Organizations that successfully increase diversity provide leadership development opportunities, particularly for employees at the lower levels of the organization. For example, one company’s two-year “CEO Program” offers candidates intensive training and significant exposure to senior executives. The program includes external candidates and young candidates from previously disadvantaged backgrounds already in the company – and, while it’s a hefty financial commitment, it’s also a significant investment in the rapid advancement of promising members of the organization as well as recruitment.
You can also offer high-potential employees opportunities for external education and development, and pay attention to who’s embracing these benefits. Keep in mind that diversity training cannot be hived off from the rest of the operation. It has to be woven into the culture.
Adapted from “Great Leaders Who Make the Mix Work,” by Boris Groysberg and Katherine Connolly.