Where do you think you do better work? In a workplace where you feel valued and engaged? In an environment where you can count on your colleagues? In a place where you have a good opportunity for advancement and growth?
Of course! Employee engagement doesn’t just happen. It doesn’t come automatically. It takes knowledgeable skill building among the staff and continuous commitment from management to build a culture that is inclusive, where employees feel they can bring their best selves to work.
High employee turnover is expensive. A SHRM study suggests that replacing an employee can range from 50%-60% of the employee’s salary. Regardless of the cost, the disruption to the rest of the staff is also costly. That makes it pretty clear that there’s a strong financial incentive to keep employees once you’ve got them—which therefore means there’s a strong financial incentive to make employees feel included.
Fortunately, research also consistently shows that many of the causes of employee turnover are preventable. This is where inclusion comes in. In fact, RW3 CultureWizard’s Global Mindset Index Survey found that 78% of respondents from high-achieving companies report that Global Diversity & Inclusion Training helps with retention.
Let’s consider some of the ways a company can create an inclusive work environment to help boost employee retention:
- Create Peer Support
Recognizing and publicly acknowledging when colleagues collaborate well, even for small achievements. Train staff in overcoming bias and developing inclusive behaviors. These are the first steps in retaining workers.
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Train Supervisors to Understand And Model Inclusion
This begins by leadership modeling respectful behavior and it builds by actions such as recognizing individual contributions. It’s important to demonstrate that opinions are solicited and respected.
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Consider Whether Company Policies Serve Diverse Employees.
Of course, the support of peers and supervisors is valuable in day-to-day life, but on a broader scale, organizations should consider whether their policies make an inclusive work environment possible. You might ask:
1) Does your organization have a zero-tolerance policy on harassment? Are administrative processes clear and accessible?
2) Do recruitment efforts reflect inclusive values?
Given the financial implications of high employee turnover, it’s in a company’s best interest to adopt policies and behaviors that help develop and nurture an inclusive environment. Practiced successfully, inclusion increases people’s sense of motivation and engagement. In turn, this increases productivity and ultimately allows organizations to capitalize on the creativity and innovation that diverse teams bring to the table.
Want to learn more about creating an inclusive workplace? Check out another blog: Becoming An Effective DEI Advocate.
