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Poor talent management means UK businesses miss out on £84 billion every year, according to a 2015 study by Investors in People (IIP).
To make sure your talent management strategy and approach benefits your business, as opposed to hindering it, it is crucial to embed diversity, inclusivity, and equality across all your employee processes.
With EW Group’s talent management consultancy services, you can track, monitor, and report on diversity, using this insight to hone your recruitment and employee processes to improve retention, wellbeing, and business performance.
With over 28 years of expertise, we are specialists in people and talent management consultancy, including:
We take a hands-on approach to the development of your talent management strategy and its implementation since the critical success element of any people management programme is engagement.
We will spend time with you, speaking to key stakeholders and workstream leaders to find out what is already working well. These conversations will inform our modes of enquiry and analysis and be supplemented with a review of existing documents, employee data, and sector reports. This allows us to better understand themes, synergies, and gaps, and identify areas for improvement.
This will allow us to design facilitated sessions with your steering group, during which our consultants will explore the talent management frameworks and strategies most suitable to your needs and goals.
We can also build in our Intercultural Development Inventory (IDI) tool to gauge current levels of cultural adaptability, and action plan accordingly to develop your diversity maturity.
Our consultants will then create and present a high-level final report featuring expert recommendations to address your critical talent management priorities. These can be designed for a variety of target audiences, including steering groups, boards and other key stakeholders or oversight committees.
– How can your existing talent management provision be tied into workforce planning?
– Who is currently in your talent pipeline, what are their skillsets, where are they drawn from, and what routes of progression are they offered?
– Who is outside of the pipeline? Are there methods for getting them ‘talent ready’?
– How much time do you currently spend on talent management design and provision, and is it delivering the outcomes you want?
– What are the mechanisms for recruitment and selection? How do they differ between your various workstreams?
– How do you ensure diversity considerations are woven into the process?
– How are you judging how many of your leaders you need to develop?
– How are you identifying the skills gaps that those leaders will fill?
– How will you know when one of your talent management initiatives has worked?
– How long do you monitor your people for, and what kind of qualitative feedback are you gathering on your talent management interventions?
Building awareness about your diversity programmes is key to their success, which is why we ensure you communicate your diversity good practice, as well as challenges and aims.
Our diversity communications strategies might include short ‘talking head’ videos of staff with a positive diversity story to tell, or interviews with your senior leaders about the business case for diversity. We might also create case studies or run lunchtime events with special guest speakers from elsewhere in your industry.
We will support you to produce staff events that are creatively devised and imaginatively executed. These events can offer the opportunity to engage and up-skill your teams and give them the time to consider practical tools and techniques to apply to the diversity issues they face.
EW Group has recently delivered staff talks at PwC, Bechtel, the BBC and for the healthcare management organisation Managers in Partnership. Topics ranged from unconscious bias and cultural adaptability, to diversity quotas and managing and leading inclusively.
– Raise awareness of equality, diversity, and inclusion
– Emphasise your company’s business case for diversity
– Engage and involve staff through networks, team discussions, and events
– Build shared responsibility and accountability for improving performance across the company
– Improve staff engagement by encouraging consideration of diverse staff needs
– Highlight role models who can support all staff in embedding diversity and inclusion into the work they do
– Building the external profile of the organisation as a leading employer
– Supporting the attraction and retention of diverse talent
– Capturing robust evidence of the impact of your diversity programmes