Fall preview: Giving Notice by Freada Kapor Klein

We've had a steady flow of advanced copies of fall books. I thought I would go through a few of them, this week, and give you a preview of what's coming. Below is part of a press release that accompanied the book Giving Notice: Why the Best and the Brightest Leave the Workplace and HOW YOU CAN HELP THEM STAY by Freada Kapor Klein, coming out in October. Klein focuses on the hidden causes that are destroying workplace meritocracy (a system based on rewarding ability and talent). Giving Notice is "low on jargon and filled with common sense approaches to solve the current imbalance" of minorities and women in positions of leadership. This book is one of many we're seeing on the "international war for talent." It also fits nicely into a growing group of books on the current (and ineffective) career model. Using a combination of quantitative research and anecdotal evidence, Klein addresses nation-wide and world-wide biases, unconscious ideas about stereotypes and commonly accepteed business practices, and the economic, corporate, and human capitol costs of the brain drain. From the press release:

Corporate Leavers: What My Employer Could Have Done to Help Me Stay This revealing survey is based on the Level Playing Field's exclusive Corporate Leaver's Study conducted in January 2007. LPFI began with 19,000 potential survey subjects to yield 1,700 professionals and managers who met our criteria and completed the survey.** People of Color: Very likely to have stayed if employer had...

• 34 percent: Offered better management which recognized your abilities
• 30 percent: Offered schedule flexibility such as flex time, alternative working hours, or telecommuting
• 29 percent: Offered to pay you more fairly
• 29 percent: Offered a more positive work environment

Gays and Lesbians: Very likely to have stayed if employer had...

• 43 percent: Offered more or better benefits
• 41: Offered to pay you more fairly
• 35 percent: Offered schedule flexibility such as flex time, alternative working hours, or telecommuting

Caucasian Women: Very likely to have stayed if employer had...

• 24 percent: Offered to pay you more fairly
• 20 percent: Offered schedule flexibility such as flex time, alternative working hours, or telecommuting
• 20 percent: Offered more or better benefits

Caucasian Men: Very likely to have stayed if employer had...

• 28 percent: Offered to pay you more fairly
• 20: Offered more or better benefits
• 18 percent: Offered better management which recognized your abilities

The survey also included results that indicated which aspects of work life each group felt more strongly about than their colleagues. It's interesting to see that people value the same things, just in different orders and strengths. Some might say, "we already know this," or "this is intuitive," to which one might respond, "so what are you doing about it?" **Level Playing Field Institute was founded by Dr. Freada Kapor Klein in 2001. The Institute promotes innovative approaches to fairness in higher education and the workplace.