One of the biggest challenges organizations face related to today's workforce is the retention of their employees. Countless organizations report that finding and retaining talent has become a challenge and a risk. To explain this cause, many have cited the workforce phenomenon known as the great resignation as the main culprit. Yet, few organizations have taken the time and effort to critically examine their organization's root cause and invest in strategies to stop its progression. Research shows that increasing compensation typically does not solve the retention problem, especially as a long-term approach. If not money, then what? One way to increase retention within an organization is to develop the underrepresented talent pool within an organization. Underrepresented talent are members of an organization's talent pool who identify with nondominant groups such as people of color; people with disabilities; people from a lower socioeconomic status; people who are gay, lesbian, bisexual, and transgendered; people of a nondominant religion; and retirees. By focusing on the development of members of this group, organizations can leverage existing talent to fill vacant positions and even to promote from within the organization. This project will identify five strategies to help organizations maximize their untapped resource of human resource capital (marginalized groups within the workforce) and demonstrate its benefits.
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7 июл 2024
