Participation, Not Assimilation
Assimilation is when the minority group starts to resemble the majority. And that’s the opposite of what we want.
We did not hire to create all employees the same. Organizations that unleash the potential of diverse talent – their perspectives, experiences and contributions – innovate faster and see better business results.
Your retention approach must be customized to the unique needs of your diverse new hires and employees.
- Refrain from ‘grouping’ diverse employees. You can’t treat diverse employees as a homogeneous group or assume they all have the same reasons for staying (or leaving). Diverse employees are like every employee – they are individuals.
- Offer mentoring and professional support. We have 14 employee resource groups that invite diverse employees and allies to network, participate in work and social functions, and encourage unique contributions.
- Minimize (or better yet, eliminate) unconscious bias. Identify and then minimize subtle biases when it comes to work assignments, performance appraisals and promotions.
You’ve hired diverse talent for all the right reasons. Now it’s time to look at how you’re retaining that talent, and most importantly, supporting differences so this talent can continue to contribute to the organization, and grow professionally and personally.