Given today’s labor shortages plaguing almost every business, employers are looking for talent in new places. Sometimes this means broadening recruiting and hiring efforts to consider traditionally marginalized groups, such as people impacted by the criminal justice system, immigrants, people with disabilities, as well as the economically disadvantaged.
But how well are these initiatives working? And what can we learn from early adopters who seek to improve inclusion of opportunity population talent (OP)? Though we acknowledge different definitions exist, we define OP talent as those with limited access to educational and professional opportunities and who face major barriers to employment and career advancement?
To better understand the potential of these innovative initiatives, we have collected data and information from several Talent Pipeline Management® (TPM) partners. Our research completed across four case studies shows that initiatives intended to improve access to OP talent can be designed very differently.
