Giving Notice

DiversityInc recently highlighted the Bernard Hodes Group Study, which surveyed 751 participants to determine what talented people of color seek most in their jobs and which factors cause them to leave. The study found that when seeking jobs, people of color value career opportunities, training, brand reputation, and compensation more than their white counterparts. A considerable number (41%) of people of color choose to leave their jobs because they do not feel appreciated, and 30% would have considered staying if they saw a change in their work environments.

On a similar note, the 2007 Corporate Leavers study presented in Giving Notice found that 9.5% of people of color left their jobs solely due to workplace unfairness, such as bullying, public humiliation, being passed up for promotion, having one’s identity mistaken, etc. When asked what would have made them stay at their jobs, people of color emphasized above all the importance of better management who recognized employees’ abilities.

A logical conclusion to be drawn from both of these studies is that companies can build and better sustain a more diverse and talented workforce if they understand what drives employees, in this case people of color, to be satisfied or dissatisfied with their jobs. From this understanding, employers should focus more attention and resources on creating an equitable, welcoming, and rewarding workplace for all employees, in addition to career development opportunities.

Freada Kapor Klein featured in Human Resource Executives article “Calling it quits.” Excerpt:

Inappropriate — but not illegal — behaviors too often prompt employees to find other jobs. The offensive behavior is sometimes so subtle that managers fail to realize the problem, and sometimes includes diversity-promoting efforts that prompt unintended results.

In light of the holidays, the New York Times recently ran an article about the hazards of workplace holiday celebrations. The holiday season clearly signifies celebration and merriment, but for many employers it can be a challenging time when planning holiday festivities for a diverse workforce. Questions arise such as how can employers best accommodate diverse social styles, religions, personal schedules and preferences, notions of what is appropriate versus inappropriate? Not to mention how to mitigate the possibility of sexual harassment complaints, liability problems, or other controversies resulting from an overly festive office party. “Easier said than done” and “better safe than sorry” come to mind. In a nutshell, “the best way for managers to navigate this season is to establish a year-round culture of respect for everyone, and to plan holiday celebrations that reflect the makeup of the workplace.”

A noteworthy conclusion indeed, and a message that is conveyed in Giving Notice. When planning holiday festivities, employers should be as inclusive as possible and take into account the many reasons cited as to why employees leave the workplace: being subject to inappropriate conduct, offensive jokes and material, unwanted sexual or other attention, exclusion, public humiliation, etc. After all, an office holiday party should be a pleasant experience for all employees, not the “last straw” or a breeding ground for corporate leavers…