Breaking Barriers: How HR Can Promote Inclusion and Balance in the Workplace
What are the best practices for creating support networks that resonate with diverse employees?
- On: October 30, 2024
Amany Shehata
GM of Human Resources
Americana Foods EgyptAmericana Foods EgyptAmericana Foods Egypt
1. How important are support networks for employees, and what can organisations do to facilitate these networks?
Support Networks are very important for employees in the workplace as they are a great tool to help create an inclusive work environment. They provide support, advice, or just a sounding board in a safe, confidential environment. Employee networks can help give employees a strong sense of belonging and also offer an opportunity for people to connect with other like-minded employees.
Organisations can build different networks across organisations, such as Women Network, Mental Health Network, and Sports Network — and it’s also key to consider the branding of each group. A good name and logo will make promoting the group much easier.
2. How do you build and maintain strong relationships with stakeholders and top management to support HR initiatives and organisational goals?
A successful HR Strategy depends on how well you involve and engage everyone in the organisation to achieve business goals and ensure their contribution at every stage by clear communication addressing each stakeholder group.
Of course, everyone is important, but there are different ways to engage different stakeholders, e.g. the HR team has to make their contribution, and they are the ones to ensure reliability; CEO & Executives are the sponsors, and they have to have the first buy-in and the right pitch. Employees are the largest group of users of your HR system, and communication is a must here to build a culture based on transparency and trust. Line managers possess decision-making powers that affect the day-to-day lives of their teams, and securing their endorsement and support is already half the battle. They will be the change managers leading their teams hands-on.
3. As a little preview to your conference case study, what can you say about initiatives that organisations can implement to help women manage the mental load of balancing work and family life?
As mentioned in the presentation, the organisations should ensure the support is given through either coaches, mentors, networks such as Women’s circles or some initiatives such as:
- flexible hours and working from home option that will boost performance and morale a lot;
- overcoming obstacles to women’s career advancement and tailoring plans to support the career progression;
- equal pay procedures, especially during the maternity time;
- daycare special deals with the organisation, getting their children to the workplace and providing a place for them to stay by the end of the day.
By taking proactive measures to advance work-life balance, we create workplaces where women are empowered to excel in their careers while enjoying a balanced and fulfilling personal life.
How can companies support women’s career progression while addressing work-life balance? Learn more from Amany’s fascinating case study titled: “Lead with Impact — Motherhood Leadership”.
Join us at the 15th Annual Strategic HR MENA Summit, 12 – 13 November 2024, Dubai!
Short Speaker BIO:
Dr Amany is a rounded HR executive with wide experience within different industries, and despite having spent half of her career in Sales and Marketing, she was able to do a career shift towards HR, where she worked in different multinational & large organisations such as Lafarge, Pfizer, Schneider, Mondelēz, El Sewedy & Americana Foods, in Egypt, MEA & Eastern Europe.
Dr Amany holds a DBA in culture transformation and change management, and she is the Co-Author of “Women on Success Book” on Amazon, and board member in different organisations.
Dr Amany is also a Transformative Life Coach and MNLP Practitioner; she brings a wealth of knowledge and experience to her coaching practices inside the organisation and through her coaching hub.
One of her standout aspects is her specialisation in “ME” coaching, where she focuses on helping women lead lives filled with passion, joy, and love.
Dr Amany is a mom for two men and gifted with granddaughter, five dogs and two cats. Dr Amany always believes that “It’s okay to have flaws, that’s what makes us real”, while “Failure is not an Option”.
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