They say, “it takes a village.” If we want to make talent feel more included in our industry, we must let the industry be our village. This means creating an inclusive environment not just within our own companies but across the entire industry. By doing so, we can ensure that new talent feels supported and valued, no matter where they are in their career journey.
Creating a culture of inclusion and belonging also involves investing in our staff by providing opportunities for professional development and networking. Programs like the Emerging Leaders Program are excellent examples of how we can support our employees in expanding their skills and knowledge. These programs allow staff to explore new experiences, meet new connections across the industry, and share and learn about successes at their companies and others.
By investing in our employees’ growth and development, we not only enhance their capabilities but also reinforce our commitment to their success. This, in turn, fosters a sense of belonging and loyalty, as employees feel that their company is invested in their future.
As an association, IFPA’s primary role is to help your business prosper. One of the many ways we do this is through our talent portfolio of programs, which includes outreach to universities and colleges to attract qualified, next-gen talent to our industry on behalf of our members. We also offer a full portfolio of talent and leadership training programs, from emerging to executive leaders, to support your company’s talent development and retention.
Inclusion and belonging are particularly important aspects of company culture that lead to higher levels of employee engagement, productivity, job satisfaction and commitment to success. Inclusive workplaces benefit from the diverse perspectives and experiences that employees bring, leading to greater innovation and problem-solving.
Creating a company culture of inclusion and belonging is not just about making employees feel good; it’s about driving company performance and influencing the broader industry culture. When we invest in our people and create environments where everyone feels valued and included, we set the stage for greater innovation, collaboration and success.
IFPA represents all companies across the industry — big, small, family-owned and those with in-person, in-the-field, remote or travel-based workforce needs. It can be difficult to begin building those relationships with talent coming from new fields or backgrounds. Don’t forget that you can see the whole industry as an extension of your village — we all contribute to our industry’s culture.
