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How diverse is your pipeline? Developing the talent pipeline for women and black and ethnic minority employees

机译：您的管道有多多样化？开发女性和黑人及少数民族雇员的人才管道

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Purpose - Research shows that companies with a diverse leadership perform better financially. Having a diverse board encourages constructive and challenging dialogue which is key to the effective functioning of any board. However, in the UK, women and black and minority ethnic (BAME) empbyees still lag behind when it comes to representation at senior management and board level. The purpose of this paper is to highlight the importance of having a diverse talent pipeline of women and BAMEs and offer practical solutbns on how this can be achieved. Design/methodology/approach - A mixture of data, analysis, experience and practice forms the basis of the paper, drawing from research on diversity, leadership development, executive boards and developing the talent pipeline. It looks at current initiatives being used in organisations to develop aspiring leaders. Findings - Executive boards are ill representative of the diversity of the working population. Having diversity in the boardroom allows for rich dialogue and better business decisions. In order to address the issue, organisations need to develop a talent pipeline that includes women and BAMEs. There are practical solutions that can be applied to achieve this. Not only does this make good business sense from an economical perspective, it also helps to maintain empowered, motivated and engaged employees. Originality/value - This paper outlines initiatives that organisations can apply to develop the talent pipeline for women and BAME employees and in doing so, retain high performing, aspiring leaders, whilst supporting action to increase diversity and inclusion in the boardroom.
机译：目的-研究表明，具有多元化领导能力的公司在财务方面表现更好。拥有多元化的董事会会鼓励建设性和富有挑战性的对话，这对于任何董事会的有效运作都是至关重要的。但是，在英国，女性，黑人和少数民族（BAME）的员工在高级管理层和董事会中的代表人数仍然落后。本文的目的是强调拥有多元化的女性和BAME人才管道的重要性，并就如何实现这一目标提供切实可行的解决方案。设计/方法/方法-数据，分析，经验和实践的混合构成了本文的基础，借鉴了对多样性，领导力发展，执行委员会和人才开发的研究。它着眼于组织中用于培养有抱负的领导者的当前计划。调查结果-执行委员会不能很好地代表工作人群的多样性。董事会具有多样性，可以进行丰富的对话和更好的业务决策。为了解决该问题，组织需要开发包括女性和BAME在内的人才管道。有一些实用的解决方案可用于实现此目的。从经济的角度来看，这不仅具有良好的商业意义，而且还有助于维持授权，积极进取和敬业的员工。原创性/价值-本文概述了组织可用于开发女性和BAME员工的人才管道的举措，在此过程中，他们保留了绩效高，有抱负的领导者，同时支持采取行动提高董事会成员的多元化和包容性。

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