What happens when an Arab telecommunications professional is jokingly asked if he participated in any terrorism? Or when an African-American lawyer is mistaken for another black lawyer at the firm? What is the effect when a lesbian professional learns that her employer covers pet insurance for rats, pigs and snakes but does not offer domestic partner benefits? What about when a Latina information technology professional is told that she is too "ethnic" to be taken seriously?

They leave.

The Corporate Leavers Survey findings include:

• People of color are three times more likely to leave solely because of unfairness as compared to heterosexual Caucasian men. Gay and lesbian professionals are two times more likely to leave solely because of unfairness as compared to heterosexual Caucasian men.
  
  
• The behaviors which are most likely to prompt someone to quit are: (1) being asked to attend extra recruiting or community related events because of one's race, gender, religion or sexual orientation, (2) being passed over for a promotion due to one's personal characteristics, (3) being publicly humiliated and (4) being compared to a terrorist in a joking or serious manner.
  
  
• More than one-fourth (27%) of respondents who experienced unfairness at work within the past year said their experience strongly discouraged them from recommending their employer to other potential employees. Similarly, 13% of these same respondents said their experience strongly discouraged them from recommending their employers products or services to others.
  
  
• Responses concerning what employers could have done to keep them varied across demographic groups. Almost half of gay and lesbian professionals and managers said that if their employer offered more or better benefits they would have very likely stayed. In comparison, 34% of people of color said they would have very likely stayed if their employer had offered better managers who recognized their abilities.