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Staring into the Abyss: Commitment to Diversity, Equity, and Inclusion Grows and Maintains a Workforce Which Feels Welcomed and Appreciated

November 19, 2021

As #Striketober becomes #Strikesgiving and the Big Quit continues, the “Great Resignation” Wikipedia article was last edited today, there seems to be a lot of finger pointing and advice on how to retain talented employees. Perhaps it is a good time for institutions to do a little looking in the mirror.

In fact, it is a good time to consciously think about how we can integrate diversity, equity and inclusion into our hiring and retention strategies. Since being intentional about DEI, and not just paying it lip service, is a proven key factor in employee satisfaction and performance.

Here are a few tools which can be used to work on this. First consider the concept of privilege. Better Allies has a good list for assessing “50 potential privileges in the workplace” and getting the conversation started about what it means to be a person with or without a lot of privilege.

Next start thinking about gender bias. One thing you can do is to use the Gender Decoder to analyze how you advertise for job openings, and whether it is gender coded. Then when you design the interview-process make a conscious effort to be inclusive. TalVista can help you prepare “structured interviews with conscious inclusion consideration.”

Finally, if you are serious about introspection, you can evaluate your attitudes. Project Implicit has an online instrument for evaluating the hidden stereotypes and bias that we don’t really think about consciously. Examining implicit associations can be an important step in self-awareness and improving the work environment.

DEI is about social justice, to be sure, but it is also about making the workplace as welcoming as possible. And as any good coach will tell you it’s important to have breadth as well as depth on your team’s bench. Something everyone seems to be struggling with these days.

Further reading:

Atcheson, Sheree. “Diversity and Inclusion Are The Differentiators You Need to Beat the Great Resignation.” Forbes, November 17, 2021. https://www.forbes.com/sites/shereeatcheson/2021/11/17/diversity-and-inclusion-are-the-differentiators-you-need-to-beat-the-great-resignation/.

Cook, Ian. “Who Is Driving the Great Resignation?” Harvard Business Review, September 15, 2021. https://hbr.org/2021/09/who-is-driving-the-great-resignation.

Langer, Arthur. “The Great Resignation is a Chance to Get Serious About Diversity.” Entrepreneur, November 03, 2021. https://www.entrepreneur.com/article/389658.

Leonhardt, Megan. “The Great Resignation is Hitting These Industries Hardest.” Fortune, November 16, 2021. https://fortune.com/2021/11/16/great-resignation-hitting-these-industries-hardest/.

Ricker, Mary Cathryn, and Larry Cohen. “Strikesgiving.” Shanker Blog, November 05, 2021. https://www.shankerinstitute.org/blog/strikesgiving.

Rosalsky, Greg. “Why Are So Many Americans Quitting Their Jobs?” NPR, Planet Money Newsletter, October 19, 2021. https://www.npr.org/sections/money/2021/10/19/1047032996/why-are-so-many-americans-quitting-their-jobs.

Woods, Arthur. “The Great Resignation Doesn’t Have to Threaten Your DE&I Efforts.” Harvard Business Review, September 1, 2021. https://hbr.org/2021/09/the-great-resignation-doesnt-have-to-threaten-your-dei-efforts.

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