Retaining diversity employees can be simple

Most organizations are well aware of the simple truths about workplace diversity. But when it comes to creating a diverse, inclusive and fair workforce, most companies are challenged to the point that their good intentions are all they can offer their current and prospective diversity employees.

Creating a diverse workforce is all about dedication and commitment. Employers and management on every level of an organization not only need to be dedicated to building a diverse workforce for the good of the organization, but they also must be committed to seeing it come to fruition under their watch.

Many organizations succeed in attracting and recruiting diversity candidates, but fall well short of the mark when it comes to retaining and developing diversity employees. When those diversity employees leave, the same companies refocus their efforts on recruiting diversity employees— but because their retention plan is faulty, the new diversity employees will eventually leave as well.

While diversity employee retention and development does require a thoroughly researched, sustainable plan, there are simple ways that employers can promote diversity and equality in their corporate cultures and subsequently increase retention of their valuable diversity employees.

Consider the following. I once worked for the legal division of a branch of the federal government that was very diverse. There were several African American, Hispanic, Female, White, Gay, and even some disabled employees with whom I worked on a daily basis. One of the subtle means that they employed to help reinforce workplace diversity and inclusion in our workplace was by planning a quarterly diversity activity.

One of my favorite diversity activities while I worked there was a cultural dinner. All of the employees in the office were given the opportunity to share a dish that was unique to their specific culture. What ensued as a result was a cultural cornucopia of delicacies and diversity discussions that brought a greater understanding to myself and the other employees involved of the wonderful differences and similarities shared by all.

My intention in mentioning this is not to minimize the importance of a solid retention and development plan for diversity employees, rather it is emphasize the importance of the simple things that can and do make a difference when it comes to making diversity employees feel at ease within an organization. In my opinion, employers sometimes miss the mark when they put together a solid retention plan for their diversity employees but fail to put together simple activities that build camaraderie and understanding among their diversity and mainstream employees.

A multi pronged approach, one that employs both a solid diversity retention plan and one that involves and engages employees in simple and fun activities that promote and support workplace diversity is perhaps the most effective and sustainable approach to retaining diversity employees.

Retaining diversity employees doesn’t always have to be challenging— by being creative and employing simple diversity and inclusion promoting activities such as the one I mentioned above, employers can enhance the sustainability of their existing diversity employee retention programs.