What is a reverse assignment? How to make the best use of your talent after acquisitions
How does a global organisation make the most of its diverse talent, provide equal opportunities for individuals from different social classes and ethnicities, and foster a clear-defined and inclusive culture?

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In order to support such a large number of mobile individuals, each assignee was teamed up with a local “buddy” who could guide them through the relocation process and help them assimilate into their new location. The HR and mobility teams also asked for feedback from the first cohort so that they could learn what might need to change for future relocation programmes.Vikita started as a graduate in HR for Deutsche Bank in 2010 where she worked for eight years before the business was spun off and acquired by Apex Group where she took on the role of running the global HR function.“Coming from Deutsche Bank wherever there was a very corporate setup to actually having the creative licence to go and build something of my own was really exciting,” she explains. “We started with 1,500 employers and now we have almost 12,000 which we have achieved through growth and acquisitions.“What I really like about our JUMP programme is that it was designed for individuals sitting in our operational centres, which is not typically where those programmes would tend to focus,” she says.
Ensuring female talent is supported
Another key initiative is the Women's Accelerator Programme which is designed to ensure that that women across the organisation have equal career and development opportunities to men. It was prompted by concerns that female talent was being lost along the career journey. The split between male and female employees was around 50-50 in early career roles but dwindled towards the top of the career pyramid.“We noticed that around the middle of the career banding there were issues with women leaving and we found it difficult to recruit women at those more senior levels from outside the company,” she says. “We set up the programme to address this and to nurture our female talent. We wanted to move the dial on hiring and promotion. We also looked at exit interview data to see if there were any particular reasons for women to leave mid-career.”Enhancing talent acquisition and retention
Another initiative has been to educate managers during the hiring process to ensure a gender-neutral panel and to attract the right talent. The company has also looked at its compensation and benefits data to understand whether these are being targeted in the right way.Vikita’s team are also looking at the importance of recording diversity data effectively and using it to monitor and target initiatives. The company conducted its first EDI (Equality, Diversity, and Inclusion) census to gather demographic details of employees and identify areas for improvement.“We are looking at the potential within individuals and not just what they might have on their CV,” she says. “It is about recruiting people with the right drive and mindset, because this is a very fast paced, dynamic organisation.”Join us at the Innovation Festival for Global Working on 8 June, including the Think Global People Awards 2023.
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