Six strategies to avoid backsliding on your diversity goals.

Following a whirlwind year that disrupted most workplace norms and elevated diversity to a top priority for nearly every organization, a new challenge came knocking at the door when leaders realized that upwards of 40% of their teams might be leaving their jobs in the next year. The combination of new return-to-office mandates, previous departure plans that were delayed by the pandemic, and many new revelations about the need for better work-life balance started what seems to be a record-breaking departure from jobs in a shockingly small window of time.

This has major implications for companies’ diversity efforts. Many talent teams that were already facing capacity issues are now struggling to fill gaps with qualified and available candidates, much less ones from diverse communities. In a climate where underrepresented job seekers are in high demand and many will be part of the cadre leaving their jobs in the next year, organizations face a major risk of seeing their diversity numbers get worse.

Six strategies to avoid backsliding on your diversity goals:

  1. Slow down to think strategically, long-term, and reset time requirements.
  2. Reframe your definition of “diverse hire” to account for underrepresented groups you may not see.
  3. Scope out more accessible, simple, and straightforward role requirements.
  4. Develop a role-specific diversity sourcing strategy.
  5. Ensure a more equitable, structured, and unbiased hiring experience for candidates.
  6. Define specific ways to set the new hire up for success in their new role.

Source: The Great Resignation Doesn’t Have to Threaten Your DE&I Efforts