After the pandemic, there are calls to manufacturing companies to drive performance regarding the future of work. Searching and attracting talents, recruiting, and building a diverse, equitable, and inclusive workforce are the most common challenges facing manufacturing companies in the U.S.
Equity refers to the process of ensuring programs and processes are fair and provide more possible outcomes for both genders (male and female). Diversity deals with differences in settings of the workplace while inclusion talks about workers having a sense of belonging in the workplace.
Equity has three main work spheres which are access, enablement, and advancement which work together and are ignited by the talent marketplace thereby changing workforce processes.
Building an internal marketplace helps to achieve equity impact if and when it’s done properly. An internal talent marketplace is a platform that enables businesses to match employees with full-time or part-time work. This work can be in the form of temporary assignments, projects or gigs, mentorship, volunteering, and more. The factor that links talent to opportunity is skills.
Due to their objectivity, talent marketplaces aid in removing obstacles to opportunity and offer the transparency necessary for equal results. They provide workers the freedom to take charge of their professional advancement inside the company.
The following are ways through which the talent marketplace can help DEI goals:
Firstly, the talent marketplace can help uncover marginalized and diverse talent who have been overlooked for previous opportunities. It enables and enables individuals to pursue their careers and have access to new and future opportunities. It provides employees with the opportunity in their geographical location, function, and the current role required in the production industry.
Secondly, it eliminates unconscious bias when hiring and promoting employees within DEI programs, organizations may define a deliberate inclusive strategy to better match talent and achieve equality based on capabilities when they use an AI-based platform. This technology can be utilized for talent matching by developing or revising talent procedures and policies. An impartial assessment of talent based on abilities rather than likability or social connections helps to lessen or even eliminate any potential unconscious bias.
Lastly, it is an effective tool for talent development. Through the talent marketplace, manufacturing companies can now provide many career aspirations to workers. Organizations have access to pertinent data for DEI evaluations and may examine the skill sets and workforce makeup of different employee groups, particularly underrepresented populations.
This information makes it easier to plan customized programs for underserved groups so they may better understand and utilize their marketing abilities as well as identify new skill development opportunities.
In conclusion, the knowledge of talent marketplace is required for the correction of DEI challenges.
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