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.

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Building Blocks
Talent Management Levers
Practices & Field Examples
Maturity Model

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.

Emerging Impact Employers
You’re at the early stages of integrating Impact Employer practices. At this stage, you understand the importance of prioritizing people and acknowledge the need for change. 
You are setting a baseline for what success looks like.
Promising Impact Employers
You have a more intentional and strategic approach to 
investing in talent and integrating Impact Employer practices. You consistently surpass industry standards and are considered forward thinkers in talent practices. 
Distinctive Impact Employers
You demonstrate a high level of maturity and excellence in integrating Impact Employer practices. You represent best-in-class standards and are considered innovators, influencers, and role models.  

How it works

Review objectives

Revisit the Impact Employer Building Blocks of effective talent management strategies. Focus on what aligns with your goals.

Inventory practices

Evaluate your current talent practices against the diagnostic tool to determine your level of maturity in each impact area.

Set targets and plan

Define realistic targets, goals, and metrics to develop an action plan that prioritizes the critical areas for improvement.

Assess readiness

Use the readiness checklist to evaluate your organizational readiness, considering factors like buy-in, capacity, and strategy alignment.

Implement and monitor

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.

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Continue your journey

Discover actionable talent management practices to continue your progress. Need a hand? The JFF team is just a click away.