The improving economy means your high-potential talent—especially from underrepresented groups—is at risk. Here are retention best practices from EY, Marriott International and Sodexo.
The leader of the No. 1 company in the DiversityInc Top 50 discusses her company’s remarkable diversity journey and how D&I is critical to its success.
Matthew W. Schuyler, Executive Vice President and Chief Human Resources Officer,
Hilton Worldwide, reveals how his unusual work experience taught him to appreciate diversity of thought.
Michelle Lee, who had been the company’s Northeast community banking chief, is a prime example of successful talent development at Wells Fargo.
Cox Communications, Kaiser Permanente, Deloitte explain how emphasizing diversity in succession planning can improve your talent pipeline to the top.
As an Asian woman with skills in technology, marketing, sales and operations, Anne Chow understands the need to get more women into STEM jobs and to help Asian women move up in corporate America.
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.
Ten steps to effectively start a mentoring program at your organization.
How do you move people from underrepresented groups into the highest level? What happens if no one at the top is leaving?
Can sponsorship (political advocacy) be formalized or is it just an outgrowth of mentoring? How can you maximize retention and promotions of high-potential protégés from underrepresented groups?