Retention and progression
Attracting diverse talent requires a different strategy to retaining talent within an organisation. This section outlines ways in which the creative sector can enhance, review and reinvigorate their processes to ensure that workers remain in the sector and have opportunities to progress. Prioritising retention and progression, particularly for those who have historically faced barriers, will minimise the risk of losing talented individuals to competitors or from the industry altogether. Organisations with lower staff turnover enjoy lower costs in hiring new staff and a rewarding working environment for staff.
Organise regular check-ins with employees to discuss Individual Development Plans and wellbeing
An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance.
Developing an individual plan empowers Priority Groups to carve out a bespoke career path for themselves. This helpful resource contains an IDP template which you can adapt for your organisation. Including EDI focused metrics in line managers’ IDP is a great way of creating accountability for EDI, and ensuring that responsibility for EDI is in place throughout your organisation.
Regular check-ins are a great way to build psychological safety, meaning employees are likely to report higher levels of trust and feel able to share any concerns or feedback they may have about the organisation’s culture and ways of working, providing an opportunity to raise and resolve concerns at an early stage.
Publish your organisation’s pay scales internally and externally
While there has been an increase in jobs advertised with a clear salary or salary range, salary transparency within organisations remains relatively new.
Benefits to publishing pay include increased equity, as people can query any discrepancy in pay for those that have the same or very similar job descriptions. It is also a motivator if employees know what pay increase is available with a promotion. During your organisation’s regular review meetings, share your organisation’s pay scales with employees to promote transparency and trust.
Set up mentoring arrangements for employees from underrepresented groups
Mentoring is one of the most effective strategies for fostering diversity and inclusion in the workplace. Our engagement with employers validated mentoring programmes as a desirable intervention. Research sessions indicated these schemes are regarded as a main means of improving the progression of diverse employees. Reciprocal mentoring schemes help both parties improve and use their soft skills, such as active listening and compassion, traits which are regarded as key for career progression. The University of Sussex provide access to free resources to plan and set up a mentoring scheme, with evaluation tools.
Whilst small organisations may not have the resources and time to set up formal mentoring arrangements, they may benefit from informal mentoring and shadowing of senior roles. This can include assisting with ad hoc tasks, and reviewing processes during learning and development time. This helps to encourage growth and inspires individuals to continue learning.