Why Diverse Employees Are Quitting Your Organisation and What You Can Do About It
Businesses are working harder than ever to ensure they hire diverse employees to leverage their unique skills, experiences and backgrounds. However, despite targeted recruitment strategies, many organisations lose their diverse talent in disconcertingly short periods.
Why Diverse Employees Are Quitting Your Organisation
Most organisations have been focusing their diversity and inclusion strategies on entry and junior level roles. While diverse talent is being hired, there is not sufficient follow-up support to develop them for senior roles.
Diverse employees often quit even well-paid roles for different reasons. Top reasons include not feeling respected or valued, feeling excluded from the majority culture and a lack of belonging. Other causes include dissatisfaction, lack of access to career and growth opportunities and uncivil behaviour from colleagues, bosses, customers and managers.
While hiring is an external process, the problem with retention points to internal issues. Equitable recruitment policies cannot fix issues with employee retention and engagement. The solution often lies in addressing inbuilt organisational and individual biases.
What Can You Do to Retain Diverse Performers?
When managers work with team members who are similar to them, they intuitively feel more comfortable. But, to be innovative and creative, you have to be willing to evolve and challenge old ways of thinking. Diversity and inclusion management training pushes you outside your comfort zone and helps you address unconscious biases.
D & I training helps one to perceive differences in a positive light and opens minds to new ways of harnessing diverse talent. Leaders and managers need to be trained to value and understand opinions and ideas that feel unfamiliar to them. Grooming diverse talent for leadership positions paves the way for positive outcomes. For example, diverse leaders will be able to identify under-represented groups who may need training or development.Similarly, entry level employees will feel more motivated by seeing diverse leaders and are more likely to emulate their example. This requires a paradigm shift in thinking.