BUILDING AN INCLUSIVE TALENT STRATEGY By Charlotte F. Hughes

“The essence of strategy is choosing what not to do.” —Michael Porter

Strategic talent management is about defining your future need for talent in the organization and taking actions to meet these needs. While many companies are aware of their diversity and inclusion talent needs, they are still challenged when it comes to being fully responsible for meeting those needs.

An example of a company that strategically built an inclusive talent management strategy is consumer goods global giant Proctor & Gamble with roughly 97,000 employees worldwide.

P&G’s Inclusive Talent Strategy

  • Everyone Valued, Everyone Included, Everyone Performing at Their Peak™ is Procter & Gamble’s (P&G) global initiative and strategy to develop talent throughout the organization including advancing women leaders across regions. At the heart of the company’s approach is a comprehensive talent management strategy with strong leadership development components (including training, career development, and mentorship/sponsorship opportunities).
  • Other efforts such as affinity groups, work-life and flexibility programs and policies, as well as site-specific and region-specific activities are integrated within the initiative. P&G’s work in this area is rooted in its “build from within” culture and P&G’s core values—Integrity, Leadership, Ownership, Passion for Winning, and Trust, which are essential to creating an inclusive workplace that attracts, develops, and retains the best talent.

Inclusive Leaders Group consulting services help close a company’s performance gap by advising HR and Talent Management executives and teams to:

  • Infuse talent management with an integrated approach to recruiting, onboarding, and retention;
  • Broaden organization effectiveness by aligning talent management with business objectives and D&I strategies that increase innovation and reduce bias; and
  • Learn what you can do as an HR, Talent Management, or Diversity leader to positively influence policies, practices, and systems to support inclusion.

Inclusive Leaders Group Organizational DEI Consulting

While most organizations establish talent management goals to ensure that they attract and retain employees who represent diverse groups, many miss these targets. The consulting we offer provides a fresh perspective that reframes talent management by examining processes and practices for recruiting, on-boarding and engaging employees, through an inclusive lens.

Our consulting approach offers:

  • A systemic approach to talent management
  • A broadened view of recruitment and retention
  • A paradigm shift of the on-boarding process as a lever for engagement

Key outcomes vary based on each client’s unique objectives, generally results include:

  • Inclusive talent management, including a focus on strategy and organizational culture
  • A systemic method to diversity recruiting, on-boarding, and retention
  • Tools for identifying organizational talent gaps and gains
  • Methods to connect recruiting to business goals
  • Strategies for impacting employee engagement through a complete on-boarding process

We bring different experiences but a shared passion for inclusive talent management and consulting:

Building an Inclusive Talent Strategy Virtual Workshop

We also deliver custom competency building virtual sessions, both keynotes and workshops.

The virtual workshop, customized for each organization, with a duration from ½ day to 2 day, features interactive exercises, as well as the development of an application learning plan to reinforce and apply key concepts. Participants engage in robust discussions that challenge current thinking about recruitment and retention. 

Key Topics

Topics are determined by needs analysis and customization:

  • The importance of organizational culture in driving the success of the talent management strategy
  • Challenges and opportunities of recruiting and retention
  • Business drivers for talent management
  • The impact and influence of unconscious bias on talent management decision-making
  • Aligning business strategy, talent management strategy and D&I strategy
  • Emerging trends in recruitment and on-boarding
  • Identifying talent gaps and gains
  • Examining and advancing performance management, mentoring, succession planning, coaching and also systems, policies, processes, and practices that influence recruitment, retention, and on-boarding
  • Developing a balanced approach to quantitative and qualitative measurement

Who Will Benefit

D&I leaders and practitioners, HR leaders and practitioners, Talent Management leaders and practitioners and middle managers who want to broaden their perspectives on talent management as they identify and understand the impact of contemporary challenges and opportunities in the current business environment.

Contact us to discuss ILG organizational consulting and virtual learning solutions on Building an Inclusive Talent Strategy.  Link to contact us form

See more ILG live facilitator-led workshops and keynotes on Diversity and Inclusion.     

“Diversity: the art of thinking independently together.”—Malcolm Forbes

Charlotte F. Hughes is the successful Co-founder and CEO of Inclusive Leaders Group, LLC where she has designed and directed DEI talent and organizational development strategies that have been implemented by Fortune 500 companies, large and small healthcare systems, and some of the largest global non-profits. Charlotte is a widely sought-after speaker and thought leader on issues ranging from allyship & belonging, inclusive leadership, to everyday practices for building a healthy inclusive culture. Each presentation is based on research, tailored to the specifics of the group and presented with Charlotte’s recognized levels of introspection, self-awareness, and painting a picture through storytelling.

Share:

Share on facebook
Facebook
Share on twitter
Twitter
Share on pinterest
Pinterest
Share on linkedin
LinkedIn

Related Posts