Leadership Consulting with a J.E.D.I. Lens
Women and Minorities Feeling Undervalued
“Research indicates that employees have three prime needs: interesting work, recognition for doing a good job, and being let in on things that are going on in the company.” - Zig Ziglar
Employee turnover and the costs of training new members is not an insignificant part of doing business. The time wasted during the day is a direct reflection of each team member's engagement. While value is assumed to be demonstrated by the size of the paycheck, those underrepresented in the industry may face greater feelings of not belonging and not being valued.
When the availability of a qualified workforce is great, the necessity to accommodate workers who do not fit in diminishes. From the worker’s point of view there is no need to stay where you don’t feel appreciated, and not every job is the right fit. If your organization has a higher than desired turn-over rate or the inability to retain people of various demographics, your climate may need to be re-evaluated.
Do you notice any of these warning signs of marginalized groups in your organization?
- Leadership meetings have no variation of members.
- During quality improvement meetings, individuals or groups do not contribute.
- At the end of the work day, employees cannot leave fast enough.
- There is one person in the organization who is the default recipient of employees’ complaints.
- Conversations end abruptly when “other” individuals enter a space.
The advantage of members feeling valued is seen in retention, adaptability and productivity. To use a nautical analogy, an undervalued employee may act as an anchor, a hole in the ship or unwanted cargo. The Wade Alliance
can help you navigate the course to evaluate and improve inclusiveness.
