6 Strategies for Building a Diverse Talent Pipeline at Scale

You might think that companies are more diverse now than ever—but the evidence says that we still have a long way to go.

While there have been significant gains in hiring diversity, research shows that top careers remain imbalanced. In high-ranking jobs, Black, Hispanic, and American Indian/Alaskan Native workers are still underrepresented.

Via Gallup

This underscores a critical need within organizations. It’s time to actively develop strategies for building diverse talent pipelines. The disparity not only reflects the underutilization of diverse talents, but highlights the missed opportunities for innovation, perspective, and resilience that they bring. 

Organizations that implement deliberate strategies to foster (and develop!) diverse talent can bridge this gap. They will ensure all workers have equal opportunities to grow and contribute while enhancing their company’s internal strength and competitiveness.

But what actual strategies can HR and DEI leaders use? Read on to discover the top six approaches for 2024 and beyond.

Strategy #1: Build Diversity From Within, Just Don’t Buy

Achieving true diversity means going beyond hiring. You likely already have a diverse population within your organization. Companies often focus their diversity efforts on employees who are early in their careers, but then they fail to develop or retain them, stymying efforts to expand diversity into the upper levels of your organization. This failure to build a diverse talent pipeline ensures that your company will fail to overcome this structural inequality.

In short, there are future leaders in your organization, they just need some focused development. And by investing in your current employees, you will naturally create a more inclusive and diverse environment. Here’s what you can do: 

• Invest in Current Employees: Encourage continuous learning and offer employee development programs for all employees, not just the ones who are most vocal or who fit preconceptions of what a high potential employee looks like.

• Identify Hidden Talents: Employees often have unknown skills and talents. Implementing employee coaching programs can help in diversifying internal skill sets.

• Promote Vertical or Horizontal Growth: Look to fill new or existing roles with current employees. Your employees shouldn’t feel like they need to look elsewhere for growth, and not all growth means a promotion.

Strategy #2: Actively Enable Internal Mobility

You might be wondering, “How can I build from within? Do we have the right training infrastructure in this department? Do people have options to do something else inside of our company?”

Building a diverse talent pipeline internally means you need to start with greasing the wheels of internal mobility. Employee development is the key to creating pathways for your employees to explore different roles, engage in various projects, or transition between departments.

This flexibility also supports individual career development conversations and infuses different areas with fresh perspectives.

Strategy #3: Foster a Culture of Opportunity & Transparency

Create a workplace culture where new job opportunities are available to everyone and transparently advertised. If people aren’t aware of internal positions, they are far less likely to engage with their own development. 

Building a diverse talent pipeline means you will want to prepare for the answers to these questions: 

• What roles are currently open? 

• How and when do I talk to my manager about my development? 

• How do I know if my skills are at the right stage? 

• How do I get feedback from leadership?

• When do I apply? 

• How would I do a transition?

The key here is to make these internal job opportunities easy to discover, especially for diverse talent. In most organizations, it’s actually easier to apply to an external job than it is to learn about an internal one. That must change.

This strategy emphasizes the need to actively create and communicate opportunities within the organization. However, remember that imposter syndrome is a real thing, especially for diverse talent. Building a sense of empowerment means your underrepresented demographics will be more likely to engage with internal opportunities. 

Further, it’s vital to encourage applications, even if employees don’t find success. Managers can look at these moments as opportunities for feedback, and help them understand why they didn’t get the role and how they can build towards the future. 

Strategy #4: Reward Managers Who Export Talent & Punish Talent Hoarding

Beyond the challenges that diverse talent faces within an organization, let’s address a very basic obstacle: poor management. 

There is a natural tendency for managers to hoard talent. They don’t want to let their stars go because, guess what, that means they must backfill their roles. That means managers not only face more work, but they lose their best employees. 

To counteract this, organizations must shift their mindset and reward behaviors that contribute to the overall growth of their talent pool. Start by establishing clear expectations for managers regarding talent development strategies. They should understand that their role is not just to build effective teams, but to prepare individuals for broader opportunities.

Then, reward managers who excel at exporting talent through recognition, bonuses, or career advancement opportunities. 

Download the Free eBook: The Missing Ingredient in Employee Development

Strategy #5: Recognize and Realize That You Don’t Know All Your HIPOs

Did you know that organizations overlook almost 50% of high-potential talent? Think about the amount of potential in your organization that’s left unrecognized.

To break through this myopia, HR and DEI leaders can implement opt-in employee coaching programs for development. You’ll find undiscovered HIPOs to develop! These programs should be available to all employees who are in good standing. This levels the playing field as every employee can have a chance to participate.

Strategy #6: Create Employee Development Programs That Scale

Beyond talent as a specific focus, you must consider how your development strategies will grow over time. Prioritize implementing development programs or professional development stipends that are affordable and accessible to a broad range of employees. These best practices create opportunities that are not exclusive or prohibitive in terms of cost, time, or location. 

You don’t need to send your employees on a mission to Mars, but you should just be willing to put them on a flight to Orlando. Even better—try out virtual group coaching and remove location as an issue. Don’t limit the potential through extreme budgeting, and don’t be afraid of expenses. 

Moreover, it’s vital for programs or stipends to be time-efficient and fit within the flow of work. There’s no reason to take away from regular duties or personal time, because that also means participation will likely be low.

The content of these programs should also not be overly specific or technical. Embrace wide applicability.

Prepare for Growth & the Future: Don’t Be Surprised By “I Want a Change!”

Most organizations aren’t used to employees advocating for themselves in this manner. You must emplower your managers to help and then celebrate when they do! It creates a more collaborative mindset. 

Don’t be surprised when your diverse, high-potential employees want to advance. If you prepare, they will respect you and your organization, and they’ll want to contribute long-term. 

Want to learn more about building a diverse talent pipeline through scalable employee development? Book a demo of PILOT today!