As employers, companies have historically focused their efforts on hiring and job creation. Increasing the number of Black employees clearly matters a great deal. But when we speak to CEOs about their efforts, they consistently cite retention—that is, making sure Black employees stay and thrive—as the biggest hurdle to their diversity, equity, and inclusion goals.
This is not the experience of many Black employees today. They see few company leaders who look like them. They often must work harder than their white peers to fit in, expending considerable energy to construct a workplace identity. As Black employees navigate the unwritten rules of the workplace, they are less likely to benefit from the guidance of sponsors and mentors, who often gravitate toward employees of their own race.
This is not an easy journey for the companies that commit to it. The answers to these questions will make some necessary actions clear, but likely also create many more questions about what additional steps will produce meaningful progress. In our experience, the companies that are advancing down the path with the most clarity and confidence have some behaviors in common:
· Senior leaders develop and model the inclusive behavior that is expected of supervisors at every level of the organization.
gradsoflife 'who often gravitate toward employees of their own race' that's racist lol But seriously... it's simple; be a meritocracy. It's not what you were born into, it's what you can do for my company; I don't care who you are as long as you adhere to all deadlines, tasks and policies.
gradsoflife Something is missing in this picture. Every race is included except for ...
gradsoflife good
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Source: TheEconomist - 🏆 6. / 92 Read more »