It’s no secret that employees often leave their jobs because of their managers. A bad manager can lead to a toxic work environment, a lack of growth opportunities, and 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 are critical 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? JEDI has become an increasingly important aspect of workplace culture in recent years. 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 for 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. The petition came in response to the company’s handling of various incidents, including firing 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 committed to JEDI work.

So, what can managers do to ensure their employees feel supported and valued in their JEDI work? Here are some tips:

  1. Educate yourself. Managers need to take the initiative to educate themselves about JEDI issues and learn how to support their employees in this work.
  2. 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.
  3. 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.
  4. Hold yourself accountable. Managers should be responsible 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 they feel supported.

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, leading to a toxic work environment and causing 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.