August is World Indigenous Peoples’ Day. Construct the Present draws from the wisdom of many First Nation cultures in our mission to liberate the workplace such as the seventh generation principle. We express gratitude and thanks for their offerings that guide us.

The Employee Beyond the Workplace 

The Employee Life Cycle is more than an HR dashboard. The ethics of how employers treat their team members expands beyond the workplace but makes up the culture of our world. One thoughtful and engaged boss could change the trajectory of a family’s generational wealth. When our livelihood is tied so closely to our work, the employee experience is always more than just a job.

A Note From Uma:

Like many, I experienced working minimum wage jobs such as a Starbucks Barista or a cashier at Target. Unfortunately, working these jobs, I felt undervalued, seen merely as a disposable cog in the machine. This made it easy for me to walk away. 

Leaving my job was a relief for me, but for the company, it posed a significant financial burden. According to The Society for Human Resource Management (SHRM), the cost of replacing an employee can amount to six to nine months of their original salary, not to mention the additional time and resources spent on interviewing and training new candidates. It’s an expensive and time-consuming process.

How can companies create an inclusive employee experience that is sustainable long term?

History Repeats Itself, Let’s Make it Better 

At Construct The Present, we use an indigenous philosophy known as the Seventh Generation Principle. This principle suggests that the decisions we make today should result in a sustainable world seven generations into the future. This idea is not only applicable to our decisions considering the environmental health of our planet, but ones regarding the well being of the global population, which includes our working environments. 

This idea is not only applicable to our decisions considering the environmental health of our planet, but ones regarding the wellbeing of the global population, which includes our working environments. 

Influence of the Past: Company culture is deeply influenced by the past, shaped by historical practices, traditions, and attitudes. The way organizations have: 

• treated their employees, 
• valued their contributions, 
• and fostered a sense of belonging

can have lasting effects on the present and future. Positive experiences and supportive environments tend to create a virtuous cycle of 

• recruitment
• retention  
• sense of belonging 

while negative aspects may lead to a cycle of 

• high turnover
• disengagement
• high competition 
• and mistrust. 

Embracing the Present: The decisions and investments we make in the present significantly impact the state of company culture. Investing in diversity, equity, and inclusion (DEI) initiatives is one aspect that shapes the work environment today. Companies that allocate sufficient resources to DEI efforts demonstrate a commitment to creating inclusive spaces where every individual feels valued and empowered. 

Construct the Future: Just as the Seventh Generation Principle urges us to consider the long-term environmental impacts of our actions, it also calls for foresight in cultivating a positive company culture for the future. Companies that choose to cut their DEI budgets might achieve:  

• Short Term: Cost savings 
• Long Term: Perpetuating an exclusionary culture that ends up costing more in the long run through increased turnover, lower employee morale, and reputational damage, impacting the organization’s ability to attract top talent in the future.

By applying the Seventh Generation Principle to our corporate decisions, we become more mindful of the lasting consequences of our actions. At CTP, we want to support you in this journey.

Here are a few questions to ask yourself to get started: 

Audit your past: 

• Exit interviews
• Online reviews
• Retention data 

Audit your present: 

• Performance review data 
• Retention data 
• Inclusion and belonging surveys 

Look to the future: 

• What milestones will you track? 
• What succession plans are in place for future leaders?
• What is your company’s legacy?