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INVEST IN IN-HOUSE TALENT TO PROMOTE DIVERSITY IN YOUR ORGANISATION

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INVEST IN IN-HOUSE TALENT TO PROMOTE DIVERSITY IN YOUR ORGANISATION

“ Diversity and inclusion, which are the real grounds for creativity, must remain at the center of what we do. “ - Quote by Marco BIzzari, President and CEO of Gucci

The world has woken up to the need for diversity in their ranks, be it Hollywood or corporate in the Fortune 500 companies. Diversity is the new buzzword that reflects the need for an inclusive society where all are given equal opportunities, pay, and promotion despite their demographics. By diversity, in this blog, we are referring to gender, race, religion, sexual orientation, age, and abilities. The only way for this to happen is for a company to incorporate the same in their corporate culture, be serious about it and take steps to hire & retain a wide pool of talent that will benefit the company. 

The following should be done to track diversity within the organisation: 

  • The Human Resource department needs to closely and consistently track the movement/mobility of staff members. This includes retention, promotion, and change of departments.  If staff in the organisation doesn’t quit instead choose to further their career internally indicates strongly that they are happy and feel valued. 

  • Establish diversity benchmarks within the organisation. New sources of information such as LinkedIn use the online profiles of millions to provide benchmarks for particular roles, and locations to ensure greater actionability by companies. HR can use them as templates to ensure a wider talent pool and hence diversity. 

  • Map the talent pool in the company. The company must have a detailed insight into each employee, their profiles, and skills in the form of an actionable database. Mapping the skills of each role highlights the skills & capabilities needed by anyone who wishes to fill those positions. A comprehension of the diversity of staff and mapping of skills presents opportunities to bridge the gap between talent availability and scarcity with learning opportunities and promotion pathways to shift/promote employees where they will thrive and become assets to the brand. 

  • Provide opportunities for upskilling/reskilling or skill bridging to ensure that avenues for career mobility exist in the organisation. Employees must be aware of promotion options (as and when they surface) as well as skills needed for the same.  The company must provide the employees to acquire the skills via courses, diplomas and degrees, funded or supported by the company. 

Companies like Codleo Consulting are actively ensuring a corporate culture where all are respected and valued for their individuality and talent. The company believes in ensuring a wider talent pool for its success and ensuring all in the company are valued & rise based on their merit.

About the Author

author
Rahul Ray

Rahul is a seasoned consultant in travel, transport and hospitality sector subject matter expert with over 20 years of experience and constantly challenging himself to re-define travel distribution and channels, Dedicated Son, Love Nature and Politics both

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