62 www.blackeoejournal.com Black EOE Journal
DIVERSITY & INCLUSION
A
lmost a third of employees think their employer lacks a sufficient commitment to diversity, equity and inclusion (DE&I), and there is a direct connection between DE&I concerns and intent to quit, according to a new survey from Buck, an integrated HR, pensions and benefits consulting, technology and administration services firm. Bucks 2022 Wellbeing and Voluntary Benefits Survey used data analysis to measure employee attitudes towards their employer to identify factors that impact employee retention. The findings indicate that employees are less likely to be looking for a new job if they positively perceive their employers commitment to DE&I. The survey also showed a direct correlation between employees and their likelihood of leaving the organization if they think diversity in cultures and backgrounds is not respected, their company is not committed to DE&I or their company does not provide diverse offerings for a diverse workforce. Of those surveyed, 32 percent of employees said their company lacked various benefits for diverse populations; this was higher for Black employees (35 percent) and female employees (35 percent). Your diversity and inclusion initiatives are critical for employee hiring, retention and overall satisfaction. Here are a few tips on how you can foster a DE&I initiative at your workplace:
Put Diversity at the Forefront From the Very Beginning
Diversity must be important to CEOs, managers and other leaders before it can genuinely be seen as important to the rest of the company. Use company-wide videos and newsletters to express the importance of diversity at your company to set the tone for employees, managers and leaders. Clearly communicating diversity and inclusion goals helps eliminate impediments in the employment processes and encourages proactive recruitment.
Form an Employee Resource Group
Employee Resource Groups (ERGs) offer employees an opportunity to network, address shared issues and concerns and receive support from similarly situated individuals. Federal contractors should encourage the creation of forum groups, e.g., African-American, Hispanic, AAPI and conduct meetings with each group to discuss recruitment, outreach, mentoring, diversity, inclusion and development programs.
Utilize HBCU Alumni Associations
Many HBCUs are represented in almost every large city throughout their alumni association. These groups are invaluable as
The Best Practices for Fostering DE&I Efforts
Previous Page