Diversity, equity, and inclusion (DEI) initiatives are critical to the workplace now more than ever. With 73% of HR professionals deeming it necessary to their organization’s success and 76% of people looking to work with a diverse team, DEI’s importance should not be overlooked. Especially after The Great Resignation and the difficulties that followed within the hiring process, HR professionals have learned how instrumental DEI initiatives are to recruiting new employees.
Of course, DEI initiatives aren’t just meant to be a super recruiting tool as they have also proven to be vital to a company’s success. According to several studies, diverse teams are 87% better at decision-making, inclusive companies can gain 2.3 times more income per employee, and companies with diverse teams are 70% more likely to attract new markets. The numbers paint a clear picture of the success companies will see when they focus on diversity and inclusivity. However, recruiting diverse talent is only half the battle to reaching profitable success. Unsupported employees are likely to leave the company within a relatively short time, meanwhile, employee attrition risk drops by 76% when inclusive leaders are in place. Therefore, HR professionals must focus on how to retain employees by fostering an inclusive work environment.
For HR professionals seeking ways to champion inclusivity as leaders, here are 3 suggestions to consider:
- Individualized accommodation plans: Everyone requires different needs, and that especially rings true for people with disabilities. Make a point to discuss your readiness to accommodate all employees and be open to implementing solutions that meet individual needs.
- Required sensitivity training: By allowing employees from different cultural backgrounds to express themselves without fear of judgment, everyone on the team will learn more about each other and become more accepting of individual differences. Implement this training to build trust between employees and management and to foster a workplace culture that is free of discrimination.
- Effective reporting avenues: In cases where employees experience discrimination in the workplace, HR professionals should verify the reporting tools in place are effective and feel safe for employees to use without risk of retaliation. Ensure grievances are heard by following up with employees after the initial incident has been addressed. If the situation hasn’t changed and the employee is still uncomfortable, work together to find a solution that helps them feel safe at work.
All companies can benefit from recruiting through DEI initiatives, but retention is key. At the core of the suggestions listed above is letting your employees feel heard. When employees are working with a team that addresses concerns and is accommodating, they are more likely to develop a sense of belonging within the company. HR professionals who allow room for everyone to feel valued will no doubt find it easier to retain the top talent they worked so hard to recruit.
