

Impact Employer Maturity Model:
map your journey
Work has entered a new era: it’s now critical that businesses be Impact Employers in order to remain competitive in today’s economy. We understand how challenging it can be. To support your journey, we developed the Impact Employer Maturity Model, designed to meet you where you are and support you as you understand and advance along the Impact Employer Building Blocks.
Use it to assess where you are on your Impact Employer journey, set realistic goals, and figure out your next move.
Introduction and Overview
What is the Impact Employer Maturity Model?
The Maturity Model contains a comprehensive set of tailored Impact Employer actions to maximize positive outcomes for workers. It’s designed to help employers, like you, establish ambitious standards in talent management, redefine industry benchmarks, and plan your future steps to success.
Within the Maturity Model, you’ll find two tools: a Building Blocks diagnostic tool that helps you define a clear path for improvement, and an organizational readiness checklist that arms you with all the things you’ll need at an enterprise level to be successful.
This isn’t a static blueprint, it’s a dynamic framework that supports continuous improvement. It’ll help you evolve your talent management practices iteratively as you strive for greater excellence to benefit your greatest asset: your people.
Where does it fit into the framework?
The Maturity Model is a valuable reference and guideline, no matter where you are in the Impact Employer Model (IEM). Use the diagnostic tool and readiness checklist to assess your organization’s current level, to use and revisit as and when you need it.
Three Levels of Maturity
Three Levels of Maturity
Treat these levels as guides, not labels. Their purpose is to help you understand where you are in your Impact Employer journey and offer the appropriate next steps to strengthen your talent management practices.



How it works
Revisit the Impact Employer Building Blocks of effective talent management strategies. Focus on what aligns with your goals.
Evaluate your current talent practices against the diagnostic tool to determine your level of maturity in each impact area.
Define realistic targets, goals, and metrics to develop an action plan that prioritizes the critical areas for improvement.
Use the readiness checklist to evaluate your organizational readiness, considering factors like buy-in, capacity, and strategy alignment.
Aim for continuous improvement. Execute your action plan and monitor progress using defined metrics. After achieving your targets, reassess and set new goals.
Diagnostic Tool
Explore the Diagnostic Tool
Assess your company’s maturity level to identify areas for improvement and understand your next steps.
Organizational Readiness Checklist
Organizational Readiness Checklist:
Is your organization prepared for the road ahead?
Gauge your readiness with this checklist
Vision:
Project owners and champions have dedicated and sufficient staffing, time, accountability structures, and funding to advance equitable talent management strategies.
Organizational Buy-In:
Stakeholders and decision makers have a strong understanding of the case for equitable talent practices and champion them across the organization. Staff at all levels of the organization are bought into these practices and contribute to a culture of inclusion.
Dedicated Capacity:
Project owners and champions have dedicated and sufficient staffing, time, accountability structures, and funding to advance equitable talent management strategies.
Implementation Strategy:
Project owners and champions have articulated a compelling, data-centered implementation strategy that clearly defines how the organization will scale improved practices across the entire company and throughout the entire talent life cycle.

