Research shows that employees are twice as likely to stay when organizations are held accountable for diversity and inclusion goals and three times more likely to stay when they perceive organizational processes as fair and equitable. A measurable commitment to inclusion isn’t just ethical; it’s essential for retaining talent.
Attracting and retaining talent is a top concern for CEOs, especially as women leaders are leaving workplaces at increasing rates. With replacement costs reaching up to twice an employee’s annual salary, retention is a business priority. Companies that succeed in retaining women prioritize inclusion by offering programs like employee resource groups, mentorship, sponsorship, and career development opportunities.
When a job posting included information about the company’s investment in team dynamics, prospective frontline employees were more likely to apply.
said they were highly attracted to the position.
had a positive impression of the organization.
Women in frontline roles face physical, social, and psychological challenges and limited growth opportunities, driving high turnover rates in manufacturing (40%), retail (60%), and hospitality (82%). To retain them, companies must ensure safety and offer benefits like flexible scheduling and growth opportunities.
