How can staffing services create a diverse and inclusive leadership pipeline?

1 Assess the current state

The first step for staffing services is to assess the current state of their clients' leadership pipeline and identify any gaps or barriers to DEI. This may involve conducting surveys, interviews, focus groups, or audits to gather data and feedback from employees, managers, and leaders. The assessment should also consider the external factors that may affect the talent pool, such as market trends, industry standards, and customer expectations. The goal is to understand the strengths and weaknesses of the current pipeline and the opportunities and threats for improvement.

2 Define the desired state

The next step for staffing services is to define the desired state of their clients' leadership pipeline and align it with their vision and goals for DEI. This may involve creating a clear and compelling business case for DEI, setting measurable and realistic objectives and targets, and establishing a roadmap and timeline for action. The desired state should also reflect the values and culture of the organization and the needs and preferences of the talent market. The goal is to create a shared and inspiring vision for the future and a plan to achieve it.

3 Implement the strategies

The third step for staffing services is to implement strategies that will help their clients create a diverse and inclusive leadership pipeline. This may involve sourcing and recruiting diverse talent from various channels and networks, screening and assessing candidates based on their potential and fit, coaching and mentoring them to prepare for leadership roles, training and educating managers and leaders on DEI, evaluating and rewarding performance based on DEI criteria, and retaining and engaging diverse talent. The goal is to execute these strategies effectively and efficiently to deliver value to the clients and the candidates.

4 Monitor and improve

The final step for staffing services is to monitor and improve their efforts to create a diverse and inclusive leadership pipeline. This may involve collecting and analyzing data and feedback on the progress and impact of the strategies, identifying and addressing any challenges or risks, and celebrating and sharing any successes or best practices. The monitoring and improvement process should also involve continuous learning and innovation, as well as collaboration and communication with the clients and the candidates. The goal is to ensure that the strategies are achieving the desired results and adapting to the changing needs and expectations.

Staffing services can create a diverse and inclusive leadership pipeline by following these four steps: assess, define, implement, and monitor. By doing so, they can help their clients achieve their DEI goals and gain a competitive edge in the talent market.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?