Losing a loved one is an inevitable part of life, especially in the professional world.
The experience of loss takes a toll on a person physically, mentally, and emotionally. It also adds stress and expense to their daily lives. The impact of grief can significantly affect a person’s well-being at home and work.
Responding to grief requires employers and communities to provide culturally and emotionally appropriate support. Policies that don’t recognize and accommodate cultural differences can be insensitivity, offensive, and exclusionary.
With diversity, equity, inclusion, and belonging (DEI+B) becoming integral to organizational goals, employers need to modernize their internal procedures to create an inclusive environment. How employers handle grief reflects the overall workplace culture, which can enhance a sense of belongingness and alleviate loneliness.
Crafting culture-specific policies for every organization is impractical. Instead, employers should establish a broad bereavement support framework that can accommodate the diverse needs of their employees when the need arises.
Respecting Individual Experiences
Loss is a universal experience, but its impact varies based on culture, ethnicity, and religion. Employers must consider these factors when designing policies, training managers, and nurturing workplace culture to avoid inadvertently alienating employees.
For example, different cultures have extended bereavement traditions beyond immediate family, but most company policies only cover immediate family members. Similarly, employees may require time off immediately or for an extended period to participate in funeral rites and grieving rituals based on their religion or cultural practices. Standard policies may not cater to these unique needs.
Flexible bereavement policies demonstrate empathy by addressing diverse cultural expectations. Returning to work after a loss can be challenging, and policies that acknowledge and communicate support for grieving employees can ease their transition back to work and prevent them from feeling like a burden.
Extending a Helping Hand
The business case for diversity and inclusion is well-documented. Fostering a sense of belonging in an organization goes beyond demographic diversity. DEI+B initiatives build culture and contribute to employee attraction and retention. According to a study, exclusion leads to a 50% increase in employee turnover.
To create a sense of belonging for grieving employees, employers and teams must foster a safe and caring culture. Supporting grieving employees with openness and compassion helps them feel accepted, valued, and connected during times of loneliness.
Having a dedicated bereavement care team that is well-trained can provide the necessary support and understanding. Standard HR departments may be overwhelmed or lack expertise in this area. It’s important to recognize that each grieving individual carries multiple identities, such as being a person of color, a first-generation immigrant, or a caretaker for a family member, which can influence their unique experience.
Integrating culturally flexible bereavement support into an organization’s DEI+B strategy creates a caring culture for all employees. Our greatest opportunity to show compassion and support is in times of loss.
Translating Policy into Action
Creating a sense of belonging through diversity, equity, and inclusion doesn’t mean developing separate approaches for every employee. Instead, the first step is to establish a comprehensive and adaptable policy. Such a policy should expand the definition of family, offer extended leave time and benefits, and integrate with employee resource groups to ensure equitable and inclusive support for bereavement.
How can employers meet these diverse needs? It begins with open dialogues between managers and employees, encouraging discussions about cultural differences that may otherwise be considered taboo. Even if no one in the company is currently grieving, understanding the cultural diversity within the workplace will enable leadership to provide genuine and empathetic support when the time comes.
As leaders, creating an environment of belonging means ensuring our teams feel comfortable and supported, especially during times of loss. It is during these moments that true leadership is felt and remembered.
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