The urgent need for diversity, equity, inclusion (DEI), and anti-racism leadership in the workplace has been underscored by the tragic murders of Black men, women and adolescents at the hands of police in the United States. Since 2020 alone we’ve lost George Floyd, Daunte Wright, Andre Hill, Manuel Ellis, Rayshard Brooks, Daniel Prude, Breonna Taylor, and many more. In the wake of their lives having been violently stolen from them, there was a critical surge in the hiring of DEI leaders as organizations aimed to address rampant racial inequality and injustice. However, alarmingly, many DEI roles are being phased out rapidly, with incumbents facing layoffs amid broader economic downturns. Simultaneously, the escalating turnover among BIPOC (Black, Indigenous, and People of Color) staff casts a long shadow on organizations' genuine commitment to equitable work opportunities.
Creating inclusive workplaces where everyone feels valued, respected, and empowered is a non-negotiable, immediate necessity. It should not merely be a reactionary measure to external tragedies, pressures, or public criticism, but a fundamental tenet of organizational culture and values. Yet, despite progress towards inclusivity, a deeply concerning trend stands starkly visible: the disproportionate layoffs of BIPOC leaders and executives within nonprofit, civic, and cultural institutions. This article urgently calls attention to the harsh realities of BIPOC staff turnover and layoffs witnessed over the past four years. It highlights the oppressive systems contributing to this unacceptable situation and demands immediate, tangible actions to rectify it.
Reasons Why Nonprofits, Civic, and Cultural Institutions Experience High BIPOC Staff Turnover
High turnover rates among BIPOC (Black, Indigenous, and People of Color) employees in nonprofits, civic organizations, and cultural institutions are a serious issue. Despite diversity and inclusion efforts, retaining BIPOC talent remains a challenge. It's important to understand the reasons behind this to develop effective strategies.
Inadequate Compensation
A major factor contributing to high turnover rates is inadequate compensation and benefits. Low salaries and lack of benefits such as healthcare, retirement plans, and flexible work arrangements can lead to dissatisfaction. Limited opportunities for career advancement within organizations can also lead to frustration and lack of motivation among staff members, pushing them to explore opportunities elsewhere.
Lack of Support and Resources
Insufficient professional development and support can exacerbate turnover rates. Without training programs, mentorship, or skill-building opportunities, employees may feel stagnant and start seeking opportunities where their professional growth is valued. High workloads and unrealistic expectations also contribute to turnover, leading to stress, burnout, and reduced job satisfaction.
Microaggressions and Discrimination
A poor organizational culture can negatively affect retention rates. Discrimination, microaggressions, and workplace prejudice can create toxic environments, forcing staff to seek healthier workplaces. A lack of diversity, equity, and inclusion (DEI) practices can also lead to higher turnover rates, as employees may feel marginalized when they don't see themselves represented in leadership positions or experience bias.
Ineffective Management
Limited decision-making power for employees can also contribute to turnover. When employees feel unheard or unvalued, they may feel frustrated and lack autonomy, driving them away. Additionally, weak leadership and ineffective management practices can lead to confusion and uncertainty, eroding trust and loyalty. A misalignment between organizational values and individual beliefs can also contribute to employee turnover. When employees feel their values aren't aligned with the organization, it can reduce overall job satisfaction.
Why Majority of Layoffs Happen to BIPOC Leaders
BIPOC leaders face an inordinate number of layoffs for the following reasons:
- Implicit Bias in Decision-Making: Unspoken systemic racism may lead to the disproportionate targeting of BIPOC leaders for layoffs, perpetuating racial inequities.
- Organizational Culture: Company cultures prioritizing homogeneity and failing to value diverse perspectives may unequally target BIPOC leaders for layoffs.
- Structural and Advocacy Inequities: Most BIPOC leaders represent a smaller percentage of the workforce and may encounter barriers to advancement within organizations. This leaves them vulnerable to layoffs during periods of restructuring or downsizing efforts.
- Perceptions of Incompetence: Misconceptions about BIPOC leaders' abilities are not uncommon. They face heightened scrutiny and stereotype threats in predominantly white environments, which, in turn, increases their susceptibility to layoffs.
- Lack of Support Networks: BIPOC leaders may have limited access to influential networks within institutions that could protect them during restructuring.
- Invisibility and Tokenism: When BIPOC leaders are not given the same career advancement opportunities as their white counterparts, they often find themselves marginalized and undervalued within their organizations. Tokenized BIPOC leaders may feel like expendable resources that are more easily let go during times of layoffs or budget cuts.
- Intersectional Challenges: BIPOC leaders who are also women, part of the LGBTQ+ community, have disabilities, or hold other marginalized identities frequently encounter intersecting forms of discrimination that further disadvantage them within their workplaces. The combination of biases they face can, unfortunately, render BIPOC leaders powerless targets of firing.
- Failure to Address Racism: Organizations ignore, deny or neglect to challenge systemic racism and inequity may perpetuate environments that are inhospitable to BIPOC employees, resulting in high attrition rates.
Comparing the Average Turnover Rate of BIPOC Staff to White Staff
Understanding employee retention and attrition is vital for all institutions. Retention signifies the percentage of employees who stay with a company, while attrition represents the employees who leave over time. High attrition rates can damage a company's reputation and talent recruitment efforts. Ethnic minority communities often face higher attrition rates. For instance, Google's statistics show that while Black employees constitute 3% of their workforce, they have an attrition rate 13% higher than average. According to a 2022 retention survey by Nonprofit HR, nonprofits experienced a 24% annual turnover rate in 2021, with 20% being voluntary. About 29% of organizations reported their biggest challenge was retaining BIPOC employees, who left due to discrimination, lack of advancement, and bias.
Systemic Racism
The [Society for Human Resource Management](file:///Users/siena/Downloads/inclusion-equity-diversitytfaw-the-journey-to-equity-and-inclusion.pdf) reports that 33% of Black professionals do not feel respected at work and over a third plan to leave their jobs compared to their white colleagues. Systemic racism leads to a turnover issue in corporate America and cultures that discourage top talent harm entire companies. Despite some training and recruitment efforts, these statistics indicate that many companies have still not adequately addressed the problem. Measures such as enhancing hiring and promotion transparency, establishing discrimination reporting systems, and enforcing accountability could help alleviate the issue over time.
Systemic racism within organizations results in biased hiring and promotion practices, leading to the underrepresentation of BIPOC leaders. It also fosters an environment where discrimination and microaggressions are overlooked, creating hostile workplaces for BIPOC staff. Institutions that fail to address systemic racism do not promote inclusive cultures that value equity and belonging among BIPOC employees. To combat discrimination, proactive steps must be taken to dismantle prejudiced structures and foster safe environments where everyone can thrive. Here's how to approach it.
How to End High BIPOC Staff Turnover in Civic, Nonprofits and Cultural Institutions
We acknowledge that the realities of BIPOC staff turnover and the systemic problems that feed into it are tough to digest. It's a challenging landscape, but not one devoid of solutions. Equipped with this knowledge, we can now pivot to address the issue head-on. It's time to delve into actionable steps that can help us combat this problem and nurture a more inclusive and equitable workplace. Are you prepared to be a part of this important change? Let's begin.
Reducing staff turnover, particularly among BIPOC leaders and executives, requires a concerted effort to address systemic inequities, promote inclusivity, and prioritize the retention and advancement of BIPOC talent within nonprofit, civic, and cultural institutions.
This means cultural institutions must be prepared to face hard truths and take bold steps such as:
- Prioritize DEI: Organizations must prioritize diversity, equity, and inclusion initiatives to create welcoming and supportive environments for BIPOC employees.
OF/BY/FOR ALL's 12-month self-paced Change Network, a DEI virtual program could be the right fit for you. It is specifically designed to equip your team with field-tested tools to put your commitment to equity into action. We provide a step-by-step framework for you and your community partners. Coupling these tools with expert coaching, global peer support, and progress tracking, we are here to support your team's growth and change alongside your community.
- Implement Anti-Racist Policies: Institutions should establish anti-racist policies and practices and cultivate anti-racism skills as a core leadership competency to tackle systemic inequities and promote an inclusive culture.
- Professional Development: Organizations should fund career growth programs, offering BIPOC employees opportunities for skill development and career progression.
- Encourage Mentorship and Sponsorship: Specific programs should offer BIPOC leaders guidance and support within civic, nonprofit, and cultural institutions. Found affinity groups and networks to give minority groups safe spaces for connection, mentorship, and advocacy.
- Address Pay Disparities: Institutions need to resolve pay disparities between black and white employees and ensure fair compensation practices to retain BIPOC talent.
- Amplify BIPOC Voices: Organizations should incorporate BIPOC leaders' perspectives in decision-making processes to enhance inclusiveness and representation.
- Hold Leadership Accountable: Leadership should be responsible for promoting diversity, equity, and inclusion within organizations and actively working to dismantle systemic barriers.
- Increase Transparency and Accountability: Develop thorough tracking systems to observe diversity, equity, and inclusion efforts. This will foster a culture of accountability and ensure measurable progress in reducing disparities within nonprofit, civic, and cultural institutions.
- Advocate for Policy Changes: This involves actively advocating for and supporting policy changes at both organizational and systemic levels to address the root causes of disparity in layoffs. Address the fundamental causes of inequality to promote just and equitable practices within the workplace and beyond.
Towards Equity: Let's Champion Inclusive Workplaces for BIPOC Employees
Creating an inclusive and equitable organization isn't a box to check off - it's a journey. This journey calls for unwavering commitment and ongoing effort. As leaders in nonprofit, civic, and cultural institutions, there is an opportunity and responsibility to shape a more supportive environment. How? By implementing the proactive measures explained above as well as practicing continued accountability and honest reflection. This is how we ensure BIPOC leaders not only feel valued but truly prosper and thrive in an equitable workforce.