Importance of Diversity in Retention Strategies

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

Do you think you are fooling your employees about inclusion? Probably you are not. So often I see that employers seem to believe that saying how inclusive they are on social media will convince their employees that they have a great culture. The fact is, employees know when all is not well. You can’t “fool” them about inclusion, they must live it.  As organizations strive for inclusivity, navigating the plethora of diversity events and initiatives can raise awareness in a positive way, but it requires a thoughtful approach. If your tactics are about marking dates on a calendar but do not drive meaningful change, your efforts will not be effective 1️⃣ **Purposeful Engagement:** Embrace diversity days and months as opportunities for awareness and understanding. Encourage open dialogue about race, disability, gender, sexuality, and religion to dispel myths and assumptions. 2️⃣ **Go Beyond Tokenism:** Avoid superficial gestures by prioritizing internal awareness and engagement first. Celebrate achievements internally before broadcasting externally. Ensure that you share and celebrate tangible accomplishments around equity, not just celebrate diverse identities. 3️⃣ **Embed Equity &  Inclusion in Culture:** Integration is key. Embed equity & inclusion into every aspect of your organization, from recruiting to manager expectations to leadership engagement. Only by making it a 365-day commitment will it drive a culture where everyone feels valued and respected. 4️⃣ **Science-Led Monitoring:** Measure success beyond visible diversity. Seek feedback regularly including anonymous channels to provide input. Assess the impact of initiatives and identify areas for improvement. Regular data review and alignment are crucial for long-term progress. 5️⃣ **Empowerment & Leadership:** Provide genuine opportunities for staff to shape priorities and advance their careers. Foster inclusive leadership, ensuring all senior leaders are seen engaging in the work, and strive for diverse representation at all levels of the organization. By following these best practices, organizations can not only celebrate diversity but also drive real change, creating environments where everyone can thrive. #DiversityandInclusion #InclusiveCulture #DEIBestPractices Diversity North Group

Hiring Persons with disabilities isn’t enough. Let’s talk about retention and growth. Companies often celebrate diversity in hiring. But here’s the thing: bringing people in is just the first step. What really matters? Keeping them, growing them, and valuing them. Here’s why hiring isn’t enough: ● Retention builds trust: New hires need to feel they belong. Inclusion isn’t just a one-time event; it’s an ongoing process. ● Opportunities for growth are key: Employees want to learn and advance. If they’re stuck in one place, they won’t stay long. ● A culture of support matters: It’s not about numbers. It’s about ensuring people are heard and empowered. So, how can companies do better? ➤ Create clear growth paths: Offer training, mentorship, and opportunities for advancement. ➤ Encourage open dialogue: Allow employees to voice concerns and share ideas freely. ➤ Reward contributions: Recognize achievements and offer meaningful feedback. ➤ Invest in development: Offer resources, courses, and opportunities to upskill. Why does this matter? Because real inclusion isn’t just about who walks in the door. It’s about who stays, who grows, and who thrives. Hiring brings people to the table. Retention, development, and growth make sure everyone has a voice and a future. Remember: It’s not just about filling seats. It’s about empowering people to lead, innovate, and transform. Want to make a real difference? Don’t just hire—commit to growth, invest in your people, and watch them soar. Is your organization ready for that challenge?

Building strong teams involves bringing together talented individuals to leverage their diverse training, experiences, perspectives, and growing their capabilities over time. Acknowledging that our collective experiences and capabilities build stronger teams, it is essential to remove barriers and open doors to opportunity. Ensuring that diverse perspectives are heard, understood, and leveraged is key to fostering a dynamic team environment. In the realm of STEM leadership, I have observed two significant trends that impact team performance and composition. Firstly, teams comprising individuals with diverse experiences and perspectives, coupled with a willingness to embrace new ideas, consistently outperform traditional teams. The infusion of diverse thinking leads to enhanced flexibility and creativity in problem-solving, ultimately yielding more robust outcomes. The true power of diversity lies in the amalgamation of unique experiences and capabilities within a team. Secondly, there is a noticeable demographic shift with a growing number of women and minoritized students entering STEM fields. This shift indicates a changing future workforce, promising positive outcomes based on the first observation. Despite these insights, hiring practices and talent retention strategies have not kept pace with this evolving landscape. Traditional recruitment methods often fall short in capturing the full spectrum of talent entering the workforce. A complex scenario unfolds where many students, particularly first-generation scholars, lack the guidance of mentors to navigate their professional paths. This absence of support leaves them uncertain about their prospects in the corporate world – questioning the value of their talents, their acceptance, and their sense of belonging in unfamiliar environments. Addressing these challenges requires a nuanced approach. Opening doors of opportunity for all levels the playing field, yet identifying talents from underrepresented groups demands additional effort to establish meaningful connections. Cultivating team environments that embrace and honor individuals from diverse backgrounds is paramount. These initiatives do not confer unfair advantages but instead reflect a strategic imperative for US businesses and the nation as a whole. The evolving demographics of the US population and workforce underscore the urgency of fostering inclusive environments where individuals from varied backgrounds collaborate harmoniously, fostering mutual learning and growth. Embracing synergies, creating opportunities and building the economy.

Evidence that DEI initiatives are not just a "nice to have" for many members of our current and future workforce - a whopping 76% of millennials (generally defined as those born between 1981 – 1996) surveyed by consulting firm EY in 2022 shared that they were willing to leave their employer if DEI initiatives were not offered. Nearly 3 in 10 (29%) millennials also said they were planning to leave their company within a year because it didn't match their values. 59% of survey respondents felt that DEI meant “equitable job opportunities.” Interestingly, groups defined DEI differently: ◾ Gen Z respondents (born between 1997 – 2010) said DEI is a commitment to supporting communities through corporate responsibility efforts and volunteering (44% vs. 35% all generations) and Employee Resource Groups (ERGs) or other internal work communities (34% vs. 27% across the generations). ◾Black respondents saw DEI as an investment in the development and advancement of underrepresented populations at work (57% vs. 46% of white respondents). ◾LGBT+ respondents said DEI equates to a culture that focuses on belonging (53% vs. 47% of heterosexual respondents). Company culture was also found to be a key driver of retention, regardless of generation: 92% of those surveyed said company culture had an impact on their intent to stay with their current employer. Those who said company culture had a “great deal of impact” on their intent to stay: ◾39% of millennials ◾39% of LBGT+ workers ◾39% of Gen Z ◾38% of workers with children living in their homes Overall, an important reminder that cultivating a healthy company culture that authentically supports DEI is viewed as a necessity rather than optional by significant segments of our workforce. You can read EY's 2022 report of its survey of 3,000 full time white collars workers at organizations with at least 5,000 employees at https://lnkd.in/gvz2H8Rm. #diversityequityinclusion #belonging