Retention Done Right Is Inclusion Done Right

Eleanor Nevill, DEI facilitator at Thriving Talent, explains in "Retention Done Right Is Inclusion Done Right",  how focusing on inclusion can improve employee retention.

In today’s competitive job market, the importance of retention cannot be overstated. With skilled labor in short supply and Baby Boomers retiring in droves, organizations must adapt to keep the talent they already have. Eleanor explains how retention and inclusion go hand in hand and why focusing on inclusion is the key to retaining top talent.

Creating a Workplace Where Employees Can Thrive

Imagine a workplace where employees can bring their whole selves to work, feel valued, and have the flexibility to balance their career with their personal life. Sounds ideal, right? The truth is, such an environment isn’t just a nice-to-have; it’s essential for retention. When employees feel supported and included, they’re more likely to stay with an organization.

The Power of Retention and Inclusion

While recruitment often takes the spotlight, focusing on retention is a more sustainable strategy in the long run. The connection between retention and inclusion is clear:  when an organization creates an inclusive culture, employees feel appreciated and valued. This, in turn, leads to higher engagement, better performance, and increased innovation.

HR’s Role in Fostering Inclusion

As HR professionals, you already have the tools to drive inclusion. You don’t need permission from higher-ups or diversity councils to make a difference. Inclusion is a core component of your HR strategy. By implementing inclusive practices and policies, you ensure that everyone, regardless of their background or personal circumstances, has the opportunity to thrive and develop in their careers. Here are some actionable tips:

Do #1:  Make Promotion Processes Clear and Transparent

Ensure that your promotion processes are based on clear, fair criteria that are well understood by the entire organization. Gut feelings and intuition can undermine inclusion and lead to biased decisions. Clear and transparent criteria foster trust and fairness in your workplace.

Do #2:  Ensure Flexibility Doesn’t Impact Development

Flexible working arrangements are crucial for employee satisfaction, but they should not come at the cost of career development, learning opportunities, or compensation. It’s essential to break down the bias that flexible work is a sign of reduced commitment. Employees should feel they can pursue their professional growth, even if they’re working flexibly.

Don’t #1:  Treat Everyone the Same

It’s essential to recognize that your workforce is diverse, with employees from various backgrounds and life stages. Treating everyone the same ignores these differences. Instead, acknowledge and cater to the diverse needs and experiences of your employees.

Don’t #2:  Assume Life Events Will Impact Career Ambitions

Life events—whether it’s having a child, caring for a family member, or dealing with an illness—can happen at any stage of life. Don’t assume that these events will automatically limit an employee’s desire to grow in their career. Your policies should take these situations into account, ensuring that all employees have equal opportunities for advancement.

Conclusion:  Inclusion is the Key to Retention

To win the war for talent, organizations must embrace inclusion as a central part of their retention strategy. By creating an environment where employees feel included, valued, and supported in their personal and professional lives, organizations can reduce turnover and improve overall performance. Retention is the new recruitment, and inclusion is the way to get it done.

About Eleanor Nevill

DEI facilitator at Thriving Talent

Eleanor is passionate about helping organizations, leaders, and teams reach their full potential through inclusive practices. With a background in psychology, Eleanor remains committed to strategically embedding D&I in organizations. Her own non-linear career path and current 80% leadership role drives her commitment to enabling people to pursue their values without sacrificing their careers.

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