Impact Employers:
putting people first
Investing in equitable talent management practices can feel overwhelming, leaving you to choose between people, profit, or progress—it no longer has to be that way.
Introduction and Overview
Introducing the Impact Employer Model
A holistic talent management toolkit that gives you the market-tuned tools and resources needed to advance equitable career mobility in your organization—without sacrificing business growth.
In this toolkit, you’ll find over 100 proven practices spanning the talent management lifecycle:
- Corporate culture
- Workforce planning
- Talent acquisition
- Talent development
- Total rewards
- Offboarding
These practices are specifically designed to support the well-being and career mobility of employees who face systemic barriers to advancement, though ultimately, they create value and opportunity for the entire workforce.
Impact Employer Model Target Population
The Impact Employer Model (IEM) is purpose-built to support the career mobility and well-being of people facing systemic barriers to advancement:
- Young adults
- Immigrants
- People who are Black, Latine, or Indigenous, including those without a four-year degree
- People of color and women of all backgrounds whose highest level of education is a four-year degree
- People with criminal records
Impact Employers & DEIB
Through their efforts to attract, develop, and retain talent, Impact Employers prioritize the social and economic well-being of their employees. They do this by implementing talent management practices that prioritize and celebrate diversity, equity, inclusion, and belonging (DEIB) along with accessibility and well-being.
How the IEM works
Here’s how the Impact Employer Model works
Employers need to evolve
Change is tough, but falling behind is tougher. We’re here to help you navigate the changing employer-employee dynamics and succeed with strategic talent investment.
We’ve entered a new era 
Companies that prioritize talent are not just navigating the new work landscape—they’re
thriving in it.
Your greatest asset? Your people.
Human capital is more valuable than ever, building the majority value of Fortune 500 companies.
Alan Murray, CEO of Fortune Media, highlighted that over 85% of the worth of Fortune 500 companies lies in intangibles like intellectual property and brand value—key elements driven by people.
Workers aren’t just parts of a machine; they are the heartbeat of business success, fueling innovation, operational excellence, and stellar customer experiences. In today’s fast-changing world, the synergy between a motivated workforce and thriving businesses is undeniable.
Transform your business by breaking down barriers
Despite progress in talent investment, more must be done for workers facing systemic barriers—Black, Latine, Indigenous workers, immigrants, those without a four-year degree, young adults, and people with criminal records.
We believe–we know–that prioritizing their growth is essential for business competitiveness, as their engagement and problem-solving boost efficiency, customer satisfaction, and team morale.
Recognizing their contributions not only strengthens teams but also transforms them into brand advocates, enhancing company reputation and attracting top talent.
The Business Case for Investing in Talent
Learn how to unlock your company’s potential by investing in your talent.
The Business Case for Investing in Talent
Investing in talent is a strategic necessity
With huge benefits for equitable economic advancement, career mobility, and business performance, talent investment is no longer just a corporate responsibility–it’s an essential duty.
Strong talent management practices are transformative, driving innovation and inclusivity. Once seen as a cost, talent investment is now essential, laying the groundwork for an equitable, innovative workplace that boosts both employee advancement and business growth.
Companies excelling in time, talent, and energy management see a notable increase in workforce productivity. Research shows that recognizing employees can save businesses millions.
Effective talent management practice positively impacts all business functions. It reduces costs associated with high turnover, operational disruptions, and inefficiencies.
There’s an undeniable correlation between talent investment and financial success. Businesses with effective talent management outperform competitors and drive better shareholder returns.
Talent management practices cause ripple effects on customer satisfaction. There’s evidence showing the strong connection between customer loyalty and higher talent investments.
Engaged workforces lead to a sixfold increase in the likelihood of reporting higher total returns to shareholders.
A positive business reputation, encompassing both a positive consumer and employer brand, is a potent differentiator.
Positive employer brands attract and retain top talent, cultivate a strong value-led culture, and enjoy high return on investments.
