Retaining
Diversity
By
Martha Balshem, Special Assistant to the President for Diversity/Professor
Which
is the greater challenge—recruiting a diverse workforce,
or retaining the diversity you recruit? Managers and diversity
planners in most workplaces find that retention is the
greater challenge. Research
in both educational and corporate environments points to
specific factors as especially important in the workplace
retention
of women and of racial and ethnic minorities. These factors are
meaningful to all employees but especially so for employees from
groups that experience systematic discrimination. From looking
at the factors most often cited, we can draw a picture of an
organization with a good chance of retaining a diverse workforce.
Such a workplace
would have the following characteristics.
• An
organizational commitment to diversity. Senior management
values diversity; the diversity initiative is well supported;
progress
towards diversity goals is assessed; and managers are held
accountable for diversity recruitment, retention, and climate
in their units.
• Good managers. Managers communicate well, expectations are consistent,
and people feel that their supervisors are personally supportive.
People also enjoy positive relationships with their coworkers.
• Training and learning opportunities. The organization provides
opportunities for professional development and values employee
participation in them. As people bring new skills into their workgroups,
they are given the opportunity to use them.
•
Work that is regarded as meaningful. Employees see that their work
is valued as important and related to central organizational mission.
This includes work that is related to the organization’s
diversity goals.
• Family and workplace balance. Well-defined policies enable people
to take care of family obligations. People are not marginalized
or penalized, either formally or informally, for putting family
first.
• Mentors and supportive networks. Mentorship programs, affinity
groups, and networking opportunities are all present in the workplace.
Employees are able to attend professional meetings, which provide
opportunities not only for learning but also for networking.
These workplace characteristics, valued by nearly everyone, are
particularly important in retaining people who face stereotypes
and discrimination based on group identities. This list of factors
important in retaining diversity suggests concrete steps that supervisors,
coworkers, and senior leaders can take to create a positive workplace
climate for diversity and inclusion.
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