These Are The Reasons Why Your Black Employees Keep Quitting

In the last few years, there has been a wealth of research that demonstrates gaping inequities in the workplace. One of the most disconcerting trends of note is the mass exodus of employees of color, and particularly Black employees in American workplaces. This is a phenomenon that has written about ad nauseum, yet there have been few changes in a positive direction. Just last month, Facebook was again under fire after an article was published claiming that the company empowers racism. This comes just one year after a former Facebook manager made similar claims that the company has an issue with Black people. With the increased spotlight on diversity and inclusion in the workplace, gender parity seems to be more within reach than racial equity. With so many well-documented benefits to having a racially diverse workplace, it is in a company’s best interest to decipher why Black people are still underrepresented in corporate America and why they are leaving at such alarming rates. How can organizations create more inclusive environments so that they are able to attract Black employees, but more importantly, what can be done to retain Black professionals within corporations? A recent study by the Center for Talent Innovation (CTI) provides some key insights into this conundrum.

1.????Stop conflating Black people with all people of color. As indicated in the findings from CTI, Black professionals are typically lumped into the category of persons of color, which can diminish and undermine their unique experiences. Seek out feedback from Black employees to gain deeper insight into areas for improvement within your organizations. Along with this, it’s important to listen to what your Black employees are actually telling you. It sounds so simple and yet many organizations struggle with this. There may be a tendency for defensiveness when you can’t quite comprehend another person’s experiences but refrain from this reaction, as it can reinforce to Black employees that you/their colleagues do not care about their experiences. ?

2.????Create leadership connection opportunities. Research indicates that if employers can create opportunities for sponsorship, this can have a profound impact on career advancement for Black professionals. According to the aforementioned CTI study , few Black employees feel that they have access to senior leaders, compared to their White counterparts. Creating formal mentorship and sponsorship programs will allow Black professionals to forge these bonds that can propel their career.

3.????Exclusionary and hostile work environment. Black professionals, more than any other race, are more likely to experience racial bias, the CTI study found. Assess how microaggressions are addressed and what policies, practices and procedures may be enabling this bad behavior. Think about how microaggressions are dealt with in your workplace and how perpetrators are held accountable. Although microaggressions may seem benign on the surface, they can have a compound effect that contributes to Black employee turnover. One research study found that Management By Walking Around (MBWA) could lessen the occurrence of microaggressions. Managers that interact with employees more frequently are better able to detect these bad behaviors so companies may want to think about how to implement this management style into the workplace.

4.????More conversations about race. To create an environment where Black employees feel like they matter and are valued, employers should create opportunities for more racial dialogue. Race is one of the topics that people are most uncomfortable with talking about but without having open and honest dialogue, racial understanding and equity is impossible. Companies should develop frequent opportunities for formal and informal discussions to take place, surrounding topics about race. One study found that minorities are less enthusiastic about attending work gatherings because of “the difficulty people have making small talk across racial lines.” Bringing an outsider into the organization to facilitate these racial discussions and forums can create opportunities for more racial dialogue without employees feeling forced.

This article was originally published in Forbes in December 2019.

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