Diversity Training Wanted.....But What Kind?

Organizations are often referred to my company for information, programs or solutions for Diversity. The first thought that comes to mind when I see this, "What Kind of Diversity?"
It used to be that Diversity was only about Employee Diversity but oh have times changed.....

Now the question of Diversity is broad and wide. Diversity can now mean (in no particular order):

1. Gender
2. Race
3. Culture
4. ADA (American Disabilities Act/Disabled Persons)
5. Leadership Diversity
6. The Impending Retirement Crisis and Resulting Experience Gap
7. Knowledge and Experience Diversity
8. Sexual Orientation
9. Supplier Diversity
10. Customer Diversity

and our list, I am sure is not even complete at 10.

My call to action: when trying to find information on, training for or solutions to address Diversity, please ask yourself:

• What issue or problem are your trying to solve?
• What kind of Diversity are you trying to address?

Then please go out and refer, ask, inquire, get contacts and make the best use of your commitment to whatever diversity issues you are facing.

Top Ten Talent Management Tips

One of the greatest challenges facing companies today is retaining top talent. The yearly expense to an organization of replacing an employee (including separation, replacement, training and lost performance costs) can be as much as that employee’s salary for a year. Turnover also erodes morale among those who stay and harms customer retention. As a result, retention is the top concern among human resources executives, followed by succession planning, attracting and securing talent, and management and organizational performance systems.

The following lists the Top 10 things you can do increase talent retention, NOW!

1. Reduce Turnover
2. Increase Employee Engagement
3. Retain Your Top Talent
4. Get to Know and Show Genuine Interest In Your Employees
5. Build Trust: Build Relationships At All Levels
6. Make Work Meaningful
7. Challenge Employees
8. Provide Them With Options, Choices and Opportunities
9. Make Retention Everyone’ s Responsibility
10. Conduct Proactive Stay Interviews

All of these factors may play a role in determining employee retention, but the relative importance of each depends upon the organization. This is why we (Evantec) or any company should tailor programs to the organization. To offer the most comprehensive solution to our clients’ retention needs, we offer our own solutions or suggest services provided by our strategic partners. The ultimate desired result is a reduction in turnover and a stronger, more satisfied workforce.