Inclusive talent management

Published: 18th October 2021

Inclusive talent management

When it comes to talent management, generally people are judged on their performance as to whether they are outstanding candidates or not. This way of looking at talent management is now facing increasing criticism as it can exclude many employees who hold lower or less senior positions within an organisation and is therefore not as inclusive.

This form of talent management can be extremely detrimental for businesses as it means they can be overlooking perfectly capable and valuable employees they already have in favour of searching externally for talent to fill positions rather than promoting within. This has several downsides. The first is that it is far more costly for organisations to hire externally than promote within. Secondly, employees who are overlooked for promotions by their employer will often feel as though their hard work has been disregarded and as though they are not valued and respected in their roles. This then leads to less engaged employees who are less motivated and may be driven to look for opportunities elsewhere.

What is inclusive talent management?

“Inclusive talent management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear” – Stephen Frost and Danny Kalman.

Inclusive talent management is all about inclusion and participation. It recognises each individual as having their own strengths and weaknesses and that everyone has potential to add value in their own unique way rather than fitting in with a pre-conceived notion of what talent should be.

In order to take an inclusive approach, organisations have to shift from performance-driven talent management to more learning-oriented talent management. They must also blend their diversity and inclusion strategy with their talent management strategy to create something of a hybrid.

Taking an inclusive approach to talent management can have massive benefits to companies as it helps to create a more inclusive and motivating environment which offers additional opportunities for progression to all employees.

How to switch to inclusive talent management…

Offer learning and development opportunities to all – training programmes and learning and development opportunities must be made available to everyone within an organisation – not just those who are seen to be top performers. In offering this to everyone, each employee has the chance to learn new skills, develop their existing ones, extend their knowledge, and develop their confidence. These are all things that can benefit an organisation and by offering development, employees will be more satisfied and fulfilled in their roles which helps with talent retention

Make career progression transparent – nobody wants to work for an organisation where career paths and progression are hard to understand, follow and make sense of. Instead, employees want to have clear knowledge of where they can progress to within their organisation and what it will take for them to get there. They want to know exactly what they need to achieve to reach the next level, and this can also act as a motivating factor to keep employees focused on their goals and taking clear and measurable steps to climb the career ladder

Taking an inclusive approach to talent management will help organisations financially, ethically, and morally. They’ll benefit from a more diverse group of employees, diverse thoughts, ideas and approaches and increased creativity. This also helps to foster a diverse and inclusive culture that values each employee individually and knows that everyone has something unique to offer in their role. This has the added benefit of creating a productive workforce of engaged and motivated employees who are more likely to be loyal to the business and stick around for the long term.

For further information or if you are looking to recruit on a temporary or permanent basis Brewster Partners are here to help, contact our team today.