It’s going to take more than competitive pay and benefits to hold onto top talent in the new world of work. On the heels of a cultural reckoning and a series of health, economic, and social crises, employees are looking to their organizations to step up and make a difference. In fact, Gartner research reveals that nearly 70% of workers would consider leaving their employer for an organization that takes a stronger stance on societal and cultural issues.
When it comes to diversity, equity, and inclusion, your people expect more from your organization than reports and scorecards. They want to see actionable change now, and they’re willing to jump ship to support businesses that are leading the way and leveling the playing field.
What can you do to ensure your organization pioneers meaningful DE&I initiatives? To see profound change, you’re going to need to look inside your own workplace and reevaluate your systems and processes. All too often, latent biases make for an unequal distribution of opportunities. Some employees are presented with ample growth pathways, while colleagues who fall into under-represented groups or live far away from the company’s main hubs may continue to get overlooked.
With an AI-powered internal marketplace, you can flip this flawed approach to talent management upside down. The platform gives everyone equal access to opportunities and ensures candidates are matched to roles solely based on their skills and experiences, not on who they know or where they sit. In describing how Seagate’s platform democratizes career development, their Director of Talent Mobility and Talent Technology, Divkiran Kathuria, notes,