As the Black Lives Matter movement continues throughout the globe, corporate diversity is once again on the minds of leadership in the United States. Leadership has begun developing strategies to improve diversity in their structure. Regardless of the motivations behind resisting this change, leadership might not understand that corporate diversity is a measure that not only elevates BIPOC professionals, but will improve the quality of life within the corporation.
When leadership is singular in representation, it cannot
possibly consider all the needs of everyone in the organization. Leadership
that is composed entirely of White executives will have a functional blindness
or bias towards the needs of non-White employees. Not only will they leave
their non-White employees feeling undervalued, but corporations can be selling
themselves short on opportunity to improve business from within, and ultimately
One of the most obvious benefits to having corporate
diversity—both at the executive level and below—is that diversity breeds
innovation and creativity. When a corporation continually relies on the same
thinktank of people who all come from similar backgrounds and have similar
experiences, you will eventually begin to see a patter in the same 15 ideas or
solutions generated by that thinktank. Workforces with diverse backgrounds see
a more diverse array of ideas, innovations, and solutions to challenges faced
in the workplace and in the market.
The more corporate diversity you have, the more likely your
team will generate ideas and solutions that will better serve your customer
base. Different skills and different histories of experience will lead to a
more unique brainstorm—from the conference room to the loading dock. According
to a study conducted by the Harvard Business Review, businesses with corporate
diversity are able to find solutions to problems faster than teams of employees
from similar backgrounds. The speed attributed to corporate diversity is due in
part to the fact that these corporations foster an environment that promotes a
free exchange of ideas, where everyone has a place at the table and their voice
is heard. That is the sort of corporate culture all businesses should be
Diversity is more than a two-pronged approach, but it is important that you have diversity from the top down, and that every person feel as though they can safely bring ideas, concerns, or solutions to the table. By encouraging this diversity, you make sure every person on your team feels as though their voice is being heard. When employees feel heard and valued, the corporate culture of the entire business significantly improves. We know the effects of corporate culture move in a cycle. Employees are either positively or negatively impacted by engagement and validation from leadership, which in turn effects their own engagement, which directly impacts their level of output. As corporate culture improves, output increases. The elevation of those diverse voices has the capacity to save your corporation money in billable hours, workplace lawsuits, and engagement.
Corporate culture audit
At Lauth Investigations International, we pride ourselves on
using our intelligence services to connect business leadership with the
solutions they need to improve their company from within. If you suspect your
business is suffering due to a lack of diversity, call Lauth Investigations
International today for a free quote on our corporate culture audit.
One of the most critical decisions we make in life is who to legally bind ourselves to in matrimony—not only because of the vows we make to each other, but also because the legal union in most states means entitling the other person to half of your assets. There is an unexpected trend of private investigators—especially female private investigators—in countries where arranged marriage is woven into the fabric of culture. Many families seek to control familial relations and extensions for many reasons, like politics, financials, business consolidation, and status. As recently as 2017, arranged marriage accounted for 55% of marriages throughout the globe, leaving traditional marriage in the minority. This creates a niche market for private investigators to properly vet potential spouses in countries like India, China, Pakistan, Japan, and Israel to name a few.
Even though arranged marriage is not a major part of Western
culture, that doesn’t mean that engaged individuals in the United States
shouldn’t do their due-diligence when it comes to their life mate. When it
comes to your assets, you should expect facts, not fiction. That’s why hiring a
private investigator to perform a background check on your intended can save a
great deal of heartache and financial distress. Even a basic background check
from a private investigator can unearth risk factors. Private investigators
will pull criminal history, litigation history, credit history, and history of
residence to corroborate proposed facts about your romantic partner. It’s true
that there are many “people finder” databases on the internet that claim their
results are accurate and worth the cost of purchasing the report, and therefore
an individual could conduct a background check themselves. However, private
investigators must comply with specific security protocol and licensing in
order to have access to verified databases on par with certain law enforcement
agencies. This means that the quality of data entry comes with a much higher
degree of accuracy, and will be updated regularly with regards to both public
and private records. “People finder” databases cannot guarantee 100% accuracy, which
may lead to additional misinformation, especially with regards to criminal and
Private investigators also have years of experience that contextualize
available information on a subject. For example, residence history is
traditionally part of a basic background check. If the subject has a long
history of moving between jurisdictions, or from state-to-state in short
periods of time, a private investigator might examine this information—and based
on context—determine that the subject has a history of transience, which could
indicate a lack of reliability or a flight risk. If a subject’s credit history
is consistently poor, that would be a financial red flag that might disqualify
a subject as a spouse.
Private investigators bring valuable contexts to background
investigations that empower individuals to make critical decisions in their private
or corporate life. When two people get married, they often conduct other litmus
tests in order to determine long-term cohabitation, such as blood tests for
their health, or pre-marital counseling to determine their level of preparation.
Background checks are just another measure for you to ensure that your life and
your livelihood are protected.
Corporations and nonprofits are in mutual company in 2020 as new rules and regulations of corporation oversight and employment go into effect. Leadership will have to step up their administrative supervision of their internal processes to ensure they don’t violate new legislature. Luckily, hiring a private investigator to ensure your company is compliant with new administrative legislature at the fraction of a cost to expand your corporation’s internal investigation team.
Legislature and leadership alike are refocusing their personnel priorities to push sexual harassment to the forefront of their reform. In addition to ratcheting up sexual harassment prevention, but all forms of harassment within their workplace. A recent NLRB decision that would allow leadership to enforce total confidentiality during internal investigation, which will assist the identification of predators within any workforce. Private investigators are ideal candidates to seek out the predator in any corporation or organization, because they can infiltrate the workforce under the radar and collect evidence and testimony that might otherwise be lost.
Employers can look forward to the United States Immigration and Customs
Enforcement (ICE) increasing oversight on work sites, evaluating hiring
processes, and ensuring every employee is able to legally work in the United
States. Employers who do not comply will be subject to both civil and criminal
penalties that can be devastating to an organization. Private investigators
have vast databases at their disposal to obtain work and residency records for
potential hire, applying proven screening methods to ensure no personnel are a
Legislature is also holding companies to a higher standard of responsibility when their independent or sub-contractors incur legal trouble or have grievances against the parent organization. A bill in California known as AB 5 would make it more difficult to classify a worker as an independent or sub-contractor, a measure that would effect employers both in California and throughout the nation. When contractors are successfully classified as such, you’ll need a private investigator on your side to comprehensively vet the situation. With their full investigative toolbox, private investigators can get to the truth about inciting events that led to legal action, collecting evidence, speaking to worksite foremen, and provide comprehensive solutions to employers.
Private investigators can also lend their prowess to individuals who
believe a corporation is misappropriating funds in order to comply with a
Department of Labor measure that requires employers to pay a minimum percentage
of total salary in order to satisfy overtime requirements. Private
investigators who specialize in financial fraud and misappropriation are able
to review a corporation’s internal processes and open-source financial records
to document the appropriation of overtime pay.
the ubiquity of technology and digital communication systems, corporate data—especially
with regard to transparency—is a trending issue in public discourse. Whether
through legal channels or otherwise, corporations and organizations need to
protect their data from falling into the wrong hands. A private investigator
can provide any organization with a risk assessment of both their digital and
brick-and-mortar security measures from top to bottom—identifying cracks in the
system and providing expert recommendations to ensure internal information
stays internal. Private investigators can also identify potential
whistleblowers in a workforce by examining individual risk factors and patterns
The biggest mistake executives make when trying to improve their corporate culture…
The corporate culture within any company, without question, effects their bottom-line day to day. Just to name a few avenues, this occurs through operations, interpersonal relationships between employees, and a level of engagement from leadership that requires consistent enforcement of their established mission and values. Because a corporation’s internal culture often remains hidden from consumer view, it’s not uncommon for leadership to simply restructure operations. Unfortunately, if every aspect of a company’s culture is not examined, this solution is just a band aid.
The Ice Berg Metaphor
When concerning a corporation’s culture, we often use the iceberg metaphor as a means of defining it. Ten percent of a corporation’s values and culture are above the water where the public and consumers can see it, and the other 90% lies below the surface. It’s that 90% that directly affects a company’s employee morale, productivity, and bottom line. A corporation often places its highest priority on how they are perceived by their consumer base, and therefore that 90% of company culture and values are either placed on the back burner, or corporations find themselves at a complete loss of how to get in front of the issues.
Some other band aid fixes for happy employees include things like discounted vending machines in the breakrooms, or regular celebrations of major holidays and birthdays. These lovely notions might improve culture for a day or even a week, but the pervasive internal problems will remain.
Happy employees are engaged employees. When a corporation’s culture is healthy, employees feel invested in the success of their companies. The company’s success becomes internalized as their own success, and they are more likely to be plugged in, to take initiative, and to think outside of the box when it comes to problem-solving.
When employees are leaning into their positions and actively working towards a company’s goals, that leads to smoother daily operations. Engaged employees are constantly finding ways to improve their processes so they can generate higher rates of productivity within their positions
When daily operations are streamlined, this yields higher levels of productivity within the company. An employee’s daily duties are no longer a monotonous checklist, but a recipe for success for their company. An engaged employee’s success is the success of everyone in the corporation, and the same is true of productivity. A single employee’s increased productivity is the entire company’s success. Not only does this set an example for all employees, but increased productivity is what helps a company grow, mature, and prosper.
This one is a no-brainer. Anyone who has ever been employed knows that a happy boss makes a happy employee. Leadership sees the increase in engagement and productivity and lean into that success. Good leadership will reward that success in tangible ways that will have long-term effects on the company’s culture. They promote or give raises to those employees who are giving 100%, empower those employees through collaboration and development, and are more open to the thoughts and ideas of employees who are contributing to their success.
When leadership is actively encouraging employees through a pure manifestation of the company’s mission and values, employees feel as if they are making a difference within their organization. This increases the feeling of purpose and desire for cooperative teamwork. These feelings inspire employees to continue their pattern of success through the diligent, genuine practice of a company’s established mission and values. Increased morale means happy employees, and that’s where the cycle begins anew, exponentially influencing a company’s success with each cycle.
Structure is Not Culture
The network of operations within a company will never have a direct effect on company morale. Poor daily operations due to structure are really just a symptom of unhealthy corporate culture—a manifestation of poor culture at work. To diagnose the problem, many corporations turn to independent firms to conduct corporate culture audits in order to identify the problems within a company or organization. These firms measure a company’s daily operations, their quality of communication, and interpersonal relations among employees—just to name a few factors. When a corporate culture audit is comprehensive and curtailed to the organization, the findings can be invaluable to leadership that seeks to grow and mature in tandem with their values.
As mentioned above, employees who see a consistent display of established values from leadership, they’re more engaged and productive. It’s one thing to have the company’s mission statement and list of values posted online or on the wall within a workplace. It’s a completely different ballgame when leadership puts their money where their mouth is, and serves as an example for the entire workforce. That example can have a ripple effect creating an interpersonal trust between employees, in which they all feel like they’re on a team, working towards the same goal. It is in the nucleus of that atmosphere where real change and growth begin.
Employee apathy may seem innocuous enough, but the costs to time and resources can be a slow, devastating drain on a corporation. Many corporations and organizations have at least one employee who exhibits all the major signs of checking out in their daily capacity. Even if your corporation has bulletproofed human resource operations, employee burnout can still occur. That’s why it’s imperative for leadership and management to know and identify the signs of apathy on the part of an employee.
Signs of Employee Apathy
A repeated pattern of tardiness
Poor appearance and hygiene
Complaints about lack of money and/or repeated
attempts to borrow money
Exclusive precedence on their personal life
An excess of breaks
Appearance of being busy with nothing to show
Lack of accountability, making excuses
Irrelevant preoccupation with cell phones, smart
It stands to reason that if an employee is underperforming
at their job, leadership will cut the dead weight for the good of a
corporation. There are actually three umbrella categories that are often used
to justify retaining apathetic employees: Costs, Litigation, and Personal.
The first thing leadership will think of when they notice
an apathetic employee is dollar signs. Not only is the apathetic employee hemorrhaging
their money by wasting time and resources, but the cost to replace that
apathetic employee can also be an issue. Costs are incurred to the human
resources department to find, hire, and train a replacement. Employers might
hesitate to fire an apathetic employee because of unemployment insurance rates.
Another relevant factor specifically effects small businesses, in which the
workforce is not large enough to support turnover operations.
When it’s not a matter of money, it can often be a matter
of personal feelings or relationships concerning leadership and the apathetic
employee. A manager or owner might have a personal relationship with the
employee, and their bias prevents them from pulling the trigger on termination
procedures. Personal knowledge of that employee’s personal life and their
identity as a person (rather than an employee) can color their perceptions and
increase their latitude with the employee. Avoidance behavior can also play a
role. When this happens, leadership usually resigns itself to one of two end results:
Either the employee will improve on their own without intervention from
leadership, or they will leave on their own without termination proceedings.
The independent judgement of leadership may not be the
sticking point in terminating an apathetic employee. There are often legal factors
that a corporation or organization must consider. For instance, the Age
Discrimination in Employment Act (AEDA) protects employees from being
terminated based on their age. If an apathetic employee is of a certain age,
leadership may fear legal retaliation, citing age discrimination as the reason
for their termination. In higher education, an employee may have tenure as defined
by the institution, which would prevent leadership from terminating them.
Risks in Retention
Retaining apathetic employees for any of the reasons
listed above can have serious consequences for a company who is avoiding the
issue or trying to save money. Apathetic/underperforming employees cannot
provide a customer base with quality service, leading to dissatisfaction and
consumer complaints. This can negatively impact the corporation’s brand or
campaign, with a high risk of human error, loss of valued customers, and lost
reputation. Disgruntled employees could potentially say negative things about the
corporation on their social media accounts. Perhaps most concerning, apathetic
employees can easily spread their attitude throughout a work force, and harm long-term
goals for the corporation.
Corporate Culture Audits
One apathetic employee is enough of a drain on company time and resources, but if that attitude is contagious, you could have a larger problem on your hands. Unfortunately, when it comes to employee morale and performance, you don’t know what you don’t know. That’s why so many corporations and organizations are investing in quarterly or even biannual corporate culture audits. With a corporate culture audit, an independent, third party firm, like a private investigator or security company, conducts a full overview of company operations, structure, and environment in order to identify problems at their source for the health of the corporation. With a corporate culture audit, leadership will be able to identify factors that might be contributing to employee apathy.
When putting together a team to supervise your money, it helps to know who you’re dealing with…
Nonprofit organizations can do great work in promoting community growth, providing assistance to those in need, and raising money to fund research in the name of bringing solutions to some of the globe’s most comprehensive issues. These organizations must be above reproach, and as such, their board members must be individuals of the highest integrity. That’s why it’s imperative nonprofit organizations establish policy that dictates board members are subjected to a comprehensive background check.
It’s true that there is no requirement for a nonprofit organization to establish a board of directors, but an overwhelming majority of nonprofits do so. This is often a necessity, as many banks will not establish an account for a nonprofit without supervisory leadership. Donors also consider this leadership essential to ensuring their donations are spent wisely and in the best interest of the cause. In addition, organizations that issue grants are more interested in nonprofits in which their monetary awards are also well-managed, due mostly in part to the fact they must answer for how their monies are allocated. Small business journal, Chron, put it best, “The board’s duties are fiduciary. This means the board is trusted to act in the best interests of its organization, regardless of personal interest.”
A board of directors for a nonprofit is designed to promote progression within an organization by virtue of diverse management and comprehensive collaboration. Because an organization’s supervisory leadership can depend on their ability to serve their cause, that board must have impenetrable integrity. Therefore, even nonprofits cannot afford to skimp on background checks for leadership.
When establishing a board of directors, there are often misconceptions on what a comprehensive background check encompasses. The term “background check” is an umbrella term that can refer to one or all of a list of screening processes that both organizations and corporations use to verify the employability of an individual. This can include a report that offers details on a person’s criminal and employment history, and a review of their financial history.
A nonprofit background check is the first step in protecting your organization, but not every executive sees it that way. It’s not uncommon for nonprofits to cherry pick through the wide range of areas that a comprehensive background check includes, either to save time and/or money, or because only one or two areas of such a report are a priority for board leadership. Areas of high priority include criminal history, sex offender registry, or a basic credit report. Even if a nonprofit checked all of these boxes when conducting a background check, that would still not rise to the standard of comprehensive when verifying a potential board member’s history.
A comprehensive background check includes:
Verification of a candidate’s social security number
Information on registered vehicles
Relevant court documents
Military service records
Criminal registry information, such as sex offender registry
This list can sound staggering to the member of staff charged with appropriating an organization’s policy to screen a board candidate’s background. Screening a candidate’s background requires thorough research and a cross-reference of information against multiple open sources, such as public records, human sources, and social media. Even if the cost of obtaining supporting documents were not high, the labor hours to internal employees with day-to-day responsibilities can directly contribute to operational losses within a nonprofit organization.
These comprehensive screenings are crucial to the integrity of a nonprofit. After establishing a board of directors, any previously unknown and unflattering information regarding their history that may come to light cannot only be embarrassing for an organization but can negatively impact the support and assistance those nonprofits receive from donors and grant-awarding bodies. If information regarding a red flag in a board member’s history was publicly available (and not sealed by a court of law, or expunged from their record), and negligence occurs on behalf of the board’s supervisory capacity, there can be legal consequences as well. This is why corporations often run comprehensive background checks on their board of directors, or any other supervisory leadership. If for-profit corporations cannot afford to skimp on their background checks, there is no-doubt that nonprofits have even more at stake, including the opportunity to serve their cause.
Operational losses are why it can be prudent to retain an independent investigator to conduct background checks for a nonprofit organization. Firms like those of private investigators or risk assessment specialists can provide another layer of integrity when considering a candidate for board leadership. An external investigator’s independence and autonomy mean they have no stake in the results of a board candidate’s screening, and therefore only have loyalty to the truth. This is where nonprofits can consider candidates with the reassurance they have performed their due diligence, and have done so with the assistance of an objective third-party. All background screenings must be compliant with the Fair Credit Reporting Act legislation in disclosing the screening to the candidate.
From poor credit to criminal history, no detail is too small when it comes to establishing a board of directors for a nonprofit. Nonprofits may have marketing campaigns, but board diversity and integrity are how they attract monies from grant entities and major donors. That is why a comprehensive background check is an investment for nonprofits that will provide the security of due diligence with the integrity of independent screening.