How to Build a Diverse Talent Pipeline

How does an organisation go about maximising leadership of BAME talent (I know the acronym is inadequate, please insert as you feel fit ...BIPOC, People of Colour, Ethnic Minorities...). It's a real question that requires real solutions. Far too often the approaches adopted by organisations are piecemeal, reactive and superficially. It's why so many people from racially marginalised communities become cynical and jaded by initiatives that are 'done to them' without their consultation and collaboration in the process. It's the reason why so many talent development programmes fail.. badly.. But, when they do work, they transform talent pipelines. They allow those who are often on the outside, to get access to the 'inside' track and advance in their careers. They're not about 'fixing' they're about levelling up. On Monday 6th February, She Leads For Legacy will be in conversation with Professor Julia Rouse. Professor Rouse has been leading several programmes which have specifically focussed on approaches to talent development of ethnic minorities. We're excited to be discussing her most recent programme which she has been leading on with the Social Housing Sector. The programme is called BOOST and having spoken with Professor Rouse, I know that the learnings that have emerged will be invaluable for any organisational leader, wanting to strengthen the diversity of their talent pipeline. If you are manager, leader, HR, L and D professional, people development lead, this conversation is for you. If you are a Black woman who wants to gain insights into how to communicate your development needs more effectively to your manager, this conversation is for you. If you are wanting to be a more effective ally in the workplace... you guessed it... this conversation is for you. Join us and please share with your network. We look forward to seeing you there.