the talent diversity initiative©

The Talent Diversity Initiative© includes a suite of practical solutions that were developed to help organisations achieve measurable and sustainable progress towards a diverse and inclusive workplace. These solutions deliver tangible benefits through the active participation of diverse, talented individuals and their managers in well-designed and proven processes for selection, development and career management.

talent pipeline

Over the last few years, diversity has improved due to more strategic and intentional hiring practices. Yet, challenges persist.

More needs to be done to develop, coach and mentor future leaders and it's going to take the aligned efforts of the organisation, managers and talented individuals.

Organisations need to embed diversity and inclusion into existing talent management practices. Managers must take accountability for increasing diversity, and individuals must embrace the opportunites that are available.

inclusive leadership 

Inclusive leadership represents a way of leading that values difference and promotes inclusion. Those who excel in this do five things well:

  • They are sensitive to different cultural norms and ways of communicating.
  • They see people as individuals rather than as a members of a group.
  • They invite different perspectives and allow people to be heard.
  • They are self-aware and recognise their own subtle, unconscious biases.
  • They recognise that equal opportunity does not always mean equal treatment.

These behaviours represent the ability to manage diversity, a competency that has taken its place as a essential skill for 21st century leaders.

the talent diversity initiative© solutions


1. Talent Identification

Talent DiversityValuing and embracing diversity and inclusion gives organisations access to the full talent pool, which opens up opportunity for all.

Performance and potential are key criteria for identifying talent. Performance data can be measured objectively, but potential too often includes subjective opinion which allows bias to influence judgment.

LDN'S talent Identification process levels the playing field with a validated assessment that differentiates potential for leadership and special roles.


2. leadership onboarding

Leadership Onboarding Well-planned onboarding sets leaders up for success in new roles. The need to do this comes into sharper focus for diverse individuals.

Leadership transitions must be tailored to the specific situation, whether it involves a significant promotion, a new hire to bring a fresh perspective to a team or a transfer across geographies.
LDN's Executive 90-day Plan helps leaders size up and navigate a new culture, prepare to build alliances and manage stakeholder experiences.


3. women in leadership

women in leadershipUp to seventy percent of professional women report feeling anxious about taking a career break because of the difficulties they anticipate on their return.

The critical barriers women are likely to face can be identified by analysis of current promotion and career planning practices, and prevailing attitudes toward gender diversity.

LDN's Return to Career© program supports talented women before, during and after their break inorder to maintain career momentum.