LESSON VII
BE AHEAD OF THE CURVE
Today’s diversity trendsetter is tomorrow’s
also-ran. That’s evidenced by the fluctuation
year to year in the leaders of the DiversityInc
Top 50. A few companies reap the financial
rewards because they are constantly
innovating and learning new and improved
ways to connect with their employees,
customers and investors.
LESSON 7
to have any talent not engaged in
work, given the developments in
terms of our work force. It’s just
going to get smaller.
LESSON 6
LESSON 5
ANDERSON BANKS: We’re doing
research on middle-schoolers
because in our industry, not a lot
of people are looking at going into
accounting, tax or some of the
other industries we look at. Those
ideas about going into accounting,
tax get planted early, or they don’t.
What we’re finding in the minority communities is that they just
don’t know enough about the kind
of work we do, the breadth of the
work we do.
WIN THE WAR
FOR TALENT
LESSON 4
RHOADS: Be more involved in
hiring for talent instead of waiting
for the job to open, and sometimes
you can’t be nimble enough to do
exactly what you want to do.
THOMAS: I’m really excited about
this whole on-ramping and off-ramping work, especially in our
investment bank, as women are
making decisions to take a break—
making sure that we figure out a
way. We cannot end the war for
talent. We absolutely cannot afford
LESSON 1 LESSON 2 LESSON 3
ANAND: We do need to focus on
generations, and that’s where the
innovations are going to be around
how we continue to engage our
matured population. What do we
do to recruit and retain our Gen X
and Gen Y population? And how
do we create flexibility initiatives,
flexibility offerings—which is what
we’re in the process of doing—for
all our populations as a retention
tool? So it links to the pipeline and
retention piece.
EXPAND DEFINITION
OF RESOURCE GROUP
Rohini Anand
DAGIT: We’re in the process of
launching 10 global-constituency
groups made up of senior leaders from all of our geographies
and businesses. They represent
native and indigenous peoples,
and differently abled, interfaith,
generational, Asians, Hispanics, blacks and females. Each will
have an executive sponsor who
is a direct report to the CEO, and
they will focus on four things:
accelerating executive development for their group, enhancing
