REPLAY: Equitable Talent Development & Advancement

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.



Employee-At-Large Vs. Specialized Programs

  • 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?

Employee Resource Groups: Fostering Belonging & Driving DEI

Region of Choice Meeting – February 21, 2023

Based on early feedback, the discussion panel provided valuable insights that will be helpful in refining or creating ERG/BRGs that drive belonging and advancement for Black and Brown talent.

Key TakeawaysView program notes and some key takeaways from today’s meeting. Feel free to combine them with your own notes and share with others in your organization.

Handouts – Thank you to our panelist, Julia Smith, for sharing a template for ERG organizational structure, mission, and benefits.

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.

Resources Referenced – Here are links to the two books that were referenced during today’s discussion: 1) The New DEI and ERG Frontier and 2) Supercharge Your ERGs: 18 Tips to Power-Up Your ERG/BRG Strategy.

Connect w/ Panelists – Special thanks to our panelists for their insight and transparency.  Feel free to reach out and connect with them on LinkedIn:

Mark Your Calendars

Please mark your calendar for the following ROC Rep Meetings all to be held from 8:30am-10:30am virtually or location TBD:

  •     April 18 (virtual)
  •     July 18 (in-person)
  •     September 19 (virtual)
  •     November 14 (in-person)

Mentor showcase event connects ROC companies to talent pipeline opportunities

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 presentation by 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.” 

Chief Communications & Diversity Officer
Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago, Inc.

The Evolving DEI Landscape: How data will help your business take actions that matter

In July of 2022, MMAC/M7’s first annual Diversity, Equity & Inclusion (DEI) Summit featured Megan Connolly, Principal and Senior DEI Consultant at Mercer discussing the latest positive global DEI results, including how many organizations are making it part of their business strategy. She also offered insights into how businesses can translate their commitments into real progress.

4 Steps to Become A Talent Magnet, Starting Now

As megatrends continue to reshape the world of work, workers continue to consider their options and act on them at record-high rates, jumping to employers that better fit their values, skills and personal goals. New national research found nearly 50% of workers are contemplating quitting their current jobs in the next 6 months for these reasons. Research on the State of Working Women in Wisconsin conducted by Kane Communications Group mirrors the national findings.

Replacing or adding new employees can be just as costly as finding new customers for businesses. That’s why forward-thinking companies have their HR and marketing teams working together on their recruitment messaging to be more competitive.

In this presentation, attendees learned how to turn the trends driving the Great Resignation into competitive advantages, including a proven 4-step process to become a talent magnet.


Kimberly is CEO of Kane Communications Group, a purpose-driven branding, marketing and public relations agency that builds, activates and protects reputations for organizations around the world. Kane works with clients to solve employee engagement, recruitment and retention challenges by building research- and purpose-driven initiatives and programs. An Inc. Magazine fastest-growing private company in America, Kane was also a 2020 recipient of the MMAC’s own Fueling the Frontlines Award