The Diversity of Abbott Elementary
The Impact of Workplace Belonging on Job Satisfaction & Retention at Abbott Elementary
Abbott Elementary offers a unique perspective on how an inclusive and welcoming organizational culture can work to improve job satisfaction and staff retention. The diversity of the faculty and staff brings in unique perspectives and experiences which helps Abbott to improve its creativity and innovation. Abbott has created a strong culture of belonging and inclusion which develops a sense of community and support among the staff. This has led to high levels of job satisfaction and staff retention. The school has faced challenges with maintaining high job satisfaction and retention rates due to being underfunded and dealing with competition for tenured teachers from other schools. However, their focus on cultivating a supportive culture has been effective against these obstacles.
The success of Abbott Elementary’s diverse and inclusive workplace is a great example of the benefits of prioritizing diversity, equity, inclusion, and belonging (DEI&B) in organizational behavior. DEI&B works to highlight and acknowledge the unique talents and perspectives of everyone, so that they feel valued, respected, and included. This fosters creativity, greater innovation, and better decision-making. Even though Abbott showcases strong diversity, equity, inclusion, and belonging (DEI&B) efforts, there is still room for improvement. The school still faces challenges like underfunding, exclusion of younger employees, and the fight to retain tenured employees. On the other hand, there are many opportunities for growth such as developing a mentorship program, promoting cultural awareness, and increasing the external recognition of their DEI efforts. As the world becomes more diverse and inclusive, organizations are starting to do their part to prioritize diversity, equity, inclusion, and belonging. Abbott Elementary is an ideal representation of how developing an inclusive culture that emphasizes belonging can improve job satisfaction and staff retention.
Unveiling the Misconceptions around Workplace Diversity and the Significance of Genuine Inclusion
Diversity in the workplace tends to be a very misunderstood topic. The term diversity refers solely to the presence of a variety of different backgrounds, experiences, and perspectives on a team or within an organization. A major misconception about diversity is that just the presence of diverse individuals can create a more inclusive and equitable workplace. The McKinsey report explains that diversity in the workforce alone is not enough to create a more inclusive and equitable workplace. It also reports that companies with above-average leadership diversity perform better financially (Dixon-Fyle et al., 2020). It is possible to have a diverse workforce where those individuals feel included or as if they belong. Diversity often does contribute to inclusion and belonging. However, it is not guaranteed that because there is diversity among the workers it will automatically translate into a more equitable workplace. Despite the rise in DEI&B efforts, McKinsey's Global Survey examined the feelings of authenticity and belonging of 2,030 U.S. adult employees (Bailinson et al., 2020) and found that 35% of employees still feel like their organizations are not putting in enough effort to create a diverse and inclusive environment. In comparison, those who said their organizations are putting in enough effort are 1.9 times more likely to feel very included. It is now expected of organizations to focus on diversifying their workforce while also making sure that they are creating an inclusive environment as well.
It is crucial to view equity, inclusion, and belonging as partners of diversity to improve workplace culture. Inclusion requires creating policies, practices, and a culture that is equitable and considerate of all employees and their identities. Belonging takes inclusion one step further by focusing on its emotional and psychological aspects. Inclusion and belonging work together to improve job satisfaction and employee retention. They work to create a community amongst the employees which results in them feeling more engaged and motivated. BetterUp surveyed 1,789 full-time U.S. adult employees and conducted experiments with 2,000 live participants to better understand the effect of exclusion (Kellerman & Reece, 2019). The study found that belonging and job satisfaction have a direct correlation. Belonging increased job satisfaction by 56%. Belonging also resulted in a 50% drop in turnover risk and a 75% drop in sick days.
The Crucial Interplay of Belonging, Job Satisfaction, and Employee Retention
A majority of the staff of Abbott Elementary are teachers, meaning that workplace belonging is especially important. It is so important that teachers feel supported and connected to their colleagues, so they can thrive. If there is no sense of belonging, teachers can feel isolated, stressed, and overwhelmed. For teachers of color specifically, this feeling may be intensified due to additional barriers and challenges in the workplace. Teachers who feel a sense of belonging have higher job satisfaction and stay educators for longer. Riley (2017) argues that if school leaders understand the importance of place and belonging, they can improve the school culture and academic outcomes. At Abbott Elementary, they put a strong focus on workplace belonging because they realize that it is a necessary piece of creating an inclusive and supportive work environment. This helps Abbott to help retain talented educators and make sure they feel valued and supported in their work. A commitment to workplace belonging results in higher job satisfaction, better academic outcomes, and a more inclusive culture overall.
One of Abbott Elementary’s biggest strengths is its diverse student body and staff. The diversity of the student body and staff brings different points of view and experiences to the school. The diversity of Abbott works to develop cross-cultural understanding and empathy in students and staff. Additionally, the diverse student body and staff create an inclusive learning environment where everyone feels valued and respected. Abbott Elementary also places a strong emphasis on belonging and job satisfaction. Natural workplace friendships and connections among the staff of teachers at Abbott Elementary indicate their strong sense of belonging and job satisfaction. This sense of belonging and job satisfaction helps create a safe and enjoyable work environment for everyone. By developing this sense of belonging and job satisfaction, they are creating a positive and inclusive work environment for the teachers and staff. This positive work environment leads to a better overall learning experience for the students at Abbott Elementary.
Abbott Elementary's DEI&B Landscape: Balancing Progress and Challenges
Unfortunately, Abbott Elementary is limited in its resources and opportunities due to being underfunded by the school district. This can affect the retention of their teachers, the academic achievement of the students, and their access to DEI&B resources. Another weakness is that younger employees can sometimes feel excluded by their peers. Young employees do not have as much experience as long-time employees. They can tend to feel intimidated and compare themselves to other employees; which could affect their justice perceptions and feelings of belonging. Younger employees may also feel that they can’t talk to long-time employees because they are not “equal” or at the same level. Abbott also remains vulnerable to losing their tenured employees, who play a crucial role in driving the school's diversity, equity, inclusion, and belonging effort to better-funded schools. Even though Abbott has shown a lot of progress in the DEI&B sphere, they are not receiving proper recognition for their success. Abbott’s natural progress in DEI&B is a great representation of the school’s dedication to creating an inclusive and equitable learning environment regardless of its resources.
Achinstein et al. (2010) notes that retaining teachers of color is a vital issue, particularly in hard-to-staff schools. Abbott Elementary, which would be labeled as a hard-to-staff school needs to address its issue of retaining its employees of color. One way they can address this problem is by implementing a mentorship program. The staff at Abbott Elementary is very unique with a significant proportion of their staff being people of color, specifically Black.Making sure Abbott Elementary retains these important staff members is essential because opposing schools have already attempted to take these teachers away. One way to improve employee retention, career development, and job satisfaction, is by having Abbott Elementary create a mentorship program. This recommendation is supported by research that found that out of 2,030 employees, those with at least one sponsor or mentor are 1.6 times more likely to feel very included in their organization (Bailison et al., 2020). This program can provide younger staff with a new insight and perspective from more experienced co-workers. The main way Abbott Elementary can enhance career development, increase job satisfaction, and retain a higher amount of employees of color is by creating a mentorship program. The school district could bring guidance, support, and professional development opportunities by developing a new program to allow new employees of color to work together with experienced co-workers. They can learn from their surroundings and their co-workers.
Strategies for Strengthening DEI&B Efforts at Abbott Elementary
By implementing cultural exchange programs, Abbott Elementary could enhance its DEI&B efforts. This program can provide both staff and students with multiple benefits. Cultural exchange programs can improve communication and cultural competence (Can & Wu, 2020). Cultural exchange programs can allow employees to comfortably share their culture with the members of their workplace, such as cultural traditions, practices, and values. This would help employees to foster a sense of belonging within Abbott Elementary and build strong relationships with co-workers (Scott & Mumford, 2007).
Cultural exchange programs can positively impact the recruitment and retention of BIPOC employees, and help foster innovation and creativity in the school’s community (Marin & Navarro, 2010). Abbott Elementary, with the help of cultural exchange programs, can create a learning environment that consists of inclusivity and support for its staff and students. This would enhance the overall well-being and academic achievement of their students. These programs can also help staff members better understand and appreciate diversity; therefore enhancing empathy. The cultural exchange program could include cultural events, guest speakers, or creating lesson plans centered around diverse perspectives and experiences. Overall, incorporating a cultural exchange program is a valuable step towards improving the DEI&B efforts at Abbott Elementary and creating a school community focused on inclusivity and belonging.
Chiu (2022) notes that funding DEI&B efforts is increasingly recognized as a need. It is not just in schools where the need for funding is being called for as investors are being to realize the market potential of these initiatives. To improve Abbott's DEI&B efforts, a solid strategic plan should be created. A mission statement, that depicts Abbott’s commitment to DEI&B efforts, would serve as the foundation for the plan. This would help Abbott Elementary to identify its reasoning for developing this plan, which would help them stay focused and committed to its goals.
The plan would also require that specific, measurable, achievable, relevant, and time-bound goals and objectives be established to guide the school's DEI&B efforts. To make sure that the objectives and goals can be met, it is important to identify the necessary resources. This includes financial, human, and technological resources. Since Abbott is a public school, funded by the school district, they might be forced to make a plea to the school department for additional funding for these initiatives. It is worth noting that the staff has already been actively engaged in promoting diversity, equity, inclusion, and belonging in their workplace and classrooms. Therefore, their work should be recognized and rewarded by the school department. This would include allocating funding towards their DEI&B initiatives and publicly recognizing the staff members as DEI&B champions. This would show the school department's commitment to promoting DEI&B in education.
Overall, understanding how workplace belonging can positively impact an organization's diversity, equity, inclusion, and belonging climate is crucial. It is necessary to make sure that there is a sense of belonging among employees because it results in a supportive and inclusive work environment. This is so important because it promotes employee retention, creativity, and innovation. Through Abbott Elementary, it has been documented that when it comes to DEI&B practices, a strong commitment, proper funding, and resources are essential to their success. In conclusion, in order to promote a positive and inclusive workplace culture, it is crucial that effective, strategic DEI&B efforts are at the forefront.
