{"id":52246,"date":"2017-10-01t05:00:14","date_gmt":"2017-10-01t09:00:14","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=52246"},"modified":"2017-10-13t08:18:54","modified_gmt":"2017-10-13t12:18:54","slug":"sponsorship-barrier-exit-diverse-talent","status":"publish","type":"post","link":"\/\/www.g005e.com\/2017\/10\/01\/sponsorship-barrier-exit-diverse-talent\/","title":{"rendered":"sponsorship: barrier to exit for diverse talent"},"content":{"rendered":"

\"latina<\/a>when talented people have to spend too much of their time working to be included, they will look elsewhere.<\/strong><\/p>\n

by mary l. bennett<\/em>
\nbridging the gap<\/i><\/a><\/p>\n

although most accounting firms think of their organizations as inclusive, this goal is rarely achieved in practice \u2013 at least through the eyes of diverse professionals.<\/p>\n

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subtle, unconscious differences in behavior by current leaders and staff result in a significantly different experience for individual team members and often lead to widely divergent career trajectories. these differences in career navigation experience often contribute to attrition by diverse top talent firms seek to build.
\n read more →<\/a><\/p>\n