The transcript provided is from a panel discussion focused on internal mobility within organizations, covering topics such as career advancement, employee retention, upskilling, and diversity, equity, and inclusion (DEI) initiatives.

Key Points:

Introduction to Internal Mobility:

• Katie Johnson, a moderator, mentions how internal mobility helps retain staff and saves costs on recruitment and training.
• Employers that offer internal growth opportunities are better positioned to retain talent.

Panelists’ Introductions:

• Allie Canayre (Henkel) discusses her career, moving from engineering to sales, pricing, and finally, talent acquisition. She highlights the importance of transferable skills and HR’s role in facilitating career shifts.
• Steph Ricks (Strategic Education Inc.) talks about their work in upskilling and reskilling employees through programs that align with the future needs of the workforce, like AI and cybersecurity.
• Sharda Martuski (Wayfair) explains her journey, from category management to overseeing DEI and social impact, emphasizing how internal mobility can blend commercial strategy with social purpose.
• Anne Feely (Reviti) discusses managing talent acquisition and development in a scientific company, rebranding, and balancing global operations.
• Jason Cerrato (Eightfold.ai) provides insights into using AI and technology to facilitate internal mobility and skills management.

Employee development:

• Internal mobility allows employees to explore new roles and projects that suit their evolving skills. There is a focus on upskilling employees for future growth, with companies offering various programs for skill development (e.g., Henkel’s mentoring and project-based work).
• Companies like Wayfair promote DEI through internal mobility, providing diverse employees opportunities to advance into senior roles.

Challenges and risks:

The panelists discuss balancing career development with personal responsibilities (e.g., travel requirements) and address the risk of employees leaving after investing in their development. They argue that creating unique opportunities within the company encourages retention.

Role of technology:

Companies are using AI-driven platforms to track skills, manage career paths, and recommend opportunities to employees, making internal mobility more accessible and transparent.

Entry-level employees:

Programs such as tech boot camps help entry-level employees gain skills for career advancement. The concept of “earn and learn” is introduced as a way to reskill employees while they work.

DEI and internal mobility:

Internal mobility is seen as a tool to promote diversity in leadership by providing equitable opportunities for all employees, particularly underrepresented groups.

Retention strategies:

Companies encourage retention by offering a variety of roles and experiences, making employees feel invested in and valued.