Many companies design succession plans so they can spot the next generation of leaders early and develop current employees to their full potential. But if everyone tapped for special treatment comes from the same race or gender—or the chosen group excludes older workers or the disabled—employers may find themselves facing discrimination litigation.
A little bit of strategic thinking goes a long way toward designing a succession-planning process that identifies all good candidates for promotion and doesn’t leave out employees who might later sue for discrimination.
Succession planning affects recruiting and hiring. It influences diversity initiatives. Finally, it must mesh with the organization’s overall strategic planning because tomorrow’s needs will no doubt differ from the needs of today.
Turnover and succession
Any succession plan must first look at who among the current work force is leaving—and why. That ...(register to read more)
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