Creating Engaging Places to Work for Tomorrow’s Diverse Workforce
Millennials will comprise more than one of three adult Americans by 2020 and 75 percent of the workforce by 2025.
Immigrants and the U.S.-born children of immigrants will account for the majority of growth in the nation’s working age population through 2035.
In 2045, the U.S. will become “minority white.”
The workforce of tomorrow will clearly be a lot more diverse than today’s.
Creating best-in-class experiences for multiple generations, genders, races, abilities, and sexual orientations is precisely why companies have so fully embraced diversity and inclusion as a core practice. It is fundamental to how we create compelling experiences for employees that provide personal fulfillment and drive the company forward.
Companies who succeed in winning the war for tomorrow’s top talent need to take a deeper look at their efforts around recruitment, retention and promotion of diverse employees. It is not enough join the conversation of diversity and inclusion without taking a deeper look at how policies, operations, and strategic partnerships impact your employees’ ability to thrive within your organization.
Recruitment begins long before a prospect shakes your hand at your local jobs expo or college career fair. Your future employees need to see images of themselves reflected in your advertising. They need to encounter employees from your company in their lives. Your Employee Resource Groups (ERGs; aka BRGs, affinity groups, teammate networks, etc.) can be a powerful liaison to advise your company on the needs of diverse communities. ERGs can help you engage in meaningful partnerships with non-profit organizations, chambers of commerce, and help you mobilize more rapid and culturally sensitive responses to issues impacting their communities.
There’s a lot of data out there about loyalty and retention challenges among Millennials. Most of it, like a lot of data out there about the generation that will soon dominate the workforce, is interpreted rather negatively. 58% of millennials report that they intend to stay in their current role for fewer than three years. You could interpret that as impatient and disloyal – or you might consider that they are driven and eager to embrace new opportunities. As rapidly as the workforce is changing, curiosity and drive should be an asset that employers seek out and nurture. Companies who invest in their employees by getting to know their interests and providing continuous learning to prepare them for new opportunities within the organization will minimize turnover, boost engagement and productivity, and outpace their competitors in the market.
Employees should be able to see multiple paths toward their own definitions of career success as early as their first interview with the company. 1 in 3 employees in the U.S. do not feel empowered to create their own career success at work (Mercer). Mentorship (even reverse-mentorship) programs can provide critical access to leaders whom employees might not otherwise encounter. ERGs are also a powerful platform for giving employees greater visibility and access to executive leadership through programming and community development efforts that they lead on behalf of the company. Promotion of diverse talent to positions of leadership matters because it demonstrates to employees across the organization that they have viable options for advancing their careers within your company no matter who they are.
Moving diversity and inclusion strategies deeper into your company’s every day policies, operations, and programs will help you drive opportunity for all employees and position your company for continued success in tomorrow’s working world.
If you are interested in learning more about Attracting, Developing, and Promoting Diverse Talent, join Jack Kinley, CEO & Founder of Lab Monkey Communications for a moderated panel discussion highlighting best practices and programs from Cox Automotive, First Data, and SunTrust at the 2018 NGLCC International Business & Leadership Conference in Philadelphia, August 14 – 17.