As we honor Black History Month, let's consider the significance of establishing supportive systems for Black talent in the workplace. Skills-first talent practices emerge as a pivotal strategy in this endeavor, offering solutions for companies to continue closing the Opportunity Divide.
At Grads of Life, we've recently engaged in meaningful discussions with leaders from esteemed companies such as Merck, LinkedIn, and Eli Lilly. Together, we've explored how embracing key skills-first practices, such as re-credentialing roles, adopting apprenticeships, and leveraging AI, has fostered greater equity and inclusivity across their workplaces. Here are some of the most compelling insights from these discussions.
Insights from Ngozi Motilewa, Enterprise HR Lead, Skills-First Talent Initiatives, Merck about scaling skills-first practices through re-credentialing.
- Ingredients for successful re-credentialing: Success in re-credentialing relies on two key factors: identifying suitable roles for dropping degrees and securing stakeholder support. This requires executive sponsorship, consistency, and robust measurement strategies to ensure success in the process.
- Start small to begin: Overcoming challenges in implementing skills-first practices starts with encouraging progress over perfection. Starting small and fostering psychological safety are essential steps toward laying a strong foundation for success.
- Combat pedigree bias for expansion: To expand skills-first hiring, it's crucial to combat pedigree bias. Reframing perceptions and sharing success stories effectively challenge bias and promote the adoption of skills-first hiring practices.
Insights from Terry Morris, Associate Vice President, Racial Justice, Eli Lilly and Company about the benefits of apprenticeships and skills-first strategies.
- Apprenticeships drive business success: Engaging in racial equity efforts and adopting skills-first talent practices through apprenticeships lay the groundwork for broader initiatives, opening pathways for talent to enter new careers such as HR, R&D, tech, and marketing.
- Upskilling for a stronger workforce: By offering clear paths for advancement through internal training initiatives like apprenticeships, companies can foster loyalty and enhance retention rates among their workforce, leading to a healthier and more engaged team.
- Mindset is key to success: Surrounding yourself with individuals who embrace the philosophy accelerates progress. Utilize an agile mindset to facilitate learning and growth along the way.
Insights from Aneesh Raman, VP and Head of Opportunity Project, LinkedIn, and Elyse Rosenblum, founder and managing director at
Grads of Life
about the rise of AI.
- AI can be a validator for skills: Start by identifying tasks AI can perform or assist with. Then, recognize tasks uniquely suited for human abilities. This mapping aids in assessing areas for upskilling and professional growth based on AI and human capabilities.
- Embedding skills-first practices across the talent journey: Initially, skills-first practices primarily focused on hiring. However, companies are now expanding their approach to incorporate skills-first strategies throughout the talent journey, aiming to boost retention and advancement opportunities.
Looking to start implementing these insights across your organization this month and beyond? Contact us today
.
Relentless advocate for small businesses and military, diversely-abled and justice-involved talent. ??Matching . People . Instantly?? Leader in skills-based hiring. ?? Warrior Rising ?? Goldman Sachs 10KSB Alumni
9 个月We at Talents ASCEND completely agree as we are a skills-based talent sourcing SaaS. We started in 2018 as a way to ensure a person's skills were recognized and valued. Regardless of who (gender), where (ethnicity/background), when (age) and how (military, school, life). We are huge fans of Grads of Life and the movement.