Which is the greater challenge—recruiting a diverse workforce, or retaining the diversity you recruit? Managers and diversity planners in most workplaces find that retention is the greater challenge. Research in both educational and corporate environments points to specific factors as especially important in the workplace retention of women and of racial and ethnic minorities. These factors are meaningful to all employees but especially so for employees from groups that experience systematic discrimination. From looking at the factors most often cited, we can draw a picture of an organization with a good chance of retaining a diverse workforce. Such a workplace would have the following characteristics.

• An organizational commitment to diversity. Senior management values diversity; the diversity initiative is well supported; progress towards diversity goals is assessed; and managers are held accountable for diversity recruitment, retention, and climate in their units.
• Good managers. Managers communicate well, expectations are consistent, and people feel that their supervisors are personally supportive. People also enjoy positive relationships with their coworkers.
• Training and learning opportunities. The organization provides opportunities for professional development and values employee participation in them. As people bring new skills into their workgroups, they are given the opportunity to use them.
• Work that is regarded as meaningful. Employees see that their work is valued as important and related to central organizational mission. This includes work that is related to the organization’s diversity goals.
• Family and workplace balance. Well-defined policies enable people to take care of family obligations. People are not marginalized or penalized, either formally or informally, for putting family first.
• Mentors and supportive networks. Mentorship programs, affinity groups, and networking opportunities are all present in the workplace. Employees are able to attend professional meetings, which provide opportunities not only for learning but also for networking.

These workplace characteristics, valued by nearly everyone, are particularly important in retaining people who face stereotypes and discrimination based on group identities. This list of factors important in retaining diversity suggests concrete steps that supervisors, coworkers, and senior leaders can take to create a positive workplace climate for diversity and inclusion.