Struggling through the Great Resignation? Prioritizing Diversity Can Help

Two years into the pandemic and we’re only beginning to wrap our minds around the impact it has had on the workforce. Global lockdowns and a new, more virtual world spurred ‘The Great Resignation,’ with individuals from all walks of life evaluating their priorities and preferences for their families and their own work/life balance. The impact has been significant. A Microsoft report last year cited that 41% of the global workforce and 54% of Gen Z workers were considering resignation.

The last few years have also seen a significant shift in the way companies evaluate and prioritize DEI initiatives. Long overdue, organizations of all kinds have made it a commitment to diversify their workforce. However, at a time when companies are struggling to fill roles with even one qualified candidate, it seems an uphill battle to prioritize diversity. Underrepresented job seekers are in particularly high demand, and with fewer options it may seem those DEI goals are always out of reach.

Perhaps surprising, a commitment to continuing to foster diversity can actually improve the access your organization has to a qualified pool of talent. Now is not the time to abandon diversity goals in favor of filling open positions, instead it is a time to double down on your commitments to bringing greater equality and representation to your teams with the goal of fostering a more inclusive work environment that has the power to attract talent from all over the world. 

Here are three ways you can do it.

Change the way you think about diversity

Racial diversity is a key element to creating a more inclusive workforce. The recent Black Lives Matter movement has put race at the forefront of DEI initiatives, but a pressure to ask those who have been the victims of systemic racism to now lead the charge in diversifying the company is shortsighted and unfair. As Najoh Tita-Reid, CMO at Logitech, said in an article she penned for Fortune, “Black people did not create these problems, so please do not expect us to resolve them alone. After all, we are exhausted.”

Not only is it not the responsibility of people of color to always take the lead in establishing change, focusing only on race does not do enough to create a truly inclusive work environment. Diversity includes considering any number of underrepresented groups including culture, age, sexual orientation, gender and disability. 

By casting a wide net and creating an environment and reputation where individuals from every walk of life are welcomed and valued, you may find a host of potential job candidates. Do the work now to evaluate areas of your workforce that need greater diversity and then prioritize finding ideal candidates who can bring new perspectives to the team.

Reconsider the role and how it is best filled

That brings us to another crucial consideration. Often we see companies who get stuck trying to fill an open position only to discover that the way they are going about the job search is eliminating a significant number of prospective candidates. 

The first thing to consider is the job description itself. Have you been too detailed in requirements or too broad in expectations? Have you limited job applicants to those with a certain level of experience or education? Have you made the job in-office only, full time? Within any of those areas, consider whether you can loosen parameters to demonstrate some flexibility. Perhaps the ideal candidate is looking for something with a few less hours or less time in the office. Perhaps the right candidate has the perfect skill set, but lacks the full realm of work experience you might expect the position needs. Now, more than ever, companies need to be willing to cast a wider net and consider how a candidate’s capabilities, attitude and critical thinking skills might fit well within a job that – one paper – might not seem like the best fit.

Another thing to consider is what channels you are using to find qualified candidates. Are you consistently going to the same job boards, posting to the same websites or using the same recruiters? Do you have a system in place for employee referrals and how do you champion that internally? Happy employees recommend their companies to their friends and inner circles, and that can be an ideal source for expanding diversity. You should also consider posting job opportunities in publications or at events that cater to underrepresented populations, and ask your recruiters to do the same.

Champion a corporate culture that celebrates balance

Achieving a diverse workforce and keeping it is no small task. It takes a company-wide commitment from the top down and enthusiasm from every employee. This can be developed when team members recognize the value that comes from diversity of thought and experience. It is also fostered when the work environment is one that celebrates support and teamwork, rather than competition and siloed communication. 

Well-being is a critical component of an inclusive work culture because it places the value of the individual above the value of the output. Consider what your company has had to overcome in the last couple of years—everything from rising prices to supply chain issues, work shortages, less than ideal remote environments and a swinging door of sick leave due to the pandemic. Now, think about what the last few years have been like for individual members of your team. Likely burnout has been high, worry about the future and finances, health of family and loved ones and perhaps even significant loss. If the pandemic taught us anything, it’s that we need to support each other if we’re going to succeed. It’s more than just fostering kindness (though that’s important!) it also boosts the bottom line, as a recent Gallup report highlighted. 

Leadership plays a crucial role in establishing company culture, and it must be strategic and purposeful if it is going to stay consistent as the team grows and changes. The best leaders lead by example—taking and encouraging necessary breaks and vacations, supporting family time and cultural traditions, and celebrating individual milestones and team wins. This level of attentiveness must extend beyond times of crisis and concern, and instead be part of everyday engagement.

Diversity and equality within your organization is no longer a nice to have. It is, quite simply, the only path forward. Fortunately, it is also the path toward greater profitability, happier teams and a more productive workforce. Don’t let hiring challenges waylay your DEI goals—the two can complement and help to improve each other. Make it a part of strategy from the top down to end this year more diverse than you began. We can help with that part! Contact us today and let us help you build a strategy for achieving your DEI objectives.