The “talent flight” opportunity companies are missing

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them.?

No one wants to work for crappy companies these days. Actually, no one wants to work for crappy managers!

Which explains why quit rates rose 3% in March of this year — highest on record according to SHRM.?

It is also one explanation for why it’s really hard for companies to recruit.?

Break it down:?

With companies struggling to acquire and retain talent, it’s a “candidate’s market”. It follows that job seekers should have their pick of great job opportunities to choose from.

But I have a friend who can’t get hired. She’s over 40, smart, has her MBA and years of experience in accounting.?

Why can’t she find a job over here, while companies are crying that they can’t find talent to hire over there? Something doesn’t add up; there’s a mismatch.

I have a hunch that despite being desperate for talent, companies are still pigeon-holing prospective employees. Our brain is programmed to put people in boxes, and we fall prey to that bias unless we’re actively working to deprogram our brains.

Take the tired stereotype that Asian people are good at math, therefore they’re great accountants. What about when a Black woman (like my friend above) applies for accounting jobs? What about when an Indian-American, Korean-American or Filipina-American applies for that sales and marketing role??

Unless you’re actively challenging your biases, your brain will automatically assume that older people have no technical savvy, or will want too much money, or will be too expensive on your employee healthcare plan.

Your brain is amazing and while it can be amazingly good, it can also be amazingly stubborn.

Do Something Different:

If companies need talent right now — and they do — this is an opportunity to overcome unconscious bias and hire people for roles that don’t “match” what your brain (and our culture, and the media) expects. Take this opportunity, and you’ll overcome your hiring troubles and set an example in your industry for inclusive, effective talent acquisition practices.

1. Never assume what a job candidate can or can’t do?
2. Never assume what a job candidate will be good at?
3. Never assume, period ??
4. Revisit workplace policies and flexibility. I’m amazed by the number of companies insisting that all employees return to the office, though it’s clear that most employees prefer some type of hybrid work and flexibility. If you insist on old ways of working, you’re drawing a line in the sand and taking a stance you know will make it difficult to hire.?
5. Address your unconscious bias. For you to be the most inclusive leader possible, you must cultivate these traits like empathy and mindfulness in yourself and your team. In my course Addressing Unconscious Bias as a Leader , you’ll learn how to create inclusive cultures that let all people join your company and find success and belonging in your culture.

Have you seen your company or others make progress in inclusive hiring? How’s your company addressing talent flight and talent acquisition in this “buyer’s market”? I’d love to hear your experience in the comments. I’ve got a few remarks on the topic that you can listen to, along with those of Laurie Ruettimann and Tim Sackett at the Greenhouse Open conference so I’ve posted the link in the comments.

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community , a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work , at Amazon, Barnes & Nobles, and wherever books are sold.