Talent Management Processes
Smart companies know that unintentionally exclusive talent management practices inhibit opportunities for women and other underrepresented groups to gain critical career development experiences and to be identified and selected for progressively higher levels of responsibility. The consequence is that the workforce diversity that exists among entry- and mid-level employees is lost. Without proactive attention, unintended bias can creep into all aspects of talent management including recruitment, goal-setting and performance assessment, and high-potential identification and leadership selection. The result is heavy costs to organizational productivity and performance.
This is a particular concern for professional services firms, where skilled knowledge and talent is essential to the business. As organizations strive to tackle the shortage of executive talent, maximize human capital with fewer resources, focus on talent sustainability, and maintain organizational success, it is critical that they understand the vulnerability of talent management systems to gender biases and stereotypes.
Catalyst can help you ensure that all talent can excel. Drawing on our knowledge-base of cutting edge research, award-winning corporate initiatives, and advisory services consultations, we can help you develop the right checks and balances and practical solutions for effective and culturally inclusive talent management processes.