Published: 17 June 2024
I&O leaders face ongoing pressures to attract and retain key talent. Prioritizing and leveraging diversity, equity and inclusion principles can help them expand their talent pool and incorporate diverse mindsets to future-proof talent strategies.
Organizations with workforces that do not reflect diversity in their backgrounds, experiences and identities increase their exposure to talent attraction and retention risks.
Infrastructure and operations (I&O) job descriptions that contain an extensive list of nonessential requirements to describe the ideal candidate discourage otherwise qualified candidates from applying. As a result, positions remain open longer and organizations miss opportunities to hire skilled employees.
Candidate perception of I&O as a less than attractive destination for emerging talent, with a greater focus on maintenance than growth and innovation, may deter prospective candidates from seeking I&O positions.
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