What is employee advocacy? The goal of employee advocacy is to inform, educate and engage the workforce.

How to attract and retain top talent

Vice President Bob Miller did not hesitate when asked to attend a conference of the Society of Women Engineers Conference titled “Advocacy for Inclusion: A Man’s Perspective”. Diversity is essential for a successful workplace and for employees who know they are valued for their unique perspectives and backgrounds.

To prepare for this, Bob easily relied on his 27-year-old diversity advocacy to solve the tough questions of an organization and of themselves: do I work for all employees? How can I attract and retain top talents – women and men? Do I have an unconscious bias?

“Women, minorities, all those involved in a diverse workforce must be able to represent themselves in leadership positions and at all levels, it’s not by chance, we need to be aware,” says Bob.

“Not only is it right, but diversity brings different perspectives that help us to develop unique and creative solutions.”

So, how do you do that? For Bob, there are five behaviors that he has refined over the years to help executives at work for their employees.

1. Be honest in the appreciation of diversity

I’m not an expert on what women have experienced in their careers and in the workplace, but what I can do is to voice my voice to others that diversity is essential to the success of Marqui Management and our country- gender, racial, ethnic – we need diversity of all kinds. It’s not just the right thing, but diversity brings different perspectives on a problem that helps us to develop unique and creative solutions.

2. Be flexible to the needs of your employees

It’s a tight job market and there are many opportunities for talented employees, so we have to work here so they can work. Many executives, at their discretion, have a high degree of flexibility, but can not use it – they hide behind the bureaucracy rather than making the right decisions. If you can be flexible, do it!

3. Take personal assumptions

What if a worker returns from maternity leave and I do not put her on a prolonged or unpredictable project because I do not want to add her a full plate? Although my intentions may be good, it is not my job to decide what an employee can or can not do based on a perceived situation. Managers need to be open to discussions with their employees and not just for one-sided assumptions.

4. Pay attention to possible deviations in the assignment of roles

This may not be the experience of every woman, but I’ve experienced it more than a few times – where the only woman in the room is being asked to be the clerk at every meeting. It could also be unconscious bias. Share roles that are good and boring, about your employees.

5. Consider career talks with all employees and find mentorship

In my experience, men are better at sponsoring and engaging with others to drive their careers. Leaders need to recognize talent and be proactive – not just with the loudest voices. Ask your employees for the best framework conditions and ways in which mentoring and advocacy can unfold. Make sure that the mindset for what you want to achieve is optimal – to help the employee succeed.

Looking to work with people like Bob?

Marqui Management’s people-focused culture is a cornerstone of our history and how we’re able to create an amazing workplace. Learn more by exploring our current openings below.

Marqui Management
Located in Allen, Texas Marqui Management is both a full-service reputation marketing and consulting firm. Our unique culmination of marketing and consulting allows Marqui Management to deliver unmatched services and unparalleled results. Visit our company profile page for more offers and information on services, case studies, careers and additional resources.

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