More than three-quarters of the companies DiversityInc benchmarks, including most of the DiversityInc Top 50, are concerned about getting more racial/ethnic and gender diversity in their senior-management ranks and in the lower levels as a sustainable long-term pipeline to the top.
While “talent development” is the phrase that everyone uses to emphasize maximum engagement and realization of full potential, it remains elusive in many cases as employees—especially those from traditionally underrepresented groups—leave or just bide their time without fully contributing.
In this 3,160-word article, DiversityInc offers best practices and insights from a panel of chief diversity officers from five DiversityInc Top 50 companies with the highest scores in talent-development initiatives and results. We also present our data findings and recommendations.
The roundtable participants include Debbie Storey, senior vice president, talent development, and chief diversity officer, AT&T (No. 4 in The DiversityInc Top 50 Companies for Diversity); Beth Brooke, global vice chair of public policy, sustainability and stakeholder engagement, Ernst & Young (No. 6); Deborah Dagit, vice president and chief diversity officer, Merck & Co. (No. 16); Sylvester Mendoza, corporate director, workforce diversity & EEO, Northrop Grumman (No. 42); Pat Crawford, senior vice president and head of diversity and inclusion, Wells Fargo (No. 33); Luke Visconti, CEO, DiversityInc; and Barbara Frankel, senior vice president, executive editor, DiversityInc.
Readers will learn:
- The three key areas that most benefit efforts to improve engagement, retention and promotions of people from traditionally underrepresented groups
- How to use resource groups as a recruitment resource
- Why increased participation in these groups leads to increased engagement
- Why cross-cultural mentors are important to nurture talent, especially among women
- How to build mentoring relationship across business lines
- The impact that strong CEO commitment can have on diversity efforts
For more best practices, case studies and results, read the full 3,160-word Increasing Diversity in Talent Development article.