Talk About Diversity & Progression Pathways

The Different Faces of Successs

Making Invisible, Visible And What Seems Impossible, Possible

The workplace is changing. Employees don’t just expect more from organisations but they demand more.

Why? Because when they don’t feel empowered, don’t see themselves reflected or inspired to grow, they leave.

Training employees is expensive and requires a lot of management time so it’s great when they stay on post qualification.

At Talk About, we are powered by three pillars:

To find out more about the pillars click here.

Attraction

Engagement

Retention

2021 saw Talk About build ‘Talk About Skills’ – the UK’s first e- learning platform solely dedicated to personal development, soft skills and mental wellbeing.

Diversity & Progression is powered by Talk About Skills in order to put the career progression process into the hands of employees.

Retention is something that is often focused on towards the end of a training scheme. Meanwhile, employees should feel motivated to stay and see themselves growing in the company from the outset.

Diversity Wins: Why Inclusion Matters

 “Creating and managing a diverse workforce is a process not a destination.”

“Overall, about 1 in 8 of the working age population are from an ethnic minority background, yet these individuals make up only 10% of the workforce and hold only 6% of top management positions.”

“It is estimated the economy stands to gain an additional £24 billion if there was full representation and progression across ethnicities in the workplace.”

“More than 1 in 4 women are contemplating downshifting their careers or leaving the workforce completely due to the events of the pandemic and lack of being accommodated by businesses.”

 

The Business Case For Change

It should come as no surprise that diversity in the workplace is a hub for business success, heightened competition and increased employee performance. We know the challenges attached to having these conversations, and even more so how insurmountable the process may seem.

A bold approach and prioritisation of diversity and inclusion will contribute to increased job satisfaction, retain your employees and attract the best talent and clients.

 61% of employees believe diversity and inclusion strategies are beneficial and essential. Yet a whopping 75% of employees in underrepresented groups don’t feel they’ve personally benefited from their company’s programs.

*Sources: CIPD, McKinsey & Co.

 

Promoting Diverse Skill Sets

 “Creating and managing a diverse workforce is a process not a destination.”

It’s not enough to just hire intelligent staff with technical know-how.

Businesses are growing  and  changing at a rapid pace which is also shaped by changes in the way people live and work. These changes mean that leaders and employees need to have a diverse range of skills and understand how to leverage them.

Through Diversity & Progression Pathways, we are not just highlighting diverse senior leaders. We are committed to highlighting how they all have different skills which have contributed to their success.

 

Strengthen the Leadership Pipeline

 

It’s important for the next set of future leaders to be able to see their skills represented by leaders who drive change. This can help them with career planning and being more intentional about the projects and work they seek to get involved in. Having real life examples can also help employees to identify their own areas of development.

Nurturing the pipeline of senior leadership should not just start at middle management stage but should start even at the joining stage of a trainee and graduate’s experience.

The User Journey

Talk About Skills is developed and specifically built around your organisation’s goals for developing your trainees and helping them to plan for their future with you. Let’s take a look at how that actually works….

Setting Up

After your organisation signs up for Talk About Skills we work with you to identify key diverse senior leaders. We then gather insights from your senior leaders regarding their career journey which then gets turned into course content for your trainees or analysts. You then select the participants you would like to take part and we onboard them onto the system.

Let’s take a look at how it works but before we get started, we need you to step into the mind of your prospective employee. Done it yet? Great!

Step 1 - LogIn

You have been given your login details and can now access the Diversity & Progression pathway from wherever you are on your desktop, laptop or even your phone.

 

Step 2: Select a Progression Pathway

Once you login you’ll be in the dashboard. You will be able to see different senior leaders who each lead to their own Progression Pathway.

 

We are committed to showing the different faces and experiences of successful organisation leaders. Whether they are an ethnic minority, white, working class, disabled or part of the LGBTQIA+ community. We believe that everyone has something to learn from the experiences of others.

Step 3: Explore a leader's journey

Getting to learn from a key leader in your organisation isn’t always easy. This may be due to their busy schedule and client work or because you’re working from home and only get to speak to your immediate team. However, with Talk About Skills you can easily learn from their experiences and in a structured way.

 

  • Each Progression Pathway can: 
  • Explore the career journey of the member of staff from their graduate stage to how they made it to their current position.
  • Break down different distinctive moments in their career through videos and whiteboard animations.
  • Contain quizzes and reflective tasks to enable participants to consolidate their learning and see how the experiences of senior leaders can help guide their career development..

Quizzes and Reflective Tasks

  “94% of juniors are more attracted to firms that offer skills development and 92% to ones that have clear career progression.”*

Each Reflective Task

Is inspired by the exemplary senior leader case study.

Anonymised insights from the quizzes can support your recruitment, staff development and retention teams to identify areas that participants find useful or could use more support with.

 

Reinforcing Key Skills and Attributes That Shape Success

After submission, reflective tasks can be emailed to participants for use in their 1:1 meetings with line managers.

They can be used to show areas that inspire the graduate or employee and to encourage a conversation about how they can actively work towards building the skills that can help their career to progress to the next level and improve client/customer engagement.

 

Why Invest In a Diversity & Progression Pathway

1. The vision for Diversity & Progression has been built and shaped by graduates and C-suite level individuals.

2. It makes your onboarding process more meaningful because you can capture the attention of your new hires from day one.

3. Enable your colleagues to see themselves growing with you from the comfort of their homes… even if they have never been in the office.

 

   Diversity and Inclusion doesn’t need to be a big flagship programme or sporadic initiative but it does need to be tangible, sustainable and impactful. We want to help partners get seriously intentional about inclusion and progression.

Talk About provides engagement solutions that connect young people and professionals. These solutions are focused on our three pillars of attraction, engagement and retention.

To talk about how Talk About Skills can support your organisation then get in touch:

 

Venandah Madanhi Founder

venandah@talk-about.org.uk

Want to find out more?