This work is focused on organizational level policy action. Employers who join this effort will expand their labor pool and support community members to have more equitable access to jobs by:
- Improving their hiring, retention & employee advancement practices to be more equitable and give them access to a larger pool of potential employees
- Connecting employees with community support services that help them stay employed
- Connecting employees with navigators to support them to gain the skills needed to advance in this region
Overview of Our Action Plan and Timeline
The graphic below provides a brief outline of how the work around Improving Hiring, Retention, and Advancement Practices is shaping up and outlines some key milestones The Partnership will achieve in 2022.
View a more detailed version of these milestones and action for this effort by clicking the button below.
Progress of Our Work So Far
(last updated 3.30.22)
Providing Coaching, Training, Technical Assistance, and Peer-to-Peer Learning for Participating Employers
In 2022 at least 20 large employers in top industry clusters and critical industries will engage in this effort to improve how they hire diverse candidates, and connect current employees to support services to help them stay employed and gain the skills and credentials needed for career advancement.
So far, twelve employers have committed to this effort with others able to join at any time. They will:
- Determine where they fall on the ‘Benchmarks for Improving Hiring, Retention, & Employee Advancement Practices’
- Set goals for improving their baseline measurements
Also, the Partnership has developed:
- Hiring and Retention Practices Toolkit, developed in partnership with Colorado Inclusive Economy and other experts in this space;
- Survey to help employers set their baseline measurements in this space so continued progress can be measured and celebrated;
- Organizational policy goals for multiple organizations to remove unnecessary degree requirements in job postings, and instead establish competency-based requirements for jobs (where possible); and
- Method for gathering perspective from current employees to hear what is working and what barriers to retention exist.
Throughout this process, workshops, training offerings, and connections to content experts will be developed for employers based on current needs and facilitated by the RMP team.
Ongoing, participating employers will connect employees with community support services needed to help them remain employed and navigators to support them to gain the skills needed to advance.
RMP is also actively monitoring the 2022 State Legislative Session.
- As partners either decide to take a stance or to monitor bills that impact improving hiring, retention, and advancement practices, they will be listed here.
- Click the button below to see the full list of bills RMP is monitoring or has taken action on.
Click on the button below to see frequently asked questions about this effort.
|Kayah Swanson, RMP Senior Director of Policy & Advocacy, serves as the Project Manager for this effort. Contact Kayah at KayahSwanson@RMPBackbone.org with additional questions or to learn more.|