Discover the Secrets to Building an Effective Executive Outreach Program (EOP)

 
 
 

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Your organization wants to further diversify its talent pipeline—a great first step! But let’s face it, knowing ‘what’ is often easier than figuring out the ‘how.’ Ever wondered how leaders can move from being mere cheerleaders of DEI to champions who are deeply involved? Or how to create effective strategies that drive high-quality referrals for a diverse talent pool? 

This week, I’m sharing the guide to a rock-solid strategy that will diversify your talent pipeline in a way that turns you into a talent magnet. As you’ve guessed from the title, it’s all about your next Executive Outreach Program (EOP).

What’s an EOP, Anyway?

Let’s start with the basics. An Executive Outreach Program (EOP) in the context of Diversity, Equity, and Inclusion (DEI) is a targeted initiative where senior leaders actively engage with both internal and external communities. The goal is to foster inclusivity and increase diversity in the talent pipeline.

Through activities like mentoring, speaking engagements, and partnerships, executives do more than just advocate for DEI values; they contribute directly to the organization’s goals. It’s essentially leadership walking the talk, making a tangible impact on DEI outcomes.

Why Should You Care?

You might think, “We’ve got a ton of programs already. Why add another?” Fair question. But here’s the answer—EOP is not just ‘another program.’ It’s a critical strategy that positions your senior leaders as accountable stakeholders in your DEI journey.

Senior leaders are not mere bystanders to the DEI program; they are active participants who can significantly influence your organizational culture. EOP helps you clearly define the roles, responsibilities, and accountabilities of your executive team, while working to increase diversity in your workplace. 

How to Get Started?

Securing leadership buy-in for your EOP is a fantastic first step. However, it’s crucial to move beyond mere approval and make sure leaders are accountable for the program’s activities and outcomes.

Life in the corporate fast lane is busy, and even the most committed leaders can lose focus due to competing priorities. That’s why a clear framework for accountability is essential.

Game-Changing Strategies

Let’s break down the strategies that ensure your leadership team doesn’t just approve your EOP but actively contributes to its success:

  1. Annual Goals + Bonuses: Tie yearly objectives to bonuses to create a vested interest in EOP success.

  2. EOP Metrics in Compensation: Include EOP performance as part of the compensation structure, ensuring leaders give it the attention it deserves.

  3. Quarterly Updates: Regularly share statistics, reward top performers, and keep everyone informed.

  4. CEO Endorsements: Gain public acknowledgment from the CEO for standout leaders.

  5. Employee-Led Audits: Maintain transparency about results to keep leaders accountable and to highlight your commitment to diversity.

Outreach Activities and Their Success

For effective outreach, leaders can leverage social media platforms, like LinkedIn, to showcase their inclusive culture. Also, actively participating in events highlights their dedication to increasing diversity. And that is just to name a couple. There are so many more!

For these outreach activities to truly bear fruit in ensuring a diversified talent pipeline, several elements are critical. First, genuine commitment from leadership is paramount, which requires a foundational shift in culture and priorities. Consistency in messaging across all platforms, especially in social media engagements, is essential to ensure credibility. In all of this, regardless of the outreach activity, leaders themselves need active support, so collaboration with other teams is crucial.

The above strategies offer a starting point for your team, but if you’re interested in getting more inside scoop and the technical know-how, my team has prepared a comprehensive 23-page guide that answers all of your questions:

  1. What objectives should the program have?

  2. Who is responsible for what?

  3. How do we hold leaders accountable?

  4. Can you clarify the referral process step by step?

  5. How do we launch the program?

  6. And, most importantly, how do we measure success?

If this has caught your interest, feel free to download the guide How to Build an Executive Outreach Program right here. It’s your all-in-one resource packed with insights, advice, and actionable steps to create a successful EOP.

P.S. If you know someone who could benefit from an effective EOP, share this newsletter with them! Have comments, questions, or suggestions? Don’t hesitate to hit me up in the comment section below. Let’s increase diversity everywhere by involving everyone! 🌍

 
GJennifer Tardy