Hello, This Week in Talent readers,
This week I’ve been deep in the research phase of an EVP project and I love hearing so many unique stories from a wide range of people in one organisation. As an icebreaker in complex industries, I sometimes ask how people describe their job to a 7 year old. It’s a great way to get some real talk happening and cut through the corporate veneer. So hi, I’m Gemma and I help make workplaces fairer so that everyone has a better time at work. Your turn….
As this is my final week as TWIT editor, I want to sign off with a reminder that we are all workplace editors! It’s an attitude and choice. We get to be change agents and challenge bias and barriers at every stage of the hiring process and beyond. Start by being curious and challenging the status quo. Ask questions like “who will benefit most and who might we unintentionally miss?” and “what’s one thing we can do to make this more inclusive or equitable?”
Keep editing the world of work so people don’t have to edit themselves to be hired, included, appreciated, and promoted.
Here’s what’s been keeping my mind and ears occupied this week:
DEI in 2024: A Culture Amp Report
Culture Amp released their 2024 DEI report which highlights the realities of a changing DEI landscape. Here are a few insights and stats worth noting:
- Perception of DEI in the workplace is falling globally. The percentage of companies extending their DEI efforts beyond basic compliance dropped from 71% to 60% over the last two years.
- DEI action has stalled. The percentage of companies with a dedicated DEI leader dropped from 56% to 41% from 2021-2023.
- Intersectionality is integral. Where 82% of White men agree that people from all backgrounds have an equal opportunity to succeed at their organisation, only 63% of Black women do – a whopping 19% point difference, globally.
- DEI faces a triple threat. The top three DEI challenges identified by HR professionals were: 1. Lack of DEI expertise 2. Lack of support from leadership 3. Measurement maturity.
- Embedding DEI into existing programs is most effective. Employees at companies that have a transparent process for career advancement rate them 7% points higher in valuing diversity.
Your next step: To embed DEI into hiring, a Workplace Edit inclusive hiring masterclass or program is just a phone call away (call me)!
A Gen Z Perspective on Graduate Recruitment
I loved these perspectives from Jasmine, courtesy of Brightworks. Ever wished you could get inside the head of a final-year university student and discover what the graduate program application process is really like? In this article, you’ll hear from Jasmine, a member of Brightworks Gen Z Advisory Board, to get her firsthand insights.
Jasmine shares some eye-opening perspectives on what it’s like navigating the graduate recruitment maze, from application tips to what really makes a program stand out. Her candid feedback is a goldmine for anyone looking to refine their recruitment strategy!
How do we support candidates to plan for MANY careers and help them discover the power of career coaching?
What a punchy and powerful podcast from CPA with Zoe Badalassi, a respected career coach and consultant, who empowers individuals and organisations to build sustainable careers.
The world of work is no longer what it used to be; gone are the days of having the security of a single job for life. In a more uncertain world, with ever-evolving job markets and the need for new skills, it’s now even more important to approach your career in a strategic and sustainable manner.
It made me think; do candidates feel prepared to position their portfolio of skills so it can be deployed to different opportunities? To become true talent advisors, you may want to share Zoe’s 5 C model with candidates and especially internals who are struggling to cut through in the current market. We get to add value at every stage of the candidate experience, so sharing top blogs and referring others to expert content adds so much value and cements us as true advisors.
Andy Martin will be talking about shifting TA to an advisory mindset at ATC 2024 so make sure you have your ticket!
Four ways to support DEI through succession planning
In the ATC State of Talent Acquisition Report we saw that 23% of talent teams are highly involved in talent mobility and succession planning.
This is a big area of opportunity, especially for those who also want to improve diversity, equity and inclusion outcomes because there is often a lack of equity in assessing, developing and promoting talent which leads to a lack of diversity in leadership. In this article, you’ll find four steps to build DEI into your succession planning approach.
