Innovating for Diversity

CHAPTER 8Rethinking Retention Through the Lens of DEI

While recruiting for diverse talent can be challenging, keeping and growing workers to their fullest potential can be even more daunting. Employers can be particularly challenged for Gen Z workers, who are more likely to place a premium on workplace culture than other factors when considering an employment opportunity.

As discussed in Chapter 1, many employees reevaluated whether they felt their professional and personal needs were being met by their current roles and employers during the COVID-19 pandemic. The answer, in many cases, was no, leading to the Great Resignation, where over four million employees voluntarily resigned from their jobs,¹ or engaged in “quiet quitting,” where employees do the minimum amount of work required for their jobs and work solely during agreed-upon work hours. Here, we'll explore the factors that contribute to job turnover in general and how these are more acutely felt by underrepresented groups. We'll examine the areas of disconnect between what employees and employers believe make a good and inclusive workplace. We'll also examine innovative approaches to retaining diverse talent—including career advancement for experienced professionals, remote work, and employee benefit programs.

Key Concept: A variety of retention strategies must be considered and implemented to address the three primary reasons people most often cite for leaving their jobs. In order to strengthen an organization's equity ...