A recent study of 2,500 millennial and Gen Z jobseekers found that 20% said they’d quit a job within a month or less if it turned out differently than what was advertised. If inclusive recruitment is the first step toward dramatically increasing the diversity of your organization – keeping your new employees there is the next.

Onboarding is your opportunity to connect employees to their new team, and plays a pivotal role in making them feel included and helping them to see the role they will play in contributing to the culture. As with hiring, a fully-inclusive onboarding process is not the role of HR alone. The full organization, from leaders to new team members should be involved in the process in order for your new talent to feel included from day one.

An inclusive onboarding experience sets each employee up for success. Once onboarded, employees should feel that they belong there.

Think Through Your Onboarding Process & Materials

Just as you audited your recruiting materials with an inclusive lens, so should you do the same with your onboarding materials and activities. Remember, inclusion is all about a sense of belonging. Traditional onboarding processes can unintentionally exclude your new employee.

For example, many organizations have welcome videos – does yours include subtitles? If a tour of the facility is on the schedule, is it one that could accommodate the needs of a disabled employee? In your print materials, are diverse identities represented?

Slow Down the Ship

Organizations are often likened to as ships. These days they’re rapidly-moving ships, but from within you don’t necessarily feel the speed. Take a moment to place yourself on the outside, trying to jump on to a moving ship. If the ship doesn’t stop or at least slow down, you won’t make it.

Creating a meaningful experience means slowing the ship down, making adjustments, and allowing your new hire to jump “onboard”. (See what I did there?)

If possible (trust me, I know this isn’t always possible), time the start of your new employee at a time when they can contribute most effectively and when their leader and team will be available and present. If they do join during a full-speed-ahead time, take the time to let them know that they have joined during a hectic time, provide opportunity for them to observe, and space for them to contribute – even if it’s only in a small way. Otherwise, they may be left feeling as though they are still running along the shore.

Set Them Up for Success

When you’ve been a part of an organization for a while, it’s easy to forget all the things you didn’t know when you first started. (Even things as simple as where the restrooms are.) When onboarding a new employee, remember that feeling of not knowing.

In addition to Employee Handbooks and the standard materials, share your team’s current roadmap or strategy to give every new hire an understanding of what the team does and their priorities at the moment. An organizational chart, and even a glossary of common terms and acronyms is also helpful in bringing them up to speed on the lingo.

Helping a new employee connect with the people in their new organization is also key. Assign a buddy, or set up in-person or virtual one-on-one lunches and meetings in their first few weeks with people who can help welcome and integrate them. This can be individuals on their team, folks who share their interests or previous professional experience, or people on different teams with whom the new employee will be collaborating.

Stress that DEI Matters

Keep the inclusive practices you began during the hiring process going, and stress the importance of DEI during your onboarding process as well. Share your organization’s commitment, resources, and information on any affinity groups or committees that they would be welcome to join.

Follow Up & Ask for Feedback

Getting sea legs can take time. Don't assume that once you've given the tour and scheduled the one-on-ones that you're done. Follow up with your new employee regularly to ask them how they are doing can ensure that they are getting to know the people and processes and are aware of the tools at their disposal. Don't be afraid to ask for feedback either - remember, just as they are learning, you are learning and getting to know a new team member, too.