How do you create career development programs that serve diverse needs?

Start by deconstructing jobs and getting clear on the skills required to do the job well. Too often, job requirements are described by functional terminology and jargon, which already limits who will be perceived as qualified and capable, vastly limiting your ability to develop a diverse talent pool. From there, focus on tools, technologies, and programs that provide people opportunity to quantifiably assess their skills. This will make matching non-orthodox talent with opportunities. For the development side, make sure skills the programs are designed to develop are clear and aligned to the job skills you need. While a lot of activity often goes into symptoms, if you focus on the root problem, you solve a lot of them.

Agreed with with the perspective on the necessity of assessment of the current situation. The “one-size-fits-all" approach often falls short in effectively catering to the diverse needs of employees. Fostering an inclusive culture must start with the mindset and by embracing individuality within the programs. To achieve this, organizations must deeply understand the demographics of their workforce and identify common challenges they face. This understanding will allow them to tailor their programs to address these unique needs, therefore nurturing an environment of inclusivity and growth.

Emphasize the significance of a comprehensive and unbiased approach while assessing the current situation. Encourage open communication channels, where employees feel comfortable sharing their perspectives and experiences. Inclusivity should extend to all levels, ensuring that diverse voices are heard and taken into account. Additionally, consider seeking external expertise or conducting external benchmarking to gain a broader perspective on industry trends and best practices in creating inclusive career development programs. This approach will help in designing programs that truly serve the unique needs of your diverse workforce and foster a culture of belonging and growth.

I’m a big proponent of knowing your audience any time you’re building a program or service. Whether it’s an internal career growth initiative or one you’re going to offer to clients, understanding who it’s for, what problems you want to help them solve, and how you’ll add value to their goals is critical to developing impactful programs that generate outcomes (and revenue if you’re in business!).

There’s a massive surge of these types of development programs offered by individuals that create followings based on who authentically connects with them most. Instead of trying to develop in-house or contract with just a few external groups, try simply giving people a yearly stipend to spend on development (or reimbursement) so they can develop through the programs and coaches that they most connect with based on their diversity and diverse personalities!

When designing your career development program, take a people-centric approach. Conduct surveys and interviews to understand your employees' unique needs, preferences, and learning styles. Offer a diverse range of options, such as workshops, e-learning, mentoring, and coaching, to ensure accessibility for everyone. Find a balance between individual and group learning experiences to cater to different employee preferences. Embrace online and offline methods to accommodate various work environments. Continuous feedback and tracking will help refine the program and create an inclusive and supportive culture. Celebrate achievements to motivate and inspire growth in every employee.

To ensure the successful implementation of your program, create a comprehensive communication plan to promote and launch it to employees and stakeholders. Foster a culture of motivation by highlighting the program's benefits and showcasing success stories. Provide continuous support through regular check-ins, mentorship, and access to resources. Establish a feedback mechanism to address challenges promptly and make necessary adjustments. Collaborate with champions and role models to inspire participation and engagement. Utilize incentives and recognition to celebrate milestones and maintain enthusiasm throughout the program.

Be sure to implement career pathing into the program. Oftentimes, this is something that isn’t considered. However, when deconstructing roles it is important to also consider possible growth potential and pathways from said role. How will that role help achieve the ultimate career goal? Or is it “just a job” to fill a void or gap in employment? Career pathing will help to understand if the individual’s direction is aligned to the talent priorities of the organization and facilitate the ability to map the direction of their career.