Boards and shareholders must scrutinise executive hires to ensure that diversity and inclusion has been front and centre in any recruitment process.
For this reason, proactive and ongoing succession planning for senior executive positions is increasingly important when considering diversity and inclusion targets.
Succession planning involves:
- reviewing all internal options for promotions with the organisation and where required pro-actively facilitating training and development for key staff.
- Reviewing talent options in the external market. This may involve commissioning a market map of external talent.
When a key executive is promoted or leaves an organisation it is often too late to plan.
At FK International we work with key clients to discuss and facilitate succession planning options for key positions.
Please contact me for further information.
Judith Kelly
Director – Business Development & Operations
https://www.linkedin.com/in/judith-kelly-walsh-11b14b82/