<p>In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Sharitta Marshall delve into the financial and emotional implications of employee turnover within organisations. Sharitta, a seasoned expert in diversity, equity, and inclusion, questions traditional decision-making processes and advocates for a deeper understanding of why employees leave, urging companies to focus on keeping them engaged. Joanne and Sharitta explore the tangible costs of poor employee experience and high turnover, stressing the importance of making a compelling business case for human experience, especially in a capitalist-driven world. </p>

<p>Sharitta Marshall, founder of Visionary Development Consulting, is dedicated to fighting for workplace equality and liberation for all. Her consultancy focuses on providing strategies for businesses to empower Employee Resource Groups (ERGs) and develop equity within organisations. Sharitta's advocacy reaches beyond the boardroom; she is committed to challenging systemic inequities, addressing the often overlooked individual impacts of DEI, and fighting against late stage capitalist resistance to equity. With her experience as a global ERG leader, Sharita brings a wealth of knowledge on aligning ERG initiatives with organisational goals to drive meaningful change. </p>

<p>The conversation touches on the ongoing challenges and resistance faced in driving DEI efforts, with Sharita highlighting the influence of the impending US election and the broader political climate on DEI funding and initiatives. Joanne and Sharitta also delve into the concept of meritocracy, privilege, and the challenges of addressing systemic inequalities. They discuss the role of ERGs as strategic business units and the importance of executive sponsorship for ERGs, underlining the need for clear roles, responsibilities, and alignment with business objectives. </p>

<p>The episode concludes with a powerful message on the interconnectedness of societal issues and the necessity of shifting towards understanding collective global impact. Joanne encourages listeners to subscribe to Inclusion Bites, share their journeys, and reach out with thoughts and stories for future episodes. </p>

<p>A key takeaway from this episode is the pressing need for organisations to prioritise DEI initiatives and understand their cost implications, not just financially but also in terms of human experience. Listeners will gain valuable insights into effectively engaging employees, addressing systemic inequalities, and leveraging ERGs to drive business success and foster an inclusive workplace culture. This episode is a call to action for leaders to re-evaluate their DEI strategies, ensuring they are meaningful and impactful. </p>

Sharitta Marshall is a passionate advocate for equity, dedicated to ensuring that everyone has access to the necessary resources to succeed and flourish. With a keen awareness of systemic inequities, she devises intentional and impactful strategies to address these disparities. Sharitta's work focuses on providing not just the right tools, but also opportunities that empower individuals to reach their fullest potential. Her commitment to equity is rooted in the belief that acknowledging and addressing systemic barriers is essential for creating a fair and thriving society.

Certainly! Below is a comprehensive sequence of topics covered in the episode "Equity in Action" of the Inclusion Bites Podcast, with sub-topic bullets under each primary topic:

1. **Introduction**

- Joanne Lockwood introduces herself and her podcast "Inclusion Bites."

2. **Guest Introduction**

- Sharitta Marshall introduces herself, founder of Visionary Development Consulting.

3. **High Cost of Employee Turnover**

- Sharita discusses the financial impact of employee turnover.

- Importance of understanding why employees leave.

- Joanne agrees by highlighting the need for accountants to focus on these financial costs.

4. **Business Case for Human Experience**

- Sharitta's acknowledgment of capitalism's influence on business decisions.

- Long-term commitment to fighting for DEI despite potential consequences.

5. **Challenges and Future of DEI Work**

- Addressing challenges faced in driving DEI changes.

- The upcoming difficulties linked to the US election in the next five years.

6. **Resistance to Equity and Capitalism**

- Resistance by late-stage capitalists fearing loss of control.

- Sharita stresses a balanced approach to making money without harming people.

7. **Disconnect Between DEI Data and Individual Impact**

- Sharitta urges organisations to understand the cost of ignoring DEI.

- Joanne speaks on the lack of empathy in politically polarised countries.

8. **Addressing Systemic Inequalities**

- Challenging the belief in meritocracy.

- Advocating for equity.

- Importance of understanding the collective global impact.

9. **Intersectionality of Discrimination**

- Acknowledgement of intersecting issues of race, gender, class, disability, etc.

- Necessity to combat late-stage capitalist control and preserve human liberties.

10. **Concept of Equity**

- Sharitta explains equity as providing appropriate resources for everyone to thrive.

- Host and Guest challenge the concept of meritocracy and address systemic inequities.

11. **Privilege and Access to Resources**

- Discussion on the impact of privilege on people's access to resources and opportunities.

12. **Complexity of the English Language**

- Notes on its challenges for non-native speakers and those with dyslexia.

13. **Importance of Diverse Perspectives and Empathy**

- Understanding and having empathy for different lived experiences.

14. **Role of Employee Resource Groups (ERGs)**

- Providing a collective voice within organisations.

- Empowering ERGs and developing equity within organisations.

15. **ERGs as Strategic Business Units**

- Sharitta's approach to treating ERGs as strategic units, not just checkboxes.

- Impact on organisations' bottom line and outreach to diverse consumers.

16. **Supporting ERG Programs**

- Joanne emphasises access to spaces, networks, and opportunities for less privileged.

- Sharitta explains strategic building and support of ERG programs.

17. **Executive Sponsorship of ERGs**

- Importance of executive sponsorship to drive change.

- Clarification of roles and responsibilities for executive sponsors.

18. **Alignment with Business Goals**

- Preventing ERG projects from becoming single-issue focused.

- Aligning ERG projects with strategic business goals.

19. **Political Climate’s Impact on DEI**

- Cuts in DEI funding and pushback from certain groups.

- Creating intersectional approaches in organisations.

20. **Challenges of Getting Allies**

- Transparency, communication, and sharing ERG goals with the entire organisation.

- Frustration over slow DEI progress.

21. **DEI as Business Priority**

- Need for DEI to show tangible ROI understood by businesses.

22. **Commitment to Liberation**

- Sharitta's dedication to liberation for all, regardless of leadership positions.

23. **Closing and Contact Information**

- Joanne wishes Sharitta well and encourages her continued advocacy.

- Sharita’s contact information on LinkedIn, email, and her website.

24. **Podcast Farewell**

- Joanne encourages listeners to subscribe and share.

- Call to action for listeners to share thoughts and stories for future episodes.

This sequence captures the primary topics and their sub-topics as discussed in the podcast episode.

Subject: Dive into the Tangible Costs of Employee Turnover & DEI Challenges – Inclusion Bites Podcast 🎧

---

Dear Subscribers,

We hope this message finds you well! 🌟

In our latest episode of The Inclusion Bites Podcast, we explore the complexities and tangible costs associated with employee turnover and the continuous challenges of implementing Diversity, Equity, and Inclusion (DEI) initiatives within organisations.

**Episode Title: "Equity in Action"**

**Featuring:**

🎙 Joanne Lockwood - Host

🎙 Sharitta Marshall - Guest, Founder of Visionary Development Consulting

**What’s Inside This Episode?**

📉 **Financial Implications of Employee Turnover**: Sharitta Marshall sheds light on the staggering costs of employee turnover and questions existing decision-making processes. She proposes a shift towards understanding why employees leave and strategies to keep them engaged.

💼 **Capitalism vs. Human Experience**: Both Joanne and Sharita discuss the necessity of making a business case for a positive human experience due to the capitalist influence, highlighting how poor employee experiences can significantly impact the financial bottom line.

🔄 **Systemic Inequalities and Meritocracy Challenges**: Engage in a thought-provoking dialogue on systemic inequalities, the myth of meritocracy, and the need for true equity within our societal structures.

🌐 **Intersectionality and Privilege**: The episode touches on the importance of recognising intersectional discrimination related to race, gender, class, disability, and more. Sharitta emphasises the need for organisations to combat late-stage capitalist control and preserve human liberties.

🤝 **Role and Impact of ERGs**: Discover how Employee Resource Groups (ERGs) serve as strategic business units, supporting diverse lived experiences and contributing to an organisation's bottom line. Learn about the importance of executive sponsorship and clear roles within these groups to drive meaningful change.

➡️ **Challenges and Strategies for DEI Initiatives**: Addressing slow progress, the duo discusses the necessity for DEI to be a business priority, stressing the importance of transparency, communication, and the alignment of ERG goals with strategic business objectives.

Sharita Marshall eloquently shares her long-term commitment to fighting for DEI and the liberation of all, emphasising the interconnectedness of societal issues and the collective global impact of these efforts.

📣 **Call to Action**:

Be part of this eye-opening conversation! Tune into Inclusion Bites and hear from a passionate changemaker. If you enjoyed this episode, don’t forget to like, subscribe, and share with your network.

📬 **Stay Connected**:

Have thoughts, stories, or feedback? Reach out to Joanne Lockwood at jo.Lockwood@seechangehappen.co.uk. We're always eager to hear from our listeners and community!

Catch the full episode on our website: [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen)

Let's embark on this journey of inclusion together, creating workplaces where everyone feels seen, heard, and valued.

Best Regards,

The Inclusion Bites Team ✨

P.S. Connect with Sharitta Marshall on LinkedIn, via email, or her website for further support in fostering inclusive environments. Find all links and contact details in the episode show notes!

### Unlocking Equity: My Journey on The Inclusion Bites Podcast

Hello everyone,

I am thrilled to share my recent experience as a guest on The Inclusion Bites Podcast, a progressive and thought-provoking series hosted by the remarkable Joanne Lockwood. As someone deeply committed to driving change in diversity, equity, and inclusion (DEI), this platform provided me with the perfect opportunity to delve into critical issues that are close to my heart.

### Exploring the High Cost of Employee Turnover

One of the pivotal discussions Joanne and I embarked upon was the seldom-discussed but high cost of employee turnover. It's mind-boggling to think about the financial impact linked to poor employee experience. We often overlook the tangible costs, and that’s where our conversation took a decisive turn. We both agreed that it's imperative for accountants and business leaders to recognise and understand these costs better.

### The Business Case for Human Experience

With capitalism exerting such significant influence, making a robust business case for human experience becomes crucial. I shared my experiences and long-term commitment to advocating for DEI, despite the potential repercussions. Joanne echoed my sentiments, lamenting the lack of empathy in politically polarised environments.

### Breaking Down Systemic Inequalities

We ventured deep into the challenges of systemic inequalities and the often-misguided belief in meritocracy. Addressing privilege, especially how it impacts access to resources and opportunities, was another key focal point. We also acknowledged the complex nature of the English language, noting its particular challenges for non-native speakers and those with dyslexia.

### Empowering Employee Resource Groups (ERGs)

A significant part of our exploration centred around the invaluable role of Employee Resource Groups (ERGs). In my work at Visionary Development Consulting, I focus on empowering these groups not just as units of community but as strategic business partners. Joanne and I discussed how organisations can leverage ERGs to ensure diverse lived experiences are heard and systemic inequities are addressed. ERGs play a crucial role in influencing a company's bottom line and extending outreach to a diverse consumer base.

### Intersectionality and Executive Sponsorship

The vital necessity for executive sponsorship in driving ERG success formed another cornerstone of our discussion. By aligning ERG projects with broader business goals, we can prevent them from becoming siloed, single-issue focused entities. Joanne and I also touched upon the political climate's impact on DEI initiatives, especially considering recent funding cuts and pushback from certain factions.

### A Call to Action

My conversation with Joanne was more than just an interview; it was a call to action. Together, we explored how organisations can take a more integrated, intersectional approach to DEI. It’s about shifting the focus and understanding the interconnectedness of societal issues, whether they're related to race, gender, class, or disability. In this critical juncture, combating late-stage capitalist control and preserving human liberties are more critical than ever.

### Continuing the Fight

As I continue my journey to fight for the liberation of all, irrespective of who is in a leadership position, I am heartened by platforms like The Inclusion Bites Podcast that allow these essential dialogues to flourish. I am immensely grateful to Joanne Lockwood for the thoughtful and incisive conversation.

For those keen to dive deeper into these topics and aid in making every individual feel seen, heard, and valued, I encourage you to listen to our episode on The Inclusion Bites Podcast. Additionally, feel free to connect with me on LinkedIn, or through my website, Visionary Development Consulting.

Thank you for your continued support and commitment to driving equity in action.

Best regards,

Sharitta Marshall

Founder, Visionary Development Consulting

---

**Discover more enlightening conversations at [The Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen).**

Absolutely, the interview between Joanne Lockwood and Sharitta Marshall was full of insightful exchanges that would greatly benefit our listeners in the form of a FAQ series. Here are a few questions and responses that stood out:

### 1. What is the high cost of employee turnover, and why should organisations care?

**Sharitta Marshall:** "The high cost of employee turnover isn't just financial; it also affects organisational culture and productivity. We need to flip the script and focus on understanding why employees leave and keeping them engaged. The dollars linked to recruitment, training, and lost productivity add up quickly, but more importantly, consistent turnover can erode trust within teams."

### 2. How can we make a compelling business case for DEI (Diversity, Equity, and Inclusion)?

**Sharitta Marshall:** "In a capitalist system, it's crucial to attach a tangible business case to DEI initiatives. It’s about demonstrating how a poor employee experience and high turnover hit the bottom line. We can't ignore the financial implications of not prioritising DEI, as they directly affect an organisation's ability to compete effectively."

### 3. Why is there resistance to equity from late-stage capitalists, and how can it be addressed?

**Sharitta Marshall:** "There's significant resistance because equity implies a redistribution of power and resources, which many in control see as a threat. A balanced approach is needed—one that shows making money and treating people with dignity aren't mutually exclusive. We must highlight this balance to drive real change."

### 4. What role do Employee Resource Groups (ERGs) play in advancing DEI within an organisation?

**Sharitta Marshall:** "ERGs are critical as they provide a voice to underrepresented groups and help address systemic inequities. By empowering ERGs as strategic business units, rather than token community groups, they can truly influence an organisation's culture and outreach, ultimately benefiting the bottom line."

### 5. How can executive sponsorship enhance the effectiveness of ERGs?

**Sharitta Marshall:** "Executive sponsorship is vital. Sponsors need clear roles and responsibilities, including proper onboarding and training. Aligning ERG initiatives with business goals ensures they aren't seen as peripheral to the organisation but as central to its strategic objectives."

### 6. What are the main challenges in driving DEI initiatives forward, particularly in today's political climate?

**Joanne Lockwood:** "One of the biggest challenges is the political polarisation we're seeing globally. There is a significant lack of empathy and understanding which hampers the progress of DEI initiatives. Additionally, funding cuts and pushbacks from certain groups make it even more difficult to bring about meaningful change."

### 7. How important is it for organisations to address the intersectionality of discrimination?

**Sharitta Marshall:** "Addressing intersectionality is crucial. Systems of discrimination intersect and compound the experiences of marginalised groups. We need to shift our approach towards understanding this interconnectedness and work on solutions that address these layers of inequity."

### 8. What strategies can organisations employ to get allies involved in DEI efforts?

**Joanne Lockwood:** "Transparency, communication, and sharing the goals and missions of ERGs with the entire organisation are key. Allies need to understand how their involvement makes a difference and how it benefits not just the marginalised groups, but the organisation as a whole."

### 9. How can leaders ensure DEI initiatives have a tangible return on investment (ROI)?

**Sharitta Marshall:** "Linking DEI projects to strategic business priorities is essential. This includes defining clear metrics for success, holding leadership accountable, and regularly communicating the progress and benefits of DEI initiatives. It's about making DEI an integral part of the business strategy, not a separate element."

### 10. How does Sharita Marshall stay motivated in her DEI work despite challenges?

**Sharitta Marshall:** "For me, it's about the long-term commitment to the liberation of all people. Despite pushbacks and challenges, I stay motivated by focusing on the broader impact. Seeing even small changes and knowing that I'm part of a larger movement keeps me going."

These questions and responses highlight the depth and breadth of Joanne and Sharita's discussion and provide valuable insights for anyone interested in driving DEI initiatives within their organisation.

**Equity in Action: Revealing the High Cost of Employee Turnover**

**Introduction**

Imagine investing months, even years, into building a team, only to watch your best employees walk out the door, leaving behind a vacuum of talent. The impact reverberates through the organisation, affecting morale, productivity, and even your bottom line. Yet, the most mystifying part lies in leadership's seemingly indifferent response: why aren’t they doing more to keep their people? Welcome to “Equity in Action,” a transformative episode of The Inclusion Bites Podcast, where host Joanne Lockwood and her illustrious guest, Sharitta Marshall, founder of Visionary Development Consulting, dissect the real costs of employee turnover and the unyielding quest for genuine diversity, equity, and inclusion (DEI) within corporations.

**The High Cost of Employee Turnover**

Sharitta Marshall kicks off this dialogue by questioning the real costs and decision-making processes surrounding employee turnover. It’s a costly oversight, deeply embedded in today's corporate culture where high turnover rates are often dismissed as an unavoidable norm. Joanne Lockwood supports this assertion, urging HR professionals and accountants alike to recognise the tangible costs associated with poor employee experiences and high turnover rates.

“It’s imperative,” Joanne notes, “that we drive home these practical costs to get accountants more focused on the financial impact.”

Through Sharitta's and Joanne’s perspectives, it becomes clear: Ignoring the reasons behind employee attrition is an economic blunder. The solution isn't just better compensation packages or ping-pong tables in the break room; it's a targeted effort to understand why employees leave and what keeps them truly engaged and committed.

**Understanding the Financial Implications**

Sharita delves deeper into the financial ramifications, pointing out how late-stage capitalists often resist equity due to the fear of losing control. Yet, a balanced approach to making money—one that doesn’t traumatise people—is both possible and economically sound.

"Capitalism demands a business case for everything," Sharitta quips, "including the human experience."

Marshall advocates for a corporate approach that not only focuses on profit but also prioritises the wellbeing of its workforce. The financial implications of employee turnover go beyond immediate costs; they encompass lost productivity, disrupted team dynamics, and the expenditure of recruiting and training new employees.

**Actionable Insights to Combat Turnover**

So, what actionable steps can organisations take to address this issue?

1. **Conduct Exit Interviews and Stay Interviews**: One of the simplest yet most effective ways to understand why employees leave is by asking them. Exit interviews provide insights into what went wrong, while stay interviews with existing employees can reveal what is going well and what can be improved to retain them.

2. **Invest in DEI Initiatives with Clear Goals**: Organisations should prioritise their DEI efforts by setting clear, achievable goals that align with the business strategy. Sharita highlights the value of Employee Resource Groups (ERGs) as strategic units rather than mere affinity groups.

3. **Assign Executive Sponsors to ERGs**: The involvement of upper management in ERG activities ensures that these groups have the visibility and resources they need to be effective. Clear roles and responsibilities, including onboarding and training processes for executive sponsors, can drive real change.

4. **Align DEI Efforts with Business Priorities**: ERG projects and other DEI initiatives should align with broader business objectives. This alignment guarantees that these efforts support the company's overall goals, ensuring both employee and organisational growth.

5. **Promote a Culture of Empathy and Understanding**: Joanne points out the importance of understanding diverse perspectives and having empathy for different lived experiences. Creating an inclusive environment where all employees feel seen, heard, and valued can significantly reduce turnover rates.

**The Broader Impact and Intersectionality**

Beyond the immediate organisational benefits, fostering genuine DEI efforts can challenge systemic inequalities. Joanne and Sharita underscore the interconnectedness of societal issues, recognising that true equity involves acknowledging and addressing how race, gender, class, disability, and other intersecting identities affect people’s lives.

“It’s about shifting the balance towards understanding our collective global impact,” Marshall states, emphasising the need for systemic changes.

**Impact of the Political Climate**

Both speakers acknowledge the challenges in driving DEI initiatives in a politically polarised climate. The next five years hold significant uncertainties, including the potential repercussions of the US election on DEI funding and broader societal attitudes toward equity.

Sharita remains committed, despite these obstacles, to the fight for DEI, stressing the importance of understanding the cost of not prioritising these efforts. The conversation makes it abundantly clear that combating the late-stage capitalist control to preserve human liberties is not just a moral imperative but a collective responsibility.

**A Call to Action**

As Joanne Lockwood concludes the episode, she encourages listeners to reflect on the importance of DEI initiatives and the pressing need to turn these discussions into action. From conducting comprehensive exit interviews to strategically supporting ERGs, proactive steps can lead to a more inclusive, empathetic, and financially sound organisation.

For those inspired by Sharitta Marshall’s profound insights and committed to making a difference in their workplace, now is the time to act. Reach out, be an ally, and advocate for systemic changes within your organisation. Connect with Sharitta Marshall on LinkedIn, through email, or via her website for tailored guidance on fostering an inclusive workplace where everyone feels seen, heard, and valued.

**Subscribe and Continue the Journey**

Don’t let this be just another blog you read or another podcast you listen to. Make it a transformative experience. Subscribe to Inclusion Bites, and share this journey with your network. Engage in meaningful conversations that will ignite real change in your organisation and beyond.

Stay connected with us at The Inclusion Bites Podcast, hosted by Joanne Lockwood, for more episodes that break the mould and drive actionable insights into DEI. Visit us at [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) for more thought-provoking content.

Together, let’s turn dialogue into action, one inclusive conversation at a time.

Certainly! A standout line from this episode could be:

"Understanding the tangible costs of poor employee experience and high turnover is not just about numbers—it's about human experience and making a business case for it in a capitalistic world." - Sharitta Marshall

### FAQ: Equity in Action – Insights from The Inclusion Bites Podcast

#### 1. **What is the cost of high employee turnover, and why should organisations be concerned about it?**

High employee turnover can incur significant financial costs, including recruitment, training, and lost productivity. Sharitta Marshall and Joanne Lockwood discussed the importance of understanding why employees leave and focusing on keeping them engaged rather than constantly replacing them. The tangible costs of poor employee experience should be made clear to accountants to highlight the financial implications.

#### 2. **What is the importance of making a business case for human experience in the corporate world?**

Considering the influence of capitalism, Sharita Marshall emphasises the necessity to link DEI initiatives to business priorities. It helps in getting buy-in from stakeholders who control funding and resources by demonstrating the long-term benefits of prioritising human experience and equity in workplaces.

#### 3. **What are some challenges in driving change in DEI efforts within organisations?**

Challenges include resistance to equity from individuals who fear a loss of control, the political climate's impact on DEI funding, and the slow progress in implementing effective DEI measures. Both speakers stressed the importance of persistence and strategic alignment of DEI goals with business outcomes.

#### 4. **How do systemic inequalities and the myth of meritocracy impact workplaces?**

Systemic inequalities and the belief in meritocracy often hinder true equity in organisations. Sharita and Joanne discussed the necessity of addressing privilege and recognising the complex layers of discrimination related to race, gender, class, and disability. This understanding is crucial for creating equitable workplaces.

#### 5. **What role do Employee Resource Groups (ERGs) play in organisations?**

ERGs are pivotal in providing a collective voice for underrepresented employees and advocating for systemic changes. Sharita Marshall argues that ERGs should be treated as strategic business units, aligned with the organisation's goals, and adequately supported through executive sponsorship and clear roles and responsibilities.

#### 6. **How can organisations successfully integrate ERGs with their strategic business goals?**

To prevent ERGs from becoming single-issue focused, it’s important to align their projects with broader business objectives. This includes onboarding and training executive sponsors, ensuring transparency and communication of ERG goals across the organisation, and holding leadership accountable for supporting ERGs effectively.

#### 7. **Why is it essential to consider intersectionality in DEI initiatives?**

Intersectionality recognises the overlapping and interconnected nature of social categorisations such as race, gender, and class. Both speakers highlighted the importance of adopting intersectional approaches to include diverse lived experiences and address systemic inequities more holistically.

#### 8. **What are the long-term commitments necessary for driving DEI change?**

Long-term commitment requires persistence in advocacy, strategic alignment of DEI initiatives with business goals, and developing tangible ROI metrics that the business comprehends. Sharita Marshall underlined her dedication to fighting for the liberation of all, regardless of potential setbacks or political challenges.

#### 9. **How can one connect with Sharitta Marshall for further support on DEI and equity initiatives?**

Sharita Marshall is available for contact via LinkedIn, email, and her website. She offers support in ensuring everyone within an organisation feels seen, heard, and valued.

#### 10. **Where can I listen to more episodes of The Inclusion Bites Podcast?**

You can listen to more episodes of The Inclusion Bites Podcast hosted by Joanne Lockwood on the [SEE Change Happen website](https://seechangehappen.co.uk/inclusion-bites-listen).

Absolutely! In this episode of Inclusion Bites titled "Equity in Action," Joanne Lockwood welcomes Sharitta Marshall, founder of Visionary Development Consulting. Sharitta is a dynamic advocate for Diversity, Equity, and Inclusion (DEI), and she brings a wealth of knowledge and insight into the discussion surrounding the high cost of employee turnover and the broader implications of systemic inequities in the workplace.

Sharitta starts by highlighting the critical issue of employee turnover, delving into the financial ramifications for organisations and questioning why more focus isn't placed on understanding and addressing the underlying reasons why employees leave. She argues for a shift in mindset, urging leaders to prioritise employee engagement and experience to mitigate these high turnover rates. Joanne Lockwood echoes this sentiment by pointing out the need to translate the cost of poor employee experiences into terms that financial decision-makers can appreciate, thus making the business case for human experience.

In her conversation, Sharitta critiques the resistance to equity found in late-stage capitalist systems, where leaders often fear losing control. She champions a balanced approach to business—one that seeks profit without causing trauma to individuals. This balance, she argues, is crucial for long-term organisational success and ethical responsibility.

The episode also takes a deep dive into the necessity of a holistic understanding of DEI. Sharitta passionately discusses the disconnect between data on DEI and the actual, lived experiences of individuals within organisations. She believes that businesses must internalise the true cost of ignoring DEI initiatives and acknowledges the societal challenges that make this work an uphill battle, particularly in politically polarised climates. Sharitta's long-term commitment to DEI work is unwavering, despite the potential consequences and societal pushbacks.

Sharitta's perspective on ERGs (Employee Resource Groups) stands out in this episode as well. She views ERGs as vital strategic business units rather than mere community groups, advocating for their empowerment within organisations. She stresses that ERGs provide a collective voice that can influence business priorities and enhance the bottom line by reaching diverse consumers. Sharita shares her approach to strategically building and supporting ERGs, ensuring they align with broader business goals and hold leadership accountable.

The conversation between Joanne and Sharita also touches upon the need to challenge the myth of meritocracy and address systemic inequities. They acknowledge the intersectionality of discrimination, recognising that issues of race, gender, class, disability, and more are deeply interconnected. Both agree on the importance of preserving human liberties and combating the control exerted by late-stage capitalism.

At the episode's close, Sharitta reiterates her dedication to fighting for everyone's liberation, regardless of leadership changes. Joanne encourages listeners to support Sharita by connecting with her on LinkedIn, through email, or via her website. She also urges the audience to subscribe to Inclusion Bites, share the podcast with others, and engage in future discussions by reaching out with their thoughts and stories.

Sharitta Marshall's contributions to "Equity in Action" provide valuable, actionable insights for anyone interested in driving DEI initiatives within their organisations.

### Intro

In this episode of Inclusion Bites, host Joanne Lockwood and guest Sharitta Marshall delve into the high costs of employee turnover, the importance of DEI, and the influence of capitalism. They discuss strategies for retaining employees, empowering Employee Resource Groups (ERGs), and addressing systemic inequalities. With insights into financial implications and long-term commitments to DEI, this episode is essential for anyone looking to understand and improve workplace inclusion.

### In This Conversation We Discuss

👉 **Employee turnover**

👉 **ERGs' strategic role**

👉 **Systemic inequality**

### Here Are a Few of Our Favourite Quotable Moments

1. "We need to understand why employees leave and keep them engaged, instead of just reacting to turnover." — Sharitta Marshall

2. "The cost of poor employee experience is tangible, and this needs to be driven home to accountants." — Joanne Lockwood

3. "Let's make money, but not at the expense of traumatising people." — Sharitta Marshall

### Summary

Joanne Lockwood and Sharitta Marshall's enlightening conversation covers the financial impact of employee turnover, the strategic role of ERGs, and the importance of addressing systemic inequalities. Gain actionable insights and inspirations to transform your workplace inclusivity. Tune in to this compelling episode of Inclusion Bites now! [Podcast URL: https://seechangehappen.co.uk/inclusion-bites-listen]

👥💼 Just finished listening to the latest episode of *The Inclusion Bites Podcast*, titled **Equity in Action** with the inspiring Sharitta Marshall and host Joanne Lockwood.

🚀 This discussion delves into the high cost of employee turnover, the financial implications of poor employee experiences, and the crucial role of DEI in driving sustainable business success.

🏢 As a Senior Leader in HR/EDI, this conversation strikes a chord. Understanding why employees leave and keeping them engaged isn't just good practice—it's essential. Aligning Employee Resource Groups (ERGs) with strategic business goals and ensuring executive sponsorship can transform them from community groups to strategic assets.

💡 DEI should be at the forefront of our business priorities. This isn't merely a 'nice-to-have' but a must-have for real, sustainable growth. The episode also sheds light on the complexities of privilege, meritocracy, and systemic inequities—challenges we must address head-on.

🌍 Let's remember: the future of our organisations depends on how well we understand and implement true equity. Empowering diverse voices is not just a moral imperative but a business one.

🎧 Tune in now and be part of the change! #InclusionBites #DEI #HR #EmployeeEngagement #BusinessGrowth #EquityInAction

**Insights for Senior Leaders, HR, and EDI Professionals from "Equity in Action" on The Inclusion Bites Podcast** 🎧

🎙️ *In the latest episode, Joanne Lockwood hosts Sharitta Marshall to explore the pivotal topic of employee turnover and its financial implications, while delving deep into the nuances of DEI work.*

### Key Takeaways:

1. **High Cost of Turnover** 💸

- Sharitta stresses the financial burden of employee turnover. Instead of focusing on replacing employees, it's crucial to understand why they leave and work on keeping them engaged.

- Joanne echoes this by suggesting organisations emphasise the tangible costs of poor employee experience to gain financial stakeholders' attention.

2. **DEI as a Business Case** 📈

- Sharitta acknowledges the capitalist framework we operate within and underscores the importance of making a business case for the human experience. Highlighting how neglecting DEI can impact the bottom line is crucial.

- This includes understanding the intersectionality of discrimination, which further points to systemic inequalities affecting race, gender, class, disability, and more.

3. **Employee Resource Groups (ERGs)** 👥

- Critical structures within businesses, ERGs must evolve from being mere checkboxes to strategic business units that support and give voice to diverse experiences.

- They should align with business priorities and be supported by executive sponsorship for effective change.

4. **Addressing Privilege and Systemic Inequities** 🏛️

- The episode challenges the myth of meritocracy by highlighting the role privilege plays in access to opportunities.

- Executive roles should focus on making space for those with less privilege, often sidelined in capitalist structures.

### Aha Moments: 💡

- **Financial Impacts of Poor DEI**: Understanding that not prioritising DEI has significant financial repercussions was a standout moment. Recognising this could shift how organisations allocate resources.

- **Power of ERGs**: Seeing ERGs not just as community groups but as strategic business assets tied to organisational success can revolutionise how they are perceived and utilised.

### Recommended Actions:

- **Prioritise Employee Engagement**: Instead of repeatedly replacing employees, invest in strategies to understand and improve their engagement and retention.

- **Make DEI Financially Tangible**: Communicate the costs of poor employee experiences and turnover in financial terms to engage stakeholders more effectively.

- **Transform ERGs**: Support and develop ERGs as strategic components within your business. Ensure they have clear roles, responsibilities, and executive sponsorship.

- **Focus on Intersectionality**: Structure your DEI initiatives to address overlapping discrimination factors, ensuring a holistic approach.

- **Educate on Privilege**: Implement training that raises awareness about the impact of privilege and meritocracy within your organisation.

### Social Media Hashtags:

#InclusionBites

#EquityInAction

#DEIStrategy

#ERGEmpowerment

#LeadershipInsights

By incorporating these insights and "aha moments," HR and EDI professionals can drive meaningful change within their organisations. The key is to shift perspectives from viewing DEI as a "nice to have" to recognising its critical impact on business success. 🚀

**Focus Keyword: Positive People Experiences**

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**Title: Equity in Action: Unexplored Ways to Retain Talent | #InclusionBitesPodcast**

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**Tags:** Positive People Experiences, Culture Change, DEI, inclusion, workplace equity, employee turnover, employee engagement, leadership, business impact, employee retention, Joanne Lockwood, Sharitta Marshall, HR strategy, ERGs, systemic inequalities, meritocracy, privilege, workplace culture, executive sponsorship, advocacy, DEI initiatives, strategic goals, intersectionality, human experience, empathy in business

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**Killer Quote:** "A balanced approach to making money without traumatising people should be our organisational norm." - Sharitta Marshall

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**Hashtags:** #PositivePeopleExperiences, #CultureChange, #Inclusion, #Diversity, #Equity, #Retention, #Engagement, #Leadership, #BusinessImpact, #EmployeeExperience, #OrganisationalCulture, #InclusiveLeadership, #StrategicDEI, #Privilege, #SystemicInequality, #WorkplaceAdvocacy, #Intersectionality, #EmployeeResourceGroups, #ExecutiveSponsorship, #ActionableInsights

---

**Why Listen**:

In this episode of the Inclusion Bites Podcast, titled "Equity in Action: Unexplored Ways to Retain Talent," we dive deep into the essence of Positive People Experiences and the vital Culture Change needed to keep an organisation thriving in today's competitive landscape. I, Joanne Lockwood, am thrilled to introduce Sharitta Marshall, founder of Visionary Development Consulting. Sharita is a forward-thinking advocate for diversity, equity, and inclusion (DEI), who passionately sheds light on the high costs associated with employee turnover. She challenges the orthodox decision-making processes around this issue and presents a compelling case for focusing on understanding why employees leave and how to keep them engaged.

**The Financial Toll of Turnover:**

Sharitta begins by discussing the usually overlooked financial implications of high employee turnover. The tangible costs here go beyond recruitment and training and extend to the loss of institutional knowledge and lower organisational morale. Sharita calls attention to the importance of accountants and financial departments comprehending these costs fully to drive meaningful action.

I eagerly agree with Sharitta that driving home these tangible costs is crucial for getting the financial gatekeepers to pay more than lip service to improving employee experiences. When costs are laid bare, the roadmap towards better DEI becomes clearer and aligned with business priorities.

**Capitalism and DEI:**

Sharitta also delves into an essential focus on capitalism's influence over DEI initiatives. She acknowledges that in a capitalist society, making a robust business case is necessary for DEI initiatives to gain traction. However, her long-term commitment to DEI work remains steadfast, even amid political and financial pushbacks. Sharitta makes the poignant argument that DEI should not only be about overcoming biases but also about making sound business sense by retaining talented employees and enhancing overall workplace culture.

**Challenges and Systemic Inequalities:**

Our conversation shifts towards the significant and ongoing challenges in DEI efforts, particularly in politically polarised environments. We lament the lack of empathy and understanding that pervades many workplaces, hindering true equity. Together, we discuss the essential change required to address systemic inequalities genuinely, moving beyond the myth of meritocracy to constitute fairer workplace practices.

Sharitta passionately emphasises the interconnectedness of societal issues and the need to understand our collective global impact. I resonate deeply with this sentiment and echo her call for businesses to weigh the cost of not prioritising DEI seriously.

**Role of Employee Resource Groups (ERGs):**

One of the pathways Sharitta advocates for is the strategic use of Employee Resource Groups (ERGs). These are not just community groups but should be seen as strategic business units that give voice to diverse lived experiences and align with the business's larger goals. Sharitta shares her approach to empowering ERGs by providing them with the necessary resources, executive sponsorship, and a clear understanding of their roles and responsibilities. Aligning ERG projects with strategic business goals ensures they serve their intended purpose without becoming siloed or losing focus.

Executive sponsorship is another critical aspect we explore. Both Sharitta and I agree that for ERGs to be truly effective, there must be clear onboarding and training processes for executive sponsors. These leaders should be held accountable to the success of these initiatives to ensure they are not merely performative gestures but actual change drivers within the organisation.

**Facing Political Climate and Future Challenges:**

The episode also addresses the real-world impacts of the current political climate on DEI initiatives. Sharitta discusses funding cuts and pushback from certain political groups, urging the need for DEI to be a business priority with a tangible return on investment (ROI) that leadership must recognise. Despite these challenges, Sharitta's passion for liberating all employees remains undeterred.

As we wrap up our discussion, Sharitta highlights the importance of transparency, communication, and the strategic alignment of ERGs’ goals with the broader organisational mission. She calls on allies to step up and get involved in supporting these vital groups.

**Personal and Organisational Commitment:**

Ultimately, Sharitta's dedication to fighting for the liberation of all, regardless of political climates or leadership positions, is the heart of this empowering conversation. Her insights shed light on the unique aspects of building equitable and inclusive workplaces where positive people experiences are not just aspirational but integral to the business strategy.

To hear more inspiring and actionable insights from Sharitta Marshall and myself, tune into this episode of the Inclusion Bites Podcast. Don't miss out on how we can collectively drive a culture change towards a more inclusive and thriving workplace environment.

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**Closing Summary and Call to Action:**

As we conclude this episode, let's summarise the key learning points and actionable insights for driving Positive People Experiences and achieving Culture Change in your organisation:

1. **Understanding Turnover Costs:** Recognise the high costs of employee turnover beyond recruitment—consider training, loss of knowledge, and impact on morale.

2. **Empathy in Decision-Making:** Integrate empathy into financial planning by making a compelling business case for DEI initiatives, focusing on the ROI of retaining talent.

3. **Beyond Capitalism:** Understand the challenges posed by capitalism on DEI efforts and creatively find ways to balance profit with the welfare of the people.

4. **Systemic Inequalities:** Challenge the myth of meritocracy and work towards rectifying systemic inequalities to create a fairer workplace.

5. **Interconnected Societal Issues:** Comprehend the intersectionality of discrimination issues and consider the global impact of societal issues on workplace practices.

6. **Strategic ERGs:** Transform ERGs from community groups into strategic business units that align with your organisational goals and give voice to diverse experiences.

7. **Executive Sponsorship:** Ensure clear roles, responsibilities, and training for executive sponsors of ERGs to drive effective outcomes and maintain accountability.

8. **Alignment with Goals:** Align ERG projects with strategic business goals to avoid them becoming single-issue focused and ensure integrated organisational development.

9. **Navigating Political Climates:** Stay informed about the political impacts on DEI funding and initiatives, advocating for DEI as a business priority with clear ROI.

10. **Transparency and Communication:** Foster transparency, open communication, and shared goals across the organisation to make DEI efforts inclusive and widely supported.

11. **Allyship:** Encourage allies to actively participate in DEI initiatives, support ERGs, and promote inclusive practices throughout the organisation.

12. **Long-Term Commitment:** Maintain a long-term commitment to DEI, understanding that significant change requires persistent effort and dedication.

13. **Empathy and Understanding:** Cultivate empathy and understanding of diverse perspectives and lived experiences to drive meaningful change.

14. **Balanced Approach to Profit:** Aim for a balanced approach where making money does not come at the cost of traumatising people, enhancing both organisational health and employee welfare.

15. **Creating Impact:** Focus on creating tangible impacts through well-supported ERGs, aligning their initiatives with broader organisational missions, and holding leadership accountable.

By following these insights, you can foster a more inclusive, engaging, and thriving workplace, embodying Positive People Experiences and driving necessary Culture Change.

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**Outro:**

Thank you for tuning in to this episode of the Inclusion Bites Podcast. We hope you found our discussion on "Equity in Action" insightful and empowering. If you enjoyed this episode, please like and subscribe to our channel for more conversations on driving inclusive change in the workplace. For more information, visit SEE Change Happen's website at [https://seechangehappen.co.uk](https://seechangehappen.co.uk) and the Inclusion Bites Podcast at [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen).

Stay curious, stay kind, and stay inclusive - Joanne Lockwood

**Equity Embraced: A Journey in Verse**

In halls where workers come and go,

A costly turnover’s quite a show.

Decisions made without much thought,

Forgetting lessons often taught.

Why do employees leave their posts?

Engage them more, bring out their boasts.

The cost is high, the impact clear,

Neglecting them leads to a tear.

In math, the numbers seldom lie,

Accountants too must see and sigh.

Poor experiences drive the flow,

Financial losses swiftly grow.

In capitalism’s tight embrace,

A human touch can find no place.

Yet business sense and hearts entwine,

For DEI, on this incline.

Resistance comes from those in power,

Fearing loss in their grand tower.

A balance struck, both fair and wise,

Let equity's sun start to rise.

Amidst the charts and data streams,

Reconnect with human dreams.

For privilege hides the steps we climb,

And meritocracy's old chime.

Systemic issues we must face,

Race, gender, class—all in this space.

The world’s entwined in myriad ways,

For liberty, our voices raise.

Resource groups, both strong and true,

Empowerment’s voice rings through and through.

Not just for show or ticked-off goals,

But strategies with collective souls.

The sponsors, executives bold,

Must lead the way, let stories unfold.

Aligning projects to business aim,

To keep the equity flame.

Transparency and allies sought,

In rooms where open hearts are taught.

For slow progress can cause dismay,

But ROI keeps doubts at bay.

Through trials, futures yet unknown,

We'll fight for freedoms to be shown.

Despite the turns, we'll stand our ground,

For in equity, our trust is bound.

With thanks to Sharitta Marshall too,

For sharing insights, deep and true.

Join our quest, subscribe today,

And share the tales that light our way.

**Key Learning and Takeaway:**

The episode "Equity in Action" underscores the critical need for businesses to truly understand and engage with the high costs associated with employee turnover and the broader financial implications of neglecting diversity, equity, and inclusion (DEI). It emphasises the necessity of making a compelling business case for human experience and stresses the importance of addressing systemic inequalities through strategic and empathetic approaches, such as empowering Employee Resource Groups (ERGs) and ensuring executive sponsorship.

**Blurb #1:**

**Point #1: The Financial Burden of Turnover**

Sharitta Marshall highlights the significant costs of high employee turnover and challenges the ineffective decision-making processes that often overlook these expenses. Joanne Lockwood agrees, urging for greater awareness among accountants and business leaders about the tangible financial impact of neglecting employee experience.

**Blurb #2:**

**Point #2: The Human Experience in Capitalism**

Marshall discusses the necessity of making a robust business case for human experience in the context of capitalism. Despite potential pushbacks, she commits to long-term advocacy for DEI, centring on empathy and the need to balance profitability with humane treatment of employees.

**Blurb #3:**

**Point #3: Empowering Employee Resource Groups (ERGs)**

The discussion spans the vital role of ERGs in providing a collective voice and advocating for systemic change. Marshall and Lockwood emphasise the need for ERGs to be viewed as strategic business units, not mere community groups, ensuring their initiatives align with broader business goals.

**Blurb #4:**

**Point #4: Intersectional DEI Approaches and Systemic Change**

The episode delves into the interconnected nature of societal issues, advocating for true equity and challenging the myth of meritocracy. Both speakers underscore the importance of intersectional approaches within organisations, acknowledging the multifaceted impacts of discrimination across race, gender, class, disability, and more.

For more enriching conversations on inclusion and belonging, subscribe to the Inclusion Bites Podcast and join Joanne Lockwood on this transformative journey at [Inclusion Bites](https://seechangehappen.co.uk/inclusion-bites-listen). #InclusionBites