Implications for Human Capital Management
Submitted by Willis Towers Watson, a Partner of M&A Leadership Council 

The World Economic Forum warned in its 2016 Global Risks Report that the pace of change in technology and the shifting demographics of talent pose widespread risks to doing business. Certainly, employers everywhere can help mitigate these risks, even as the world of work is relentlessly transformed. A hallmark of these global trends is the increasing diversity of the workforce. While not a new phenomenon, diversity is predicted to grow exponentially over the next several years, bringing the topic to the forefront of global human capital agendas.

Our paper highlights broad principles to address inclusion and diversity issues, with evidence from organizational research and subject matter experts. This perspective suggests that organizations should holistically weave inclusion throughout their talent management systems. Tangible initiatives to address gaps in workforce strategy and policy should also be embedded within an effort to change organizational culture.

Leaders can build an inclusive culture if they address talent management deficits, establish community as a core value, listen to individual experiences, support actions that accommodate diverse work styles and life situations, and train managers as inclusion champions. Leaders can further optimize the culture if they diagnose inclusion gaps across their unique demographic segments and catalogue the work experiences behind those deficits. Change champions should then leverage those insights inclusively by designing interventions that apply equally to all employees. Together, these approaches will help any organization support the diversity of its workforce and ensure all employees feel they belong and can achieve their goals at work.

Read full article HERE.

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