Mid-Sized Nonprofit
Supporting Equity and Retention for High-Potential Talent
A mid-sized nonprofit engaged in community development was growing rapidly but facing significant internal challenges. The organization identified early warning signs of dissatisfaction related to equity and career growth, particularly among high-potential employees vital to its future success. Retention risks threatened to disrupt momentum and impact.
The Challenge
Onboarding practices varied widely and lacked inclusivity features, hindering new hires' integration. Role clarity was insufficient, causing confusion and misaligned expectations. Feedback processes were irregular and ineffective, limiting opportunities for meaningful growth conversations. The HR grievance system lacked transparency and timely resolution, while leadership needed enhanced skills to cultivate an inclusive, supportive culture.
Equity-centered PCTS solutions typically involve:
Inclusive onboarding emphasizing equity principles and clear role expectations, setting a foundation of belonging from day one
Structured performance management with feedback systems designed to embed diversity and inclusion awareness, including regular peer and managerial reviews
Transparent career pathways and professional development plans co-created with employees to meet both organizational needs and individual aspirations
HR grievance process improvements to ensure fairness, swift resolution, and trust-building in handling concerns
Leadership coaching focused on inclusive leadership competencies, psychological safety, and equitable team management
Why It Matters
Building equity-minded people systems frequently transforms internal culture, enhancing the experience and retention of top talent. This robust foundation supports sustained organizational growth and deeper mission impact.
Want to foster an equitable, engaging workplace that retains your highest potential talent?
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