Make intersectional retention a strategic imperative in your organization, tying it to your organization’s mission, vision, and outcomes.

Identify career growth trajectories for staff members and give clear expectations of qualifications for promotion. Start by reviewing all job descriptions and ensuring that they accurately reflect the work that is currently being done in that role.

Recognize the value of sponsorship for Black women.

A critical factor in career growth is access to influential networks and leadership training. A strong sponsorship program for Black women helps overlooked talent get in front of the right people

You’ll find a mentorship tool in the Performance Module.

Keep it going.

Once more robust sponsorship opportunities are in place, promote and share this opportunity regularly and ask leaders and managers who have Black women as direct reports to tell them specifically.