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Creating Opportunity Within: How Employers Are Boosting Internal Mobility
To retain valued workers and attract top talent, more companies are focusing on providing both upskilling and reskilling opportunities to their workers to help prepare them to move into new roles across the organization. What are the benefits to the company of improving internal mobility? How can employers coordinate these efforts by their executive teams and leaders in HR and talent acquisition? Why will better internal mobility align with efforts toward greater diversity, equity, and inclusion?
Panelists:
Moderator: Katie Johnston, Reporter, the Boston Globe
This content originally appeared during From Day One’s in-person conference in Boston, MA on September 12, 2024.
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.
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.
Companies are using AI-driven platforms to track skills, manage career paths, and recommend opportunities to employees, making internal mobility more accessible and transparent.
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.
Internal mobility is seen as a tool to promote diversity in leadership by providing equitable opportunities for all employees, particularly underrepresented groups.
Companies encourage retention by offering a variety of roles and experiences, making employees feel invested in and valued.