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Develop Junior Talent to Build a Diverse Company
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Tip
For employers to make meaningful progress around diversity, equity, and inclusion, they need to focus less on hiring and more on creating systems to develop, promote, and retain diverse junior talent. Here are five steps to help you do that in your organization.
- Don’t just track representation, track mobility. To evaluate progress toward a truly inclusive workplace, it’s important to understand who is moving up within the firm, not just who is employed.
- Benchmark to set actionable goals. How does your firm’s mobility compare to other firms in your industry? New data sources mine the online profiles of tens of millions of workers to offer benchmarks for specific peers, roles, and locations.
- Identify internal reservoirs of talent. Chart the skills your employees have, not just the roles they are in. This will help you identify capabilities that these employees can leverage as they progress in their careers.
- Assess the health of your pipeline. Audit and analyze the diversity, or lack thereof, at every level of your organization.
- Build “talent escalators” for your junior talent. Invest in training resources and learning opportunities, and proactively roadmap the career paths of your junior employees.
Translations
🇨🇳 培养新人，打造多元化公司
对于雇主而言，要想在多元化、公平和包容方面取得有意义的进展，他们需要减少对招聘的关注，而更多地关注创建体系，以发展、提升和保留多元化的初级人才。以下是帮助你在你的组织种完成此任务的五个步骤。
- 不要只关注表象，要关注重流动性。要评评价员工在一个真正具有包容性的工作环境中所取得的进步，了解谁在公司中获得了晋升是很重要的，而不仅仅是谁被雇佣了。
- 设定可执行目标的基准。贵公司的流动性与同行其他公司相比如何？新的数据来源挖掘了数千万员工的在线档案，为特定的同行、角色和位置提供基准参考。
- 识别内部人才储备。列出你的员工的技能，而不仅仅是他们的角色。这将帮助你确定这些员工在职业发展中可以发挥的作用。
- 评估管道的健康状况。审核和分析组织各级的多样性，或缺乏多样性。
- 为初级人才搭建“人才电梯”。对培训资源和学习机会进行投资，并积极为你的初级员工规划职业生涯。
