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How CSA Group is shaping up after the pandemic

by Tess Hutchinson

While CSA Group has made great strides in developing a strong mental health and wellness program, program development is a fluid process guided and informed by employee feedback.

The concerns and challenges faced by employees are changing. At the start of the pandemic, the biggest question was how to stay connected to each other. But Mistry says the pandemic has shown CSA Group that the virtual world can help foster communication and connections between employees. “We have seen the resilience of our employees, even in new recruits joining the organization. As we begin to embrace a more flexible model, we can expect to see new challenges emerge from technology and encourage a new kind of work-life integration,” continues Mistry.

As CSA Group considers the future of work, it considers how to level the playing field to ensure that employees, whether working from home or in the office, feel included and have the same opportunities advancement and visibility.

This focus on inclusion is central to Mistry’s role leading DEI’s efforts within CSA Group. The organization strives to support a diverse and equitable environment that is a safe and inclusive workspace for all of its employees. Mistry says CSA Group has been active on many fronts. “When you do that, it’s really about making sure employees feel like they’re coming into a safe environment where they can be themselves.”

“We’re very mindful of representation and making sure that from that perspective, employees feel connected and part of the organization,” says Mistry. The organization recently launched an employee resource group (ERG), the Women’s Empowerment Network, which it hopes will inspire the development of other ERGs. “It’s about bringing like-minded employees together, who can come together, share their experience, and have a place where they can talk about opportunities or challenges.”

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