Diverse Succession Planning
DIVERSE SUCCESSION PLANNING (DSP)
INTRODUCTION
“The future of many organizations is likely to depend on their mastery of diverse succession planning given that building bench strength among women and minorities will be critical in the competitive war for talent”. (Charles R. Greer and Meghna Virick, 2008.)
They stressed further: “Aside from the leadership provided by CEOs and diversity officers, management of diversity should be embraced by the entire leadership team and not perceived as the exclusive domain of the HR function.”
Cisco System becomes a $12 billion high-technology company with over 47,000 employees in not less than 54 countries of the world due to its strategic management policies and practices among which is diverse succession planning. Cisco puts in place its diversity initiatives and gender Initiatives because of its belief that connection of businesses, people and communities is a business imperative.
This simple presentation on diverse succession planning is intended to explain the following points: 1- The concept of diverse succession planning (DSP) 2- The advantages of diverse succession planning 3- The steps involved in developing a diverse succession plan 4- Conclusion with the comments of some senior diversity leaders.
What is Succession planning and diverse succession planning?
Simply put, Succession planning is the process of identifying high-potential employees, evaluating and improving their skills and abilities, and preparing them for advancement into positions which are keys to the success of business operations and objectives.
Diverse Succession implies incorporation of gender and racial diversity with succession planning by identifying methods for developing women and minorities as successors for key positions. (Charles R. Greer and Meghna Virick 2008).
Putting together, diverse succession planning is a process of identifying high-potential employees of any age, culture, ethnicity, gender, geographic
INTRODUCTION
“The future of many organizations is likely to depend on their mastery of diverse succession planning given that building bench strength among women and minorities will be critical in the competitive war for talent”. (Charles R. Greer and Meghna Virick, 2008.)
They stressed further: “Aside from the leadership provided by CEOs and diversity officers, management of diversity should be embraced by the entire leadership team and not perceived as the exclusive domain of the HR function.”
Cisco System becomes a $12 billion high-technology company with over 47,000 employees in not less than 54 countries of the world due to its strategic management policies and practices among which is diverse succession planning. Cisco puts in place its diversity initiatives and gender Initiatives because of its belief that connection of businesses, people and communities is a business imperative.
This simple presentation on diverse succession planning is intended to explain the following points: 1- The concept of diverse succession planning (DSP) 2- The advantages of diverse succession planning 3- The steps involved in developing a diverse succession plan 4- Conclusion with the comments of some senior diversity leaders.
What is Succession planning and diverse succession planning?
Simply put, Succession planning is the process of identifying high-potential employees, evaluating and improving their skills and abilities, and preparing them for advancement into positions which are keys to the success of business operations and objectives.
Diverse Succession implies incorporation of gender and racial diversity with succession planning by identifying methods for developing women and minorities as successors for key positions. (Charles R. Greer and Meghna Virick 2008).
Putting together, diverse succession planning is a process of identifying high-potential employees of any age, culture, ethnicity, gender, geographic