Want to Build an Inclusive High Potential Program? Here’s How.

Today, most organizations are committed to becoming more diverse and inclusive throughout their ranks. They recognize that their organization will be more successful, both in terms of business performance and employee satisfaction, if it fully represents a broad demographic spectrum. Inclusivity takes an organization beyond “counting noses” to making sure that diverse employees aren’t just a checkbox number, but are truly valued and respected—and able to stay their true, authentic selves while at work.

For many, the path to inclusivity includes building an inclusive high potential program. Such a program can’t be built in isolation—the candidates won’t just appear out of thin air. The foundation on which an inclusive hi-po program must rest is having a diverse workplace to begin with as diversity is the foundation of who you are. Without diversity, inclusion may just not be impossible.  The work to build a diverse team at all levels, especially within those identifying high potentials in an organization, is a critical piece of foundation.

Inclusion begins with your senior leadership
You need senior leaders who are attuned to diversity, who practice inclusivity, who understand the value of diversity and inclusion. Your leadership team itself should be diverse. There should be a hiring strategy in place that supports diversity, and inclusion should be a red thread running through all training for all employees. Senior leaders must also be skilled at creating a safe place to work and thrive for underserved populations. They must understand how to cultivate their diverse talent, including being able to spot those times where someone is foundering and know when to throw them a lifeline.

If you have this in place for your leaders, you’re ready to start creating an inclusive hi-po program.

And make sure you think carefully about the selection process. It’s best to avoid a nomination-based approach, as it’s human nature to choose candidates in our own image and likeness. So even if you have a diverse set of leaders pulling up the chairs and giving someone a seat at the table, they may not be creating a truly inclusive cohort. The selection process used by your leaders to select candidates should be objective and performance-based. You can’t simply select someone as a hi-potential based on an impressive company they had worked for or the school they attended—they must be selected on performance.

To be inclusive, bring everyone through the journey
An inclusive hi-po program should be a shared experience for all participants, and bring everyone along on the journey with a shared purpose. This will lay the foundation for a sense of belonging, community, and trust within those leaders.  Aspiration is important and expected in hi-po leaders, but the program should not ask more of them than would be expected as a regular workplace matter. For instance, the program should not require extensive night and weekend work, or several months away from home, if that’s not an expectation in the workplace. It’s also important to not overtax your diverse hi-po leaders. An example? Don’t ask the same female or black leader to participate in multiple hi-po programs in a year to “fill” your diversity requirement.

Think and act globally
For a global organization to be truly inclusive, the hi-po program must reflect a global mindset. Global employees. Global leaders. Global teachers. Global experts. Global content. They’re all critical components. Wherever possible, content and resources incorporated into the program for high potentials should be localized so that it’s understandable, relevant, and accessible to all. And remember that equality, diversity, and inclusion may not mean the same thing around the world. Create and provide safe environments for hi-po leaders in all countries—areas where they can share their experiences, and educate leaders on differences. Encourage questioning. Encourage dissent. It’s healthy!

The bottom line on your inclusive high potential program
If you’re coming at your hi-po program through the lens of inclusivity, many things will be changing. But some fundamentals will stay the same. You need to be open with information on your organization’s strategic priorities, its strengths, and its weakness. You need to make sure that your hi-pos have access to your current leadership in your organization. After all, your high potentials are the leaders of tomorrow, and they should be overprepared for the business of tomorrow. And whatever business you’re in, the business of tomorrow is one in which diversity and inclusion will take on paramount importance.

 How inclusive is your current hi-po program?

Cevin Owens is principal learning partner for Harvard Business Publishing Corporate Learning. Email her at [email protected].