VOICES | Finding Common Ground in Multifamily | August 2026
A thought-leadership series curated by the AANC DEI Committee, focused on understanding, collaboration, and inclusive leadership in the multifamily industry.
Because progress begins when we listen.
by Amy Fernandez, AANC DEI Committee Member
It is a cycle most of us know well. A critical, long-vacant role is finally filled. You breathe a sigh of relief as the new hire moves quickly through on-boarding and training. You are ready to tackle the next big challenge.
Only to find out that less than a year later, your new hire has moved on for a better opportunity. Just like that, the cycle starts all over again.
In our industry, finding and retaining top talent is more important than ever. We owe this to our clients and to our teams. More importantly, we owe it to our residents. But retention is difficult in an era where job hopping is practically a sport.
How do we break this cycle? The answer may lie in what some companies are cutting out.
In her Forbes article, Most Employees Support DEI, Revealing Talent Risk from DEI Retreat, researcher Michelle Travis explores the effect of shifting away from DEI initiatives in the workplace.
While some companies are retreating from DEI, today’s workforce appears to be seeking the opposite. Working for companies that create and foster a culture of belonging is a multigenerational demand.
Gen Z and Millennials now make up the majority of today’s workers. These workers actively seek out companies that have continued to focus on implementing and maintaining their DEI programs.
This trend is not just exclusive to the younger workers. Gen X and Baby Boomers have also been shown to prefer workplaces where inclusion and belonging are a valued part of their company’s culture.
We can no longer ignore what our workers want if we wish to attract star team members and keep them with us for the long haul. Real retention starts with making sure everyone feels like they belong.
