Across the country and in every industry, worker shortages have presented unique challenges for companies desperate to find talent. In fact, a record-breaking 4.3 million Americans quit their jobs in August 2021, according to data released by the U.S. Bureau Labor of Statistics

Since the COVID-19 pandemic began, employers have struggled to find qualified candidates and fill roles. The nationwide quit rate increased to 2.9% of the workforce, the highest percentage ever reported. However, as enhanced unemployment benefits run dry and children go back to school, there is hope that things will start to turn around.

But one thing is for sure: the shift won’t happen overnight, and workers are demanding more from their employers. Better work-life balance, increased wages, enhanced insurance benefits, and overall job stability are their minimum expectations. In addition, employees want an inclusive work environment that is both socially and culturally conscious. 

Diversity, equity, and inclusion (DEI) initiatives are taking center stage as companies seek qualified employees from all walks of life. However, if companies want to retain those employees, they will have to put their money where their mouth is and invest in robust, deliberate equity initiatives. Mixtroz helps teams hit the ground running so that efforts to create a diverse and welcoming workforce are a rousing success. 

Create a Sense of Belonging

Companies have to roll up their sleeves and get to work before boasting diversity and equity success to customers and clients. Sweat equity must be turned inward first. 

According to a Gallup poll, employees in inclusive workplaces will stay at their companies longer, remain engaged, and advocate for their organizations. On the flip side, employees from marginalized backgrounds who do not see diversity at their organizations are more likely to jump ship. According to the same survey, amongst employees who are already actively disengaged, 48 percent with a manager of a different race planned to leave, compared to only 36 percent if their manager was of the same race. Representation matters. 

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Once you’ve created a comprehensive DEI workplace initiative in-house, turn your efforts outward and initiate inclusive marketing to attract diverse customers. And those initiatives—put in place with honest and altruistic intentions—can reap financial rewards. A 2019 McKinsey report concluded that “companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile.” 

Offer Pathways for Upward Mobility

Employees want to feel part of a team, but that cannot be the only dangling carrot you use to pull in prospective candidates. Job seekers today are looking for competitive compensation and clear opportunities for upward mobility within the organization. If the diversity within a company’s C-suite doesn’t match equity objectives, that’s a problem.

Attracting and retaining diverse employees means nurturing the best talent and opening doors to leadership through mentorship, sponsorship, and other growth opportunities. In fact, according to the Harvard Business Review, among the top six qualities of an inclusive leader are awareness of bias, curiosity about others, and cultural intelligence. Anything less is settling.

Diverse leadership is not only good for individual employees, but also great for companies too. Companies can leverage the ideas that come with diverse perspectives to appeal to diverse markets, customers, and talent. Over time, companies that foster professional growth will gain employee loyalty. Those same employees can then tap other qualified talent to learn the ropes through mentorship opportunities. 

Encourage Honest Employee Feedback

Even companies with the best intentions to promote inclusivity and engagement don’t always get it right the first time. This is where employee feedback comes in. Companies that are open to constructive criticism can do right by their employees and create a truly inclusive workspace.

What’s the best way to collect feedback? Employers can send out surveys, organize focus groups, or encourage one-on-one conversations with the hopes of reaching minority and marginalized groups. 

Turn this data into more meaningful results with Mixtroz. Mixtroz helps gather real-time survey results based on authentic, human-to-human connections between colleagues. Break the ice with some get-to-know-you questions to put employees at ease. Then, follow up with questions about employee satisfaction, leadership, and work culture to understand where the company is scoring big and where it’s missing the mark. Data can then be segmented based on race, gender, location, tenure, or employee role.

Employees who feel included, supported, and rewarded will stay longer, produce higher quality work, and offer referrals. Don’t miss out on this opportunity to learn what’s working well for your employees, what’s not, and how you can do better. 

It all starts with gathering and getting honest. Mixtroz encourages real, authentic feedback, without awkward pauses. Learn how you can use Mixtroz at your workplace to foster diverse and equitable work settings in which all of your employees can thrive. 

Request a demo to get started. 

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