To explore the challenges currently facing global employers on key talent issues internationally, HR Policy Global hosted a webinar to discuss issues including diversity, leadership development programs, inclusion on a global scale, and quickly growing regions for talent.
Recent research indicates that business and HR leaders perceive a talent gap in their organizations that could undermine their efforts to effectively navigate a changing and disruptive time.
Identifying the right skills: The panelists noted that companies are looking for very different skills in their senior leadership in the post-COVID era. Empathy has become one of the most important features employees expect to see in their leaders. Additionally, individuals who can think ahead and are analytically savvy will be increasingly critical for the success of business.
International leadership development programs in a post-COVID world: James Jones, former Vice President of Human Resources at Emerson, pointed out that such programs are still important and relevant for developing next-generation leaders. Additionally, Dr. Anna Tavis, Clinical Professor and Academic Director of Human Capital Management Department at NYU, suggested global employers should think creatively, start early, and reach deeper when it comes to building a diverse and energetic talent pool. Roberto Laub, Managing Partner at WOMB Group, highlighted the changing needs of expatriates, who now often prioritize family over other factors – a shift from pre-pandemic times.
DE&I on a global scale: Speakers noted that a culture of diversity, inclusion and equality is not only integral to business success, but also plays a significant role in retaining and attracting talent globally. Zoe Kibbey, Associate Director of Global Diversity and Inclusion at Accenture, acknowledged that the perception and practice of DE&I drastically varies depending on region and country. Therefore, it is critical to create global DE&I principles adhering to the company’s core values and implement them locally in ways that adapt to cultural and legal requirements. She shared Accenture’s efforts on promoting female engineers around the globe.
Next regions for emerging talent? While the speakers identified a few emerging countries and regions, they advised global employers to look for talent based on skills and potential instead of location.
