Do you know how to mend the broken talent pipeline? A checklist for leaders 

Mind shift 1: Change where and how you seek talent

Talent is not in short supply; nor is the need for it, but businesses have to change how they understand and value it. This means reflecting deeply on what kind of employer you are and want to be, then crafting a theory of change to get there and consistently measuring your progress. Challenge your leaders to reflect on the following:

• Are we a company that values inclusion?
• Do we want to build a pipeline of diverse talent?
• Can we offer career paths that help people break out of patterns of poverty or exclusion?
• Do our culture, systems, and processes reflect this (do we live our values)?
• What does “good” look like, and what needs to change to make it happen?

Mind shift 2: Change the skills narrative

To tap into new talent pools, employers have to broaden their acceptance of skills acquired outside traditional means. Candidates from non-traditional backgrounds often bring not only transferable skills but also lived experience that yields a wealth of competencies. To tap into this pool, ask your leaders to address the following questions:

• Do we recognize and value transferable skills?
• Are we providing appropriate guidance? (People likely need help to reframe their skills.)
• Are we thinking creatively about how people can apply their skills to new contexts?
• Are we taking care to value people based on what they can do rather than on what they have done?
• What concrete steps can we take today to bring in new perspectives and cultivate intergenerational exchange?