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It’s no secret that employees often leave their jobs because of their managers. A bad manager can lead to a toxic work environment, lack of growth opportunities, and a general feeling of unhappiness. In fact, according to a Gallup study, managers account for at least 70% of the variance in employee engagement scores across business units. This means that managers play a critical role in whether employees feel valued and fulfilled in their work.
But what about when employees leave because they don’t see their managers committed to Justice, Equity, Diversity, and Inclusion (JEDI) work? In recent years, JEDI has become an increasingly important aspect of workplace culture. Employees want to work for organizations that value and prioritize diversity, equity, and inclusion, including managers who are actively committed to promoting and supporting JEDI initiatives.
When managers fail to demonstrate a commitment to JEDI work, employees may feel disillusioned and unsupported. They may feel like they can’t be their authentic selves at work or that their voices aren’t being heard. This can lead to a toxic work environment and cause employees to leave in search of a more inclusive and supportive workplace.
One example of this is the recent controversy at Google, where thousands of employees signed a petition demanding that the company commit to JEDI work and address issues of racism and discrimination within the company. The petition came in response to the company’s handling of various incidents, including the firing of an employee who had written a memo criticizing the company’s diversity efforts. The incident led to widespread criticism and caused many employees to question whether Google was truly committed to JEDI work.
So, what can managers do to ensure that their employees feel supported and valued in their JEDI work? Here are some tips:
- Educate yourself. Managers need to take the initiative to educate themselves about JEDI issues and learn how they can support their employees in this work.
- Listen to your employees. Managers should create a culture of open communication where employees feel comfortable sharing their experiences and concerns. This includes being open to feedback and taking action to address concerns.
- Lead by example. Managers should model inclusive behaviors and actively promote JEDI initiatives within the organization. This includes creating policies and procedures that support diversity, equity, and inclusion.
- Hold yourself accountable. Managers should hold themselves accountable for promoting and supporting JEDI work within the organization. This includes setting goals and metrics to measure progress and regularly checking in with employees to ensure that they feel supported.
In conclusion, managers play a critical role in creating a supportive and inclusive workplace culture. When managers fail to demonstrate a commitment to JEDI work, employees may feel unsupported and undervalued, which can lead to a toxic work environment and cause employees to leave. By educating themselves, listening to their employees, leading by example, and holding themselves accountable, managers can create a workplace culture that values and supports diversity, equity, and inclusion.
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