People spend almost 80% of their lives at work. Because we spend so much time working, it’s important to feel comfortable in the workplace, and that includes feeling accepted for who we are. When an individual feels “othered” or as though any part of their identity (i.e sexual orientation, gender, religion, etc) is unwelcomed or unappreciated in their work environment, they may experience “identity cover,” a sort of masking of who they are to get through their work day. This is one of the most common reasons diverse candidates may feel vulnerable to leaving a position.

Your ability to make your employees feel seen and valued has a direct effect on productivity and even employee retention. On average, organizations that prioritize diversity see 2.3 times higher cash flow per employee. Team performance can even go up by 30 percent in high-diversity environments where diversity initiatives are in place.

Talented workers prioritize diversity when searching for careers because they know what an organization’s commitment to equity implies in the long run. Creating a culture of visibility by recognizing diversity in your organization is instrumental for bringing highly skilled, qualified candidates into your organization.

A key piece of DEI at the corporate level is recognition; the more you celebrate diversity, the more you’ll cultivate dedicated, passionate team members. There is an incredible opportunity to work with some of the most talented, innovative people in your industry if you foster space for a multitude of backgrounds. Explore your options and find a strategy that allows you to maintain a focus on DEI regardless of circumstances–incorporating the principles of diversity and sticking to your commitment will only continue to pay off in the long run.

In the long-term, a strong DEI strategy will make your workplace resilient to turnover and ultimately, improve employee satisfaction. The idea of starting from scratch may be intimidating, but it’s getting started that matters.

Julie Kratz, a corporate DEI expert and strategist, says that starting strong and planning for the future are what make the difference. “It’s not about being perfect at this! A lot of organizations haven’t started planning yet. This isn’t about keeping score–it’s about entering a brave place and bringing your full self.”

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