Learn how CMR Ignite – a cross-cultural marketing agency made up of 70% Black, Indigenous and People of Color (BIPOC) and LGBTQ+ professionals, to be a true representation of the communities their clients serve. CMR Ingite website: www.cmrignite.com
In this Region of Choice learning session, a panel of talent development experts shared their experiences and strategies for increasing equitable development for all employees. The session explored common barriers for diverse talent and case studies of programs that are working.
What kinds of training/development does your company offer employees-at-large? How does the talent gain access to these development opportunities (mandatory, referral, lottery, application, etc.)?
Assuming that companies create leadership and development programs for everyone, what are some of the reasons that underrepresented talent needs something more than the programs mentioned in the question above?
Is there a large-scale need for leadership development programs that have specifically been designed for people of color (or women and other underrepresented professionals)? Why or why not?
In your experience, where do underrepresented people generally fall off the leadership and development track? Do people just get stuck? Do they retreat? Are they just being overlooked?
Thinking about the skills needed to develop into leaders, do people of color tend to be less developed in these skills (communication, persuasion, vision, decisiveness, etc.) If yes, which ones tend to be major development areas?
Examples from Your Company/Program
What programs are your organization developing for underrepresented groups and what data or experiences contributed to the development of these programs?
What identity-groups does your company focus on in developing special leadership or career development programs?
How is your organization using mentorship, outside leadership programs, internal programming (and similar) to support your POC talent’s development needs?
What’s the difference between these more specialized programs and programs that are designed for employees-at-large?
Wellness Check Wednesday – As Walter Lanier mentioned in our meeting, he is a featured speaker in today’s We Exist program around Milwaukee’s African American Wellness Index. Learn more or register for the program here.
Many companies today recognize that workforce diversity is both a moral imperative and a key to stronger business performance. U.S. firms alone spend billions of dollars every year to educate their employees about diversity, equity, and inclusion (DEI). But research shows that such training programs don’t lead to meaningful change. What’s necessary, say the authors, is a metrics-based approach that can identify problems, establish baselines, and measure progress.
Company managers and in-house lawyers often worry that collecting diversity data may yield evidence of discrimination that can fuel lawsuits against them. But there are ways to minimize the legal threats while still embracing the use of metrics.
The authors suggest first determining your risk tolerance and then developing an action plan. You will need to track both outcome metrics and process metrics and act promptly on what you find. Starting with a pilot program can be a good idea. You should also build the business case for intervention, control expectations through careful messaging, and create clear protocols for accessing, sharing, and retaining DEI data. >> Read the full article
Building a pipeline of future talent and leaders begins long before candidates apply for your positions. Many of us have experienced the personal and professional advantages of having a mentor – key figures that light the path for the future.
MMAC’s Region of Choice program on September 16 – Driving Equity through Mentorship – showcased several agencies that work with students, young professionals and businesses. These relationships have the potential to change lives, close representation gaps and create opportunity pipelines that include historically excluded talent.
The event featured a presentationby LaNelle Ramey, executive director of Mentor Greater Milwaukee. This organization builds the capacity of existing mentoring organizations matching a caring adult with children in need through effective mentoring programs throughout Greater Milwaukee.
“The gift of mentorship is rooted in learning from one another. I value reciprocal mentoring relationships that reinforce the value of both parties.
When organizations create space for internal mentorship between executives and the broader workforce, employees gain access to people, information and experiences that foster increased engagement and inclusion, ultimately developing more productive and healthy people.”