3 Things Every HR Professional Should Do for Women of Color in 2021
COVID-19 changed everything in 2020. From how and where we work to how we meet and negotiate, we’ve all had to adapt to these changes. Unfortunately, we’ve seen that many companies haven’t supported their employees throughout this transition process, specifically those who identify as women or people of color.
An even scarier fact: women – especially women of color – are more likely to have been laid off or furloughed during the COVID-19 crisis stalling their careers and jeopardizing their financial security.
As we continue to navigate how COVID-19 impacts our work and lives overall, I’ve put together a list of how you, as a human resources, people ops, or talent acquisition professional can help your employees feel supported, safe, and – most importantly – increase retention within the workplace.
1. Support Ongoing Career Development
There are a few reasons why employees want to leave their jobs. One of the leading reasons is that they don’t feel supported by HR or management when it comes to career development.
This Work Institute study found that 78% of the reasons employees quit could have been prevented by the employer, with career development taking the lead at 20%. Other top examples include lack of growth and advancement.
As women of color, there is even less chance of a promotion: for every 100 men promoted to manager, only 58 Black women and 71 Latinas were promoted.
Here’s what you can do:
Create clear benchmarks or metrics for success so employees know and feel like they’re growing within their role
Have a list of courses and relevant, easy-to-access resources customized for their role and specialization
Provide high-quality training and workshops to help in-place career development and strengthen employee retention
2. Make Employees Feel Supported and Safe — Especially Women of Color
During COVID-19, women of color, including Black women, have all had different experiences navigating COVID-19. Though all their experiences are different, 61% of women with disabilities identified as feeling stressed, as did 49% of Latinas, 47% of Black women, and 47% of Asian women as a result of this year. In addition, Black women are more likely than women and men overall to feel like they can’t bring their whole selves to work.
Here’s what you can do:
Check in with employees regularly and see how you can support them
Create safe boundaries and establish regular mental health check-ins
Encourage managers to participate in DEI workshops and coaching
Many employees say they are allies to women of color but aren’t taking actionable steps to support them: roughly 65% of men and women say they are an ally to women of color at work; only about 35% will actively work to confront discrimination.
3. Make Work More Flexible and Sustainable
By now you’re probably aware that 1 in 4 women are contemplating downshifting their careers or leaving the workforce due to COVID-19. Some were forced to choose between taking care of their families or being present for a meeting, while others didn't feel like they had a healthy work-life balance. On the emotional end of the spectrum, women have been made to feel like they need to be always “on” or available to work.
Here’s what you can do:
Encourage set hours and boundaries for meetings and work communications (including email, Slack messages, phone calls, etc.) to take place
Make a commitment to the mental health and well-being of employees by providing resources and support like access to therapists
Be transparent about the company’s financial standing and future to help alleviate these stressors
