What three areas should you focus on in order to have effective succession planning and ensure more diverse leadership at your organization?
Tag: talent development
How can you better recruit, retain and promote Latino/Hispanic employees? What is the best way to educate your employees on Latino culture.
Geraldine Moriba sees herself as a series of identities—a mother, an immigrant, a biracial woman. The Vice President of Global Diversity & Inclusion at Time Warner’s CNN uses her life experiences and her passion for inclusion to bring the value of diversity to the newsroom and to the corporate world.
Sodexo, Monsanto, Nielsen and General Motors share best practices on the use of scorecards and/or dashboards to measure diversity progress.
Wells Fargo’s mentoring program helps senior executives understand the culture, the employees, the external clients/contacts and the nuances of how they best fit in.
Cox Communications, Kaiser Permanente, Deloitte explain how emphasizing diversity in succession planning can improve your talent pipeline to the top.
New research sponsored by Ernst & Young LLP provides insights from fathers at 286 companies.
On-boarding, or making an employee familiar and comfortable with the corporate culture, has emerged as a crucial factor in whether a new hire stays at your company and succeeds.
For KPMG Senior Associate Ryan Friday, the diversity-and-inclusion messaging included during his on-boarding was a key element of his finding a home with the accounting firm.
Diversity-management case studies show what succeeds and what fails in four companies: two pharmaceutical companies and two tech companies.
What best practices should you use to ensure that you have equitable talent development and a successful succession planning?
Case studies from EY, AT&T, Kellogg, Time Warner, Eli Lilly and Monsanto on how to retain high-potential women and decrease the gender gap in the talent pipeline to senior management.
How important is senior-executive participation? How should you use employee resource groups? How important is it to have a formal succession-planning program?
The majority of mobility teams are involved only in deploying services, playing no role in talent management and wider business objectives.
How do you determine which people from underrepresented groups should be fast-tracked? How do you give them the tools to stay and succeed?