Retention and separation also go hand$-$in$-$hand, Most organizations engage in some efforts to retain their employees. It makes sense, right? You've done a lot of work to recruit them, select them, onboard them, and develop them. It undoes all of that work, and costs time and money, if you cannot retain them.

Unfortunately, many companies are finding that while they can attract talented BIPOC talent to come work for them, retention rates are often low. This is especially true here in the Twin Cities, as you learned a few modules ago. Here is an article on why black employees are quitting. In addition to the reasons stated in this article, here are some other reasons:

Black workers earn Nimss.

Racial microaggressions in the workplace.

Working while brown.

Limited advancement opportunities.

Some of these resources address the pay gap between races and gender. There are many pay gap calculators available online, but this is a nice one that takes gender, race, and occupation into account. Explore the pay gap by entering your own information, and then change the gender and race to view how it changes. By the end of the first week of the module, post an initial response that tells us:

What you learned about retention and separation from these articles.

Other ideas you have on why diverse talent leaves an organization.

Your thoughts on what organizations should do to retain diverse talent.

Any other questions or thoughts you have on the retain and separate stages of the employee lifecycle.