NOTE from Kristine Berry: This two-part series provides evidenced-based concepts and tools readers can use to develop and hit organizational targets while implementing diversity, equity, and inclusion in their talent life cycles, i.e., fill positions, update job ads, create accountability in hiring and onboarding, reviews, feedback, and advance retention programs.
Now is the time to embed diversity, equity, and inclusion into your operations. This will improve the experience of your employees and patients and maximize employee retention.
With the Great Resignation, the Great Reshuffling, Quiet Quitting, and COVID-19, we know it’s a tough labor market. Employees know they have power in choosing where and how they work. Since dentistry is a patient-facing profession, employees are needed to show up and care for patients. To attract and retain people to your practice, you must listen to them and authorize changes.
Now is the time to reexamine your practice’s talent life cycle and embed diversity, equity, and inclusion into your operations. This will improve the experience of your employees and patients; maximize employee retention, engagement, and productivity; decrease turnover1; and integrate cultures amid mergers and acquisitions2 and competitive positioning.3