Training Industry Magazine - Winter 2022 - 15

DR. KRISTAL WALKER, CPTM
DIVERSITY AND
INCLUSION
DIVERSITY, EQUITY AND INCLUSION:
THE TRIFECTA APPROACH TO
ATTRACTING GREAT TALENT
Change is upon us. Individuals are
realigning, resetting and re-establishing
their priorities to balance their personal
well-being with their careers. While some
prefer more flexibility in scheduling,
others are opting for a change in career
altogether. In either case, companies are
challenged with creating nontraditional
ways of attracting and retaining employees
in a job market that favors employees.
EMPLOYEES MUST FEEL
WELCOMED, VALUED,
SUPPORTED AND
APPRECIATED.
McKinsey & Company recently reported
that approximately 19 million U.S.
employees have left the workforce since
April 2021. That number is projected to
continue growing for the next 12 months.
While employers who are falling prey to
the impact of the " Great Resignation "
may name various reasons for voluntary
attrition, the lack of progression in diversity,
equity and inclusion (DEI) efforts remains
high on the list. This presents continued
opportunities for DEI, human resources
(HR) and learning and development (L&D)
practitioners to champion the case for DEI
in business operations, particularly when
attracting and retaining great talent.
THE ROLE OF DIVERSITY IN TALENT
ATTRACTION AND RETENTION
Diversity
is
about
understanding,
embracing and celebrating the unique
differences that exist within our
companies, communities and circles of
influence. One strategy your company
might use to support its ongoing case
for diversity, specifically in talent
attraction and retention, is to explore
the unique differences and similarities
that exist among your internal and
external customers.
* Cultural differences and similarities.
* Percentage of underrepresented or
marginalized customers.
* Methods used to understand, embrace
and celebrate differences and
similarities in branding, recruitment
and engagement materials.
Thinking through these considerations
can offer three advantages:
1. Greater insight into the kind of talent
your organization needs to advance
innovation and expand market share.
2. Better
opportunities to
prepare
managers for inclusive leadership.
3. Increased awareness of how to
engage existing stakeholders in
welcoming and engaging new talent.
THE ROLE OF EQUITY IN TALENT
ATTRACTION AND RETENTION
Equally important to identifying the
differences and similarities of your internal
and external customers is understanding
their unique needs. For example, some
external customers may need access to
your products and services to enhance
their
experience. Some might take great
pleasure in driving the company's mission,
while others may need access to a clear
career path to ensure a return in their
investment. In either case, equity should
be examined based on the individual
needs of your customers rather than a
one-size-fits-all approach.
THE ROLE OF INCLUSION IN
TALENT ATTRACTION AND
RETENTION
If diversity is about exploring differences
(and similarities), inclusion is about
accepting those differences. The role
of inclusion in attracting and retaining
talent has expanded well beyond the
HR team and the hiring manager. In fact,
job seekers are searching employee
reviews to determine whether a company
is serious about creating an inclusive
workforce. While inclusion has always
been an important factor in an employee's
success at work, both candidates and
tenured staff are more vocal about their
sense of belonging (or lack of) in their
companies and among their work teams.
Leveraging inclusion in talent attraction
and retention requires a measure of civility.
Remaining civil in every situation speaks
volumes about our ability to embrace
an inclusive workforce. The more we
create work cultures where employees
feel welcomed, valued, supported and
appreciated, the more we'll attract and
retain the best talent.
quality of life, while others may
simply want to engage with your company
because of its brand power. On the other
hand, the needs of internal customers
may revolve around a fulfilling employee
TRAINING INDUSTRY MAGAZINE - WINTER 2022 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
Dr. Kristal Walker, CPTM, is the vice
president of employee wellbeing at
Sweetwater. Kristal is also a facilitator
for Training Industry's Diversity and
Inclusion Master Class. Email Kristal.
| 15
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Training Industry Magazine - Winter 2022

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