Chapter 5
Talent Differentiation in Action
Human equity adds another component to talent differentiation in that it is practiced through a diversity lens. When talent differentiation was first introduced, this distinction about the diversity of talent was not considered. Let me explain.
As we described in Chapter 3, internal quantitative representation numbers can reflect an organization's ability to attract and retain the best talent. Typically, however, in an effectively designed diversity program, they serve as signals. For example, if your recruiters continually bring in talent from only one demographic group, or only one demographic group continues to be promoted in the organization, this should be a signal to you. Likewise, if all your ...
