock of your current situation and how workers feel about their situation at your company. Conduct an employee engagement survey if you haven’t already.
Key factors for positive employee experience
What are employees looking for in a positive employee experience? Salary and benefits are, of course, always a top consideration. But that’s not the end-all-be-all for a satisfied employee. The second major reason employees quit during the Great Resignation: feeling disrespected at work. Clearly, there’s more to employee experience than salary.
Here’s what employees want:
Trust. If leadership wants trust, they need to show trust to their employees.
Work-life balance. No-pressure free time outside of work.
Recognition. Being rewarded (which is nice), but also feeling valued.
When considering the eight factors above, how are real companies incorporating them into their workplace cultures? Here are some employee experience examples for each factor as described by insiders at top firms. Click through for more details on how these companies achieved a positive employee experience.
Trust at UnitedHealth Group. To promote trust, UnitedHealth Group ensures that Black leaders are represented, heard, and supported at the highest levels of the business. This creates a safe space for Black leaders while simultaneously positioning less-senior Black workers as meaningful contributors, too.
Work-life balance at Mindbody. Mindbody is a company that orbits around health, wellness, and fitness. They encourage employees to create a work-life balance that allows space for personal pursuits and encourages them to bring creativity to problem-solving at work.
Recognition at Zappos. At Zappos, employees are encouraged to recognize other employees. They have a peer-to-peer recognition program in place which allows employees to give a $50 reward to a colleague each quarter.
Psychological safety at Meta. Psychological safety is the cornerstone of how employees feel like they can contribute to and learn within an organization. Meta provides a safe environment for neurodiverse people as well as mental health resources like resource groups and inclusive benefits.
Flexibility at Veracode. At Veracode, employees have the option to decide where and what time they work. The company developed the policy and allows workers to change their choice throughout the year. A nonlinear schedule gives employees more autonomy over their work and social life.
Alignment of values at Tackle. Most workers want to work for companies that align with their own values. Tackle recognizes that a strong workplace culture leads to greater productivity, engagement, and retention. Their Culture Working Groups and Community Pods help build a workplace that is passionate and intentional.
Professional development at Slack. Employees want to feel like they’re learning and progressing within the organization. Slack uses mentorship programs to develop their team as both mentors and mentees. They have a program called First Graduate for employees who are first-generation college graduates. Other employees can sign up to mentor these individuals towards success and growth.
Belonging at Freddie Mac. Belonging is a core value at Freddie Mac, where LGBTQIA+ employees are supported year-round (and not just during Pride month). This happens at an organizational level through inclusive benefits and policies, but also at an individual level as well. Employees have the freedom to bring their authentic selves to work without fear of discrimination.
Real employee experience examples from real people
Employees experience a company through many interactions, just like customers do. Employee experience is a holistic approach to understanding how employees feel and where companies can improve life for them. There’s no one-size-fits-all model to improve employee experience. The best employee experience examples take into account these eight major factors by building policies to address them.
To learn more about creating inclusive workplaces that lay the groundwork for a positive employee experience, search through our resources for employers.
Discover the world of ensuring product quality. Watch the video to the end to learn about the largest global food company and its high production standards.
Passionate about ensuring product quality? Nestlé is the place for you. Valeria Jaramillo, quality supervisor, and Jaritza Powell, assistant quality manager at Nestlé, walk you through the company’s values and dynamic environment — where you can thrive!
Your journey in ensuring product quality can be driven by your curiosity. Use it! Understanding the company’s operations and processes is the first step toward achieving high-quality products. Join Nestlé’s team to produce products that people trust and rely on.
At Nestlé, you’ll find empowering leadership behind ensuring product quality. Nestlé’s management team values your voice, insights, and contribution. Inclusion is at the core of their decision-making. Maintaining positive relationships, demonstrating leadership behaviors, and upholding the company’s values are vital aspects of the team’s performance.
Ensuring product quality in a collaborative environment
Nestlé’s team actively encourages inclusion by collaborating with other departments when problem-solving or helping drive change on the floor. The team is encouraged to build relationships with others so that when it comes to explaining the why behind the what, operators understand the importance of the practices. When a team collaborates with others, it helps create connections and promotes knowledge sharing. Most importantly, employees feel like their voice is heard and matters.
Are you interested in joining Nestlé? They have open positions! To learn more, click here.
Get to Know Valeria Jaramillo and Jaritza Powell
If you are interested in a career at Nestlé, you can connect with Valeria and Jaritza on LinkedIn. Don’t forget to mention this video!
More about Nestlé
Nestlé USA has been nourishing a growing world for generations. No matter where you work within the Nestlé organization, you’ll discover new opportunities to grow. At the same time, you’ll help them inspire healthier lives, support local communities, do what’s right for the planet, and make an impact.
According to a senior Diversity, Equity, Inclusion, and Belonging manager & events facilitator
Bringing folks together for diversity and inclusion in the workplace events is both challenging and rewarding. As a Global Diversity, Equity, Inclusion, and Belonging Impact Manager, I’ve been responsible for organizing a number of these events, and the first time I remember thinking: “OK, how do I even start?” I want to share my knowledge and experience so that more people can skip past the early growing pains of implementing DEIB events and find success more readily. That means sharing the process, goals, and hosting tactics that have worked for me, as well as the things that didn’t.
I’ll outline here exactly how to hold a DEIB workplace event. With a little guidance, you can avoid the pitfalls I’ve encountered and make sure your next event is impactful for everyone.
Why have diversity and inclusion workplace events?
Even if you were “volun-told” to put on a diversity and inclusion workplace event, it’s important for you to understand (and buy into) why it needs to happen. When it comes to DEIB, it’s not just generic team-building — there should be a clear purpose. Why?
A 2023 study found that companies with better-than-average diversity are 2.4x more likely to outperform their peers financially. Workers want diversity, equity, inclusion, and belonging in their organizations. Pew Research found that 56% of all workers think DEIB is important. And when we drill that down by demographic, we find that the people who value DEIB the most are women (61%), Black workers (78%), Hispanic and Latino workers (65%), Asian workers (72%), and Millennial workers (68%). Underrepresented professionals want to see that their company is intentionally making space for them and their needs, including in the form of DEIB-geared programming.
Diversity and inclusion in the workplaces events are an opportunity to help your employees feel seen, valued, and respected. These activities and events should strive to be safe spaces where employees can learn, engage in conversation, and offer feedback on their company’s DEIB efforts. Employees who are pleased with their company’s commitment to DEIB are 2x as engaged as dissatisfied employees. That makes DEIB events good for worker satisfaction and retention, too.
When it comes to DEIB events, the first thing I do is get organized and create an action plan — being underprepared isn’t always a bad thing, but we want to minimize that in order to maximize our event. Solid planning is crucial to a DEIB event’s success. Like Oprah Winfrey said: “Luck is preparation meeting opportunity. If you hadn’t been prepared when the opportunity came along, you wouldn’t have been lucky.”
For diversity and inclusion in the workplace events, the first thing to decide is this: Should it be an in-person or remote event? That decision has to be based on your specific circumstances and your back-to-office policy at the moment. Both types of events can be equally valuable but differ slightly in their planning.
For in-person diversity and inclusion activities, first secure your logistical elements. These are the facility, capacity, tables/chairs, a projector, and whatever else you might need. That’s the low hanging fruit.
Food. We know that people need — and like — to eat. When we’re talking about diversity, most cultures around the world value food and come together through sharing meals. Consider focusing on one specific cuisine per event.
Don’t get cheap here. Providing delicious food is one way to support a local business (on that subject: can you connect this to your DEIB committee’s community engagement goals?) and draw attendance to the event. Advertise the yummy grub on all of your invitation flyers, emails, and social posts. Some of the most engaging conversations I’ve had at work have been over mouth-watering food, and I don’t think that’s a coincidence. Conversations centered on DEIB topics can be exhausting, so nourishment of our bodies is crucial to sustain discussion.
Activities. Take advantage of the physical proximity of in-person events. Incorporate small breakout groups and provide structured challenges or tasks for each group to tackle. You could create a hypothetical scenario where an employee is facing a DEIB challenge. Have them come up with solutions from the perspective of HR, the employee, or other coworkers. Ensure groups are mixed across departments so that folks have a chance to interact with coworkers they don’t typically engage with.
Have each group share what they discussed and came up with. Bear in mind that these types of group activities require time. If you choose to go this route, consider a meeting structure like:
Icebreaker - 5 minutes
Framing/introducing your scenario - 10 minutes
Group work - 20 minutes
Reporting/discussion - 15 minutes
Wrap up - 5 minutes
Facilities. When it comes to your event’s physical location, always ensure the facility is accessible to everyone. I’m inspired by Swedish comedian Sofie Hagen, who doesn’t book a stand-up show unless the venue will print the size of the seats on their website and promotional materials. Hagen self-identifies as a fat person and is vocal about facilities being, if not comfortable for all body types, at least transparent. Her rule for booking ensures that people with larger bodies know ahead of time if they can attend.
Diversity and inclusion in the workplace events are also a time to think beyond the meeting room’s access ramp or seat sizes. For the bathroom closest to the event, why not work with the venue to see if they can temporarily cover the more commonly found male/female symbols on bathroom doors with a gender-inclusive sign? These actions may seem superfluous to some, but to others, they can make all the difference in feeling included and seen. Friendly reminder: The person who is uncomfortable or who may need accessibility aids in certain facilities is often also socialized not to speak up about their individual needs.
Strong agenda. For remote events, it’s even more important to have, proactively communicate, and try to stick to a clear agenda wherever possible, while still allowing room for robust discussions. No one enjoys a never-ending virtual meeting. Review the agenda at the beginning of the meeting and move up as the facilitator to help guide the conversation if needed.
Interaction. Just say no to lecturing. Facilitate as much interaction between participants as possible. Keep your talking at an absolute minimum and create space for others to share. All of the popular online meeting platforms (Zoom, Google Meet, MS Teams, WebEx) offer “breakout rooms” so that you can split up the meeting into smaller groups. If you’ve never used breakout rooms, test it before the workshop.
Consider real-time interactive tech like Slido, a tool for live multiple-choice polls, or Miro, a visual collaboration tool, during your meeting. With Slido, once attendees answer your poll, results show up in real-time on your presentation and can be downloaded as a PDF file to analyze later. Mix things up by utilizing interactive questions and role plays.
Bring in an expert. With an online meeting, you’re probably not going to be able to provide food. Why not spend that money to bring in a really cool speaker? You might not have the budget or connections to get Malala, but bring in an expert to teach on a focused DEIB topic or to share their story. This is a great way for you to support underrepresented professionals and build connections while creating an opportunity for folks to hear lived experiences that may be different from their own.
Diversity and inclusion activities in the workplace aren’t just a fun party. They need to have focus, foster conversation, and follow through on important issues raised.
Safe spaces. Before we can have challenging and productive conversations, we need to strive to create a safe space. Reminder: Safety looks different for everyone, thus, we cannot guarantee it for everyone. But we can begin by naming that intention; by setting norms, like passing the mic and letting others’ voices be heard; and by sharing more around permission and psychological safety. Remind participants that they have permission to:
Invite other colleagues to participate (but not put specific people on the spot, as that can be uncomfortable)
Spend extra time on a topic
Ask people to expand on a comment
As a facilitator, you can model a lot of this behavior by asking open-ended questions, being honest and transparent, and validating things folks share with genuine responses such as “I’m glad you brought that up” or “I’m sure others were wondering the same thing.”
Provide practical tools. Make sure attendees walk away with at least one practical tool for DEIB, such as:
How to show up as intentional allies when they see bias
Seek feedback. This can be done in two ways: feedback about the event and feedback about the company’s DEIB efforts as a whole. Your employees are meant to be the ones benefiting from these efforts, so ask how they feel about them. Send out a quick survey after the event to gauge how people experienced it, as well as what they would change for the future. If any feedback comes up during the event, make sure to write it down and thank the person who provided it. And whenever possible, coordinate company-wide efforts to collect employee responses around DEIB programming to inform future offerings. These types of surveys should be done on an annual basis at minimum to ensure data is relevant.
Follow through. You’ve got to follow through on any feedback that participants provide. It’s not enough to say “thank you” and “I see you.” By following through on feedback, we say “I respect and value you.” By demonstrating that actual change will come from these meetings, you’ll build enthusiasm, engagement, and attendance.
Pitfalls to avoid
Here are some pitfalls I’ve seen folks encounter when staging DEIB events, as well as some I’ve experienced myself.
Mandatory attendance. Unless you are planning to incorporate trainings into employee onboarding, try not to make diversity activities for the workplace mandatory. To facilitate real impact, that includes diversity training events, too. If the event is relevant and attractive, people will want to come. And as you remain consistent with offerings, more buzz will be generated around them, resulting in more people wanting to attend.
Trying to fit in everything. You can’t cover everything DEIB-related in one event. Don’t try to fit it all into 60 minutes. Keep it really simple. Focus on one thought-provoking topic at a time. You’ll be able to dig deeper and come up with some interesting ideas and solutions. Keeping things bite-sized will help employees get excited about a series and hype future sessions to colleagues.
Planning in a vacuum. It’s easy to plan everything yourself without consulting anyone. It gets done, right? Unfortunately, this method could create more problems than it solves. Engage your ERGs and leaders from underrepresented backgrounds, even if it’s just as a sounding board. Ask for their opinion or feedback on specific aspects of the event. Another great option (if you don’t already have it) is to advocate for a DEIB committee of passionate individuals who can help support more org-wide programming. This group could be leveraged to help plan future events.
One-and-done. Don’t stop with just one or two DEIB events. Consistency is key! This way it becomes part of your work culture. Your first event may not be wildly popular, but remember, this is a marathon, not a sprint. DEIB is all about the journey as we collaboratively work towards reaching the destination.
Diversity and inclusion workplace events that matter
We’re all looking for belonging at work. DEIB events are an opportunity to bring people together, have important conversations, and move the dial on a company’s DEIB goals. Bring people to the physical or virtual table with good food and interesting speakers. Ensure your diversity and inclusion events are interactive to keep participants engaged. To see a successful diversity and inclusion event in action, join one of our Diversity Reboot Summits, the biggest conference series in DEIB today, or attend a Chat and Learn.