The Role of FAANG Companies in Shaping the Industry’s Standards of Inclusive Workspace

A company can develop only when the environment in the workplace promotes equal opportunity for everybody and that helps a person to develop the skill and talent in the workspace.

Therefore, the idea of inclusivity is paramount as people with different cultural backgrounds and economic strata can come and work together to create and produce something innovative, and that shows why talent is the number one priority for tech companies.

The idea of an inclusive workspace is further pushed by the FAANG companies (Facebook now as Meta, Apple, Amazon, Netflix, and Google) are the companies which promote the use of a competitive workspace that runs based on meritocracy.

In this blog, we will look into what are the things that FAANG companies do to promote workplace inclusivity and to reduce the friction of cultural barriers in the workforce.

• Choosing a DEI Model To Remove Hiring Bias

In the FAANG companies, there is a Diversity, Equity, and Inclusion model, which allows the company to hire the right talents. For example, a person who is working as a recruitment manager in the FAANG company often needs to check through this process as they want to hire talents who are judged solely on their skill and not through other factors, which can create a bias.

A person who faces discrimination in their company can sue the employer with the help of the best employment discrimination lawyer who can help the employees to get rightly compensated by that particular organization. These are some of the problems in other organizations that the FAANG group has solved with its specific DEI approach.

• Focusing on the Learning and Development of the Employee

The next core aspect which keeps the FAANG organizations ahead is the development programs of these companies where the employees get the chance to upskill themselves and stay relevant.

For example, per many employees, their number one reason to leave a firm is that there is no headroom for growth, and that creates a problem in the organization, which then faces a high attrition rate due to this aspect.

• Developing Employee Resource Funnels

Keeping several resources for the employees allows the employees to work from their comfort, and that, to some extent helps an employee to maintain the work-life balance. For example, a person who wants to engage in different areas of the organization can get the chance to interact and get support from HR to contribute in every aspect.

It helps to enhance the diversity in the workforce. It blurs the racial lines, which helps employees consider every individual from a different angle and thus can forge inclusive workspace.

• Setting Feedback Mechanisms for Improvement

The feedback mechanism is a core area where the FAANG companies have shown their supremacy. The employees can get the best employment lawyers who can raise the claim of the employees even in the FAANG organizations. It makes the communication channel a transparent one where people can share and get ideas for improvement.

These are some of the workplace habits that help to develop trust between coworkers and define an inclusive work culture for an organization.

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