How can you align talent mobility with diversity, equity and inclusion goals?

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Talent mobility is the ability and willingness of employees to move within and across an organization, whether for career development, project assignments, or business needs. It can benefit both the individual and the employer, as it fosters learning, innovation, and engagement. However, talent mobility also poses some challenges, especially when it comes to diversity, equity and inclusion (DEI) goals. How can you align talent mobility with DEI goals and create a culture of belonging and opportunity for all? Here are some tips to consider.

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1 Assess your current state

Before you design and implement any talent mobility strategy, you need to understand your current situation. How diverse is your workforce and leadership? How inclusive is your culture and climate? How equitable are your policies and practices? How do you measure and monitor your progress and impact? You can use various tools and methods, such as surveys, interviews, focus groups, data analysis, and audits, to gather and evaluate relevant information. This will help you identify your strengths, gaps, and opportunities for improvement.

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Ma?lys BUVIGNIER (Chapuis)

Experte RH - Diversité et Inclusion - Consultante en Bilan de compétences
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L'étape du diagnostic est effectivement la clé pour construire une stratégie adaptée à la réalité de son organisation. La première étape pour moi, quand on parle de capital humain et de Diversité et d'Inclusion, c'est d'effectuer une enquête de ressentis auprès de l'ensemble des collaborateurs de l'entreprise pour comprendre en profondeur leurs attentes, leurs ressentis, leurs points de satisfaction, et leurs frustrations sur l'ensemble des enjeux D&I et capital humain : égalité professionnelle, situations de discriminations vécues ou observées, niveau de confiance vis à vis de l'organisation, etc

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2 Define your vision and objectives

Based on your assessment, you can define your vision and objectives for talent mobility and DEI. What are the benefits and outcomes you want to achieve? How do they align with your business strategy and values? How do they support your employees' aspirations and needs? How do they reflect your commitment to social responsibility and justice? You can use a framework, such as the SMART model, to make your goals specific, measurable, achievable, relevant, and time-bound. You can also communicate your vision and objectives clearly and consistently to all stakeholders.

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Ramon Perez-Goicoechea
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Aligning talent mobility with diversity, equity, and inclusion (DEI) goals is crucial: - Define your vision by fostering cross-functional collaboration, promoting mentorship programs, and ensuring equal opportunities for all employees. - For instance, consider implementing rotational assignments to expose diverse talent to different roles and perspectives

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3 Design and implement inclusive practices

In order to align talent mobility with DEI goals, it is essential to design and implement inclusive practices that promote fairness, transparency, and accessibility. This could include using objective and consistent criteria and processes for identifying, selecting, and developing talent for mobility opportunities, as well as providing adequate support and resources for employees who move within or across the organization. Additionally, it is important to encourage and reward employees who seek and share diverse perspectives, experiences, and knowledge. Creating networks and communities of practice that foster collaboration, learning, and belonging is also beneficial. To ensure success, it is important to solicit and act on feedback from employees and managers on their talent mobility experiences and satisfaction.

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Paul Villella

Founder & CEO @ HireCapital Human Capital Innovator ?? Venture Capitalist | Private Equity Investor
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Implementing objective and consistent criteria for identifying and developing talent ensures fairness and transparency in mobility opportunities. Providing robust support and resources for employees moving within or across the organization enhances their success and satisfaction. Encouraging and rewarding the sharing of diverse perspectives and knowledge enriches the organizational culture. Building networks and communities of practice fosters collaboration, learning, and a sense of belonging. Soliciting and acting on feedback from employees and managers about their talent mobility experiences is crucial for continuous improvement and alignment with DEI goals.

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Ma?lys BUVIGNIER (Chapuis)

Experte RH - Diversité et Inclusion - Consultante en Bilan de compétences
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Mettre en ?uvre des processus inclusifs dans le cadre de la mobilité des talents, c'est d'abord et avant tout concevoir des processus objectifs, basés sur des critères mesurables et équitables, qui permettent de limiter l'impact des biais et stéréotypes dans la prise de décision. Il est également essentiel de former les managers, qui sont des acteurs essentiels dans ces processus de mobilité, afin qu'ils puissent prendre conscience de leurs biais et stéréotypes et de leur impact dans le quotidien professionnel et leurs méthodes de management. Si on ne forme pas, à minima, les managers impliqués dans les process de recrutement et de mobilité, on ne pourra pas déployer des processus inclusifs.

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4 Evaluate and improve your results

Finally, you need to evaluate and improve your results regularly. How effective and efficient are your talent mobility practices? How well are they aligned with your DEI goals? How satisfied and engaged are your employees and managers? How do they impact your business performance and reputation? You can use various indicators and metrics, such as retention, turnover, productivity, innovation, customer satisfaction, and diversity representation, to measure and report your results. You can also use continuous improvement methods, such as the PDCA cycle, to identify and address any issues or gaps.

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Mia (Maria) Smithson, SHRM-CP

Global Director, Talent Management | AI + Hiring
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Here are some of my fav diversity job boards. Save this post for when you’re looking to hire next :) Women Who Code Women Impact Tech People of Color in Tech Blacks Tech Jobs- largest community of top tier black talent Chezie- diverse professionals and students (Latino, Disabled, Veteran, Black, Women, Queer) Chronically Capable- chronically ill and disabled talent Frauvis- international company supporting black women in tech Inclusively- Inclusive hiring for disabilities (mobility, hearing, vision, mental health, neurodiversity, speech, cognitive & intellectual, etc) Women Hack- Over 40k diversity candidates, 3-4x response rates, subscription model, more of a “matching” site than a place to post but still a great site!

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Ramon Perez-Goicoechea
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To align talent mobility with diversity, equity, and inclusion goals, I recommend ensuring that mobility opportunities are transparent and accessible to all employees, regardless of background: - I actively identify and eliminate biases in selection processes and provide targeted support to underrepresented groups. - By tracking and analyzing mobility data, I can identify gaps and make informed adjustments. - Additionally, I promote a culture that values diverse perspectives, ensuring that talent mobility decisions reflect our commitment to DEI.

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Ma?lys BUVIGNIER (Chapuis)

Experte RH - Diversité et Inclusion - Consultante en Bilan de compétences
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Je conseille de mener en parallèle les réflexions sur l'inclusivité des process de mobilité, avec les réflexions sur l'inclusivité des process de recrutement, pour mutualiser au maximum. Il est difficile pour beaucoup d'organisations de mobiliser et mettre en mouvement les managers, qui sont pourtant des piliers pour réussir sa politique D&I au service du Capital Humain. Pour "optimiser" leur temps au maximum, autant les impliquer directement dans les 2 process : mobilité et recrutement.

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How can you align talent mobility with diversity, equity and inclusion goals?

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1 Assess your current state

2 Define your vision and objectives

3 Design and implement inclusive practices

4 Evaluate and improve your results

5 Here’s what else to consider

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