Unconscious bias, code switching, fewer networks and support systems, lower pay, tougher roads to promotion, and fewer leaders who represent them to create a sense of security are constant challenges. And create a baseline level of exhaustion.
Chances are you don’t even have a full view of the needs of your employees, especially those who are in the minority in representation and feel the biggest risk in speaking up. It is also important to recognize that DEI professionals are in a particularly challenging position as they are tasked with providing solutions for employees while experiencing many of these challenges themselves.
We are at a breaking point. Senior leaders have to make addressing burnout a priority or employees will have no choice but to leave in order to take care of themselves. That is damaging to them, to you, and to the economy.As you think about your DEI goals, remember retention is a huge part of that strategy.
This is about reaching out, engaging, really listening, and thinking out of the box about how you can best solve the issues you’re learning about. Go in with a completely open mind unconstrained by resources, budgets, or current practices. You will be surprised what you can come up with that will make a difference.
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